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Explain availability and relocation to an employer
An employer needs to know when you can reliably begin and what must happen first. A useful answer separates the earliest possible date from a confirmed commitment. Prepare a short sequence covering your current contract, any authorisation process and the practical move.
Editorial review: 16 October 2026
Calculate the earliest realistic start
Check your existing notice period and any agreed end date. Add time for required documents and applicable immigration steps. For third-country admission, the employer-led process and subsequent entry formalities can affect timing. Ask the competent canton about your case and avoid treating an indicative processing period as a guaranteed completion date.
Offer a clear conditional statement
You might write: available from an agreed date after completion of notice and required authorisation; available for video interviews now. If your circumstances are already settled, give the specific date you can commit to. Distinguish availability for interviews, an exploratory visit and actual work. Starting remotely from another country can create separate legal, payroll and insurance questions that the employer must assess.
Plan the move around the role
Identify which arrangements need to be ready for day one: accommodation, transport, childcare or access to essential documents. Ask about the employer’s induction schedule and any relocation support, including repayment conditions where applicable. Update the recruiter promptly when a dependency changes. Before resigning or booking major non-refundable costs, align the written offer, authorisation position and practical start arrangements.