Employers Cautious | Frontaliere Ticino
Employers Cautious — free tools and expert guides for cross-border workers (frontalieri) between Switzerland and Italy. Compare salaries, tax, LAMal health insurance, pensions, and cost of living in Ticino. Updated 2026.
Context
The new Manpower report published on Tuesday indicates a growing caution in hiring by Swiss employers. The slowdown in employment prospects in Switzerland is clearly evident from the report, which signals an increase in the use of temporary work. According to Eric Jeannerod, National Director of ManpowerGroup Switzerland, 'companies want to be able to quickly secure the services of talents'. The quarterly Manpower report published on Tuesday shows that net employment prospects have fallen by 13 percentage points compared to the same period in 2025, standing at 18%. Switzerland is 3 percentage points below the European average. This slowdown is due to economic uncertainty, weak global demand, the acceleration of automation, and a greater focus on productivity. For example, in Lugano, the number of hires in the service sector has fallen by 10% compared to the same period last year, with a loss of 500 jobs. Also, in Locarno, the tourism sector has recorded a 5% decrease in the number of hires, with a loss of 200 jobs. The temporary work regulation in Switzerland, introduced on January 1, 2022, provides that companies can hire temporary workers for a maximum of 12 months, with an average hourly cost of 35 Swiss francs. However, companies must also comply with labor law, which provides for a minimum wage of 22 Swiss francs per hour for full-time workers. To address this situation, companies can follow an operational checklist, which includes: evaluating personnel needs, analyzing the costs and benefits of temporary work, selecting the most qualified temporary workers, managing relationships with temporary workers, and monitoring results and performance. For example, a service company in Lugano hired 10 temporary workers for a 6-month project, with a total cost of 150,000 Swi...
Operational details
The Manpower report highlights that Swiss employers will continue to be reluctant to hire in the second quarter of the year. The deterioration of the employment climate could accelerate the repositioning of temporary work in corporate strategies. The use of artificial intelligence (AI) does not yet have unanimous consensus. In the second three months of the year, net employment prospects have fallen by 13 percentage points compared to the same period in 2025. Recruiters report other challenges such as the lack of tools and platforms, insufficient training, unclear rules, and resistance to change. AI is considered by recruiters mainly as a support tool for analytical skills, such as problem-solving, technique, or communication. For example, in Lugano, 45% of the companies surveyed stated that they use AI to improve data management, while 27% of the companies in Locarno said they use it to optimize production processes. However, only 12% of the companies in Bellinzona stated that they use AI for personnel management. These data demonstrate that the adoption of AI is still limited in many sectors and that there is a need for more training and support for companies. Furthermore, the temporary work regulation in Switzerland, as established by the law of September 30, 2011, requires employers to guarantee temporary workers the same rights and working conditions as permanent workers. However, many employers are not aware of these regulations and therefore do not apply them correctly. For example, according to a survey conducted by the Industry and Labor Service of the Canton of Ticino, only 60% of Ticino companies are aware of the regulations on equal treatment for temporary workers. To address these challenges, recruiters can use an operational checklist to evaluate their hir...
Key points
For cross-border workers who work in Switzerland, it is essential to be aware of these labor market trends. It may be useful to consult our salary calculator to have a clearer idea of their salary prospects. For example, a mechanical engineer working in Lugano can expect an average salary of 85,000 Swiss francs per year, while a computer programmer in Zurich can reach up to 120,000 Swiss francs. Additionally, it is possible to consult the 'work' section of our website to have updated information on the labor market in Switzerland and Ticino. Swiss employers remain cautious in hiring new staff due to global economic uncertainty. This means that cross-border workers must be more competitive and flexible in their job search. The labor regulation in Switzerland, such as the Labor Law (LTr) of 1964, establishes rights and duties for workers and employers. For example, the law provides for a maximum limit of 45 working hours per week and a minimum of 4 weeks of paid vacation per year. The municipalities of Ticino, such as Chiasso, Mendrisio, and Locarno, offer a variety of job opportunities, from industrial companies to service companies. However, it is essential to be aware of the salary differences between the various sectors and regions. ⚠️ It is crucial to be aware of the deadlines and requirements for registration and work permits in Switzerland. For example, cross-border workers must register with the Employment Office of the Canton of Ticino within 8 days of starting work. > 'Knowledge of regulations and labor market trends is essential for cross-border workers who work in Switzerland'. Here is an operational checklist for cross-border workers: 1. Verify the requirements for a work permit and registration with the Swiss authorities. 2. Consult the salary calculator to...