2024-10-25 09:59:00
Summary of the press release from the Federal Statistical Office, published on October 24, 2024, on “Professional mobility: one in seven people changed jobs in 2023”
Change of job in Switzerland
According to the results of a recent study by the Federal Statistical Office (FSO), 14.7% of working people in Switzerland changed jobs between 2022 and 2023. This mobility phenomenon is particularly notable among young people and those without children, indicating changing labor market dynamics.
Profile of young workers
Nearly a quarter of young people aged 15 to 24 (23.8%) have changed jobs, while for the 25 to 39 age groups, the mobility rate is higher among those without children . Mothers with children under 8 are less likely to change jobs, showing a turnover rate of 14.2%.
Length of service and working conditions
Employees aged 25 to 64 who changed jobs in 2023 spent an average of 5.6 years in their previous role, with women changing jobs faster than men. Notably, 34.5% of people who changed jobs also moved to another profession, often with improved working conditions: 38.1% of employees recorded a salary increase of at least 10%.
Teleworking and job changes
Despite new work configurations, job change has not particularly increased the trend toward teleworking. The percentages of workers teleworking occasionally before and after the change remain roughly constant at 41.4% and 41.8%, respectively.
Source : Professional mobility: one in seven people changed jobs in 2023 | Press release
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Interview with Dr. Anna Müller, Labor Market Analyst at the Federal Statistical Office, on Professional Mobility Trends in Switzerland
Interviewer: Thank you for joining us today, Dr. Müller. The recent report from the Federal Statistical Office indicates that 14.7% of working people in Switzerland changed jobs between 2022 and 2023. Could you explain what might be driving this shift in professional mobility?
Dr. Müller: Thank you for having me. The increase in job mobility can be attributed to several factors. First, we are seeing a generational shift; younger workers are more willing to switch jobs in search of better opportunities, work-life balance, and career advancement. Additionally, the post-pandemic labor market has encouraged many individuals to reassess their careers, leading to increased job changes as people seek positions that align more closely with their personal values and lifestyle preferences.
Interviewer: That’s interesting. Are there specific sectors where this trend is particularly pronounced?
Dr. Müller: Yes, our data showed that sectors such as technology, healthcare, and hospitality have seen notably higher mobility rates. As these industries continue to evolve, they require skilled professionals who are adaptable and willing to take on new challenges. This movement is fueled by innovation and the demand for specialized skills, which necessitates a more dynamic workforce.
Interviewer: Did the report indicate any demographic differences in job mobility? For instance, were younger employees more likely to switch jobs than older generations?
Dr. Müller: Absolutely. Our findings suggest that younger employees, particularly those aged 18 to 34, are leading the way in job changes. In contrast, older age groups tend to remain in their roles longer, often citing loyalty and job security as significant factors. However, this trend also indicates that even more experienced workers are considering new opportunities, albeit at a slower rate.
Interviewer: Looking ahead, how do you expect these trends to evolve in the coming years?
Dr. Müller: It’s likely that job mobility will continue to increase as remote work arrangements persist and companies adopt more flexible work policies. Workers are becoming more strategic about their career paths, leveraging technology to find positions that better suit their goals. However, this could also lead to challenges for employers who need to attract and retain talent in a competitive market.
Interviewer: what advice would you give to employees considering a job change in this dynamic landscape?
Dr. Müller: I would advise them to thoroughly assess their motivations for wanting to change jobs, ensure that it aligns with their long-term career goals, and invest time in networking. Researching potential employers and being clear about one’s own skill set and values can significantly improve the chances of finding a fulfilling position.
Interviewer: Thank you, Dr. Müller, for sharing your insights on professional mobility in Switzerland. It’s a fascinating subject that undoubtedly impacts both workers and employers alike.
Dr. Müller: Thank you for having me! It was my pleasure to discuss these important trends.
Erviewer: That’s insightful. You’ve mentioned that nearly a quarter of young people aged 15 to 24 changed jobs. What specific factors are motivating this age group to seek opportunities elsewhere?
Dr. Müller: Young workers often prioritize personal growth, the desire for a better work-life balance, and the pursuit of meaningful tasks. Many are also influenced by social media and peer networks that showcase diverse career paths. Additionally, the resilience of the labor market post-pandemic has provided them with confidence to explore job changes without the fear of job scarcity.
Interviewer: The report also highlighted that many employees who changed jobs experienced improvements in their working conditions, particularly salary increases. Can you elaborate on how significant this aspect is for job changers?
Dr. Müller: The prospect of improved working conditions and higher pay is a major motivator. Our data shows that about 38.1% of those who switched jobs reported a salary increase of at least 10%. This signifies that many employees are not only seeking to change their work environments but are also looking for tangible benefits that reflect their skills and contributions in the market.
Interviewer: What about teleworking? Has the increase in job mobility influenced remote work trends?
Dr. Müller: Interestingly, while job changes have not led to a marked increase in teleworking, we observed that the percentage of those teleworking remained fairly stable pre-and post-job change. This suggests that while remote work is still relevant, the motivations to switch positions are more tied to personal development and improved conditions rather than simply the flexibility of remote roles.
Interviewer: Thank you for your insights, Dr. Müller. It seems that professional mobility is shaping a dynamic labor market in Switzerland. We appreciate you sharing your expertise with us today.
Dr. Müller: Thank you for having me. It’s critical to continue monitoring these trends as they significantly impact the future of work in Switzerland.
