Swiss employees are setting new priorities: job security, fairness, and work-life balance are now just as important as salary and benefits.
New findings from the Randstad Employer Brand Research Switzerland 2025 reveal a nuanced shift in what employees in Switzerland expect from their employers. While willingness to change jobs is on the rise, actual job mobility remains low – a sign of hesitation, possibly due to economic uncertainty. Moreover, only 70% of employees feel they are treated fairly by their employer. Younger generations and professionals in digital roles increasingly value flexibility and opportunities for growth.
In this evolving labor market, employers need to rethink their strategies to attract and retain talent. This article highlights key insights from the Randstad Employer Brand Research 2025 and explores what truly motivates Swiss employees – and how companies can respond.
beyond salary: the multifaceted needs of swiss workers
two employees, two perspectives: What really matters?
Lisa, 28, a digital marketing specialist in Zurich, recently turned down a lucrative job offer. Despite the higher salary, the company lacked flexible work options and had a reputation for burnout. “I’d rather earn a bit less and enjoy my evenings,” she explains. Markus, a logistics coordinator in Geneva, has stayed with the same employer for ten years—not out of loyalty, but because job security is his top priority.
These examples reflect a broader trend: good pay alone is no longer enough to attract and retain talent. More and more, decisions are being driven by workplace atmosphere, job security, and company culture.
a generational shift in priorities
The latest Randstad Employer Brand Research 2025 highlights clear differences across generations:
- Gen Z values salary and benefits, but places equal importance on workplace climate, security, and fairness.
- Digital professionals prioritize engaging tasks and remote work options, while
- Operational staff seek stability and predictability.
This diversity in expectations makes one thing clear: a one-size-fits-all approach no longer works.
An employer’s value proposition must be tailored to the needs of specific target groups.
fairness as a competitive edge
There is a positive sign: 70% of Swiss employees perceive their work environment as fair. Still, employees from minority backgrounds continue to face barriers to career advancement. Companies looking to attract top talent should view Diversity, Equity & Inclusion (DEI) not just as a compliance issue, but as a strategic advantage.
🔹 Pro Tip: Employers should communicate their DEI initiatives transparently and ensure internal policies translate into real opportunities for underrepresented talent.
the job switch paradox: why employees are hesitant to move
Even though the desire for change is growing, actual job switch rates remain low. In times of economic uncertainty, stability takes precedence — but that doesn't necessarily mean employees feel engaged or committed.
reskilling: the hidden key to employee retention
Mia, 35, a software developer, has been with the same company for five years and feels stuck. She’s not actively looking for a new job, but a competitor offering targeted training and clear career paths could easily lure her away.
According to the Randstad Employer Brand Research 2025, learning and development opportunities are highly important for two-thirds of employees — especially among younger generations and career climbers. Yet in many companies, upskilling is still treated as an afterthought.
🔹 Pro Tip: Employers should invest in continuous learning programs and offer transparent internal career paths — before employees start looking elsewhere.
work-life balance: the quiet dealbreaker
Today, work-life balance is just as important as salary. Skilled professionals, in particular, expect flexibility to be the norm.
Sebastian, 40, a financial advisor in Basel, left a high-paying position at a prestigious firm because rigid hours left little time for his family. His new, smaller employer offers remote work and flexible schedules — and he’s never felt more productive.
🔹 Pro Tip: Companies that promote hybrid work models, wellness offerings, and a culture that respects boundaries are the ones winning top talent.
artificial intelligence (AI) and the future of work: a generational divide
The Randstad Employer Brand Research 2025 reveals a significant increase in the use of AI tools in daily work. However, not all generations are equally open to this shift.
Two Perspectives on AI
Younger employees see AI as an opportunity and use tools like ChatGPT to automate workflows and boost productivity.
Older employees tend to be more skeptical, fearing job loss or struggling with digital transitions.
For example, Stefan, 50, a project manager in Lausanne, feels overwhelmed by new AI tools. “I know AI can help, but no one has shown me how to use it properly,” he admits. His 26-year-old colleague Julia, on the other hand, is already automating parts of her work with AI and is twice as efficient.
🔹 Pro Tip: Employers should offer hands-on training and position AI as a tool for support—not replacement.
motivation and engagement: keys to long-term retention
recognition matters more than you think
The study shows that recognition is a key motivator—especially for employees in operational roles.
Marco, a warehouse manager in Bern, isn't someone who says much. But when his supervisor praised his dedication during a team meeting, he felt seen. A small gesture with a big impact.
🔹 Pro Tip: Regular recognition programs—whether through bonuses, public praise, or career advancement—can significantly boost retention.
work-life balance at the office: the new standard
For professionals, work-life balance is no longer a perk—it's a basic expectation. Employers who fail to offer flexibility risk losing talent to more forward-thinking competitors.
🔹 Pro Tip: Flexibility should be more than a policy—it needs to be a core part of company culture.
conclusion: the future of work in switzerland
The Swiss world of work is undergoing a fundamental transformation—those who don’t adapt risk losing their top talent.
From generational shifts in values to the growing role of AI, the Randstad Employer Brand Research 2025 offers a clear roadmap for strengthening your employer brand. The key takeaway? Salary alone is no longer enough. Security, fairness, development, and flexibility are the new drivers of success.
🔹 Final Thought: The future belongs to employers who listen, adapt, and invest in their people. Are you ready?