Psychic absences in Ticino: 51% end up in dismissal

Context

TL;DR

• 51% of absences due to mental illness in Ticino ends with the termination of the contract
• 51% of AI pension recipients in Ticino have psychiatric reasons, compared to 33% twentyyears ago
• Absenteeism should be considered a symptom, not the problem itself

Key facts

• Percentage of psychic absences that end in the dissolution of the contract: 51%
• Share of AI beneficiaries for psychiatric reasons in Ticino: 51%
• Share twentyyears ago: 33%
• Swiss Disability Insurance Priority: Professional Reintegration

In 51% of cases, an absence from work related to a mental illness ends with the termination of the contract. And still 51% represents today, in Ticino, the share of beneficiaries of an AI pension for psychiatric reasons, compared to 33% just over twentyyears ago. Two numbers that show how mental discomfort has become one of the central issues in the world of work.

The theme was at the center of a conference organized in Mendrisio da Compasso, where it emerged that mental health is less and less a taboo, but where the early recognition of signs of difficulty remains crucial.

"You lose contacts, you lose the habit of working," Marzio Proietti, vice president of Compasso, explains to the RSI Newspaper. For this reason, he stresses, it is important to encourage a gradual return, without putting pressure on the employee and also providing for trial periods.

The role of disability insurance

The logic on which the intervention of disability insurance is based is clear: "The priority of AI at the Swiss level is professional reintegration," recalls Monica Maestri Crivelli, head of the Disability Insurance Office. It therefore becomes essential to identify at-risk situations as soon as possible, in order to "recover or in any case keep the person's own resources".

The more time passes, the lower the success rate of reinstatement. This is why absenteeism must be considered a symptom and not the problem itself: when the absence occurs, a situation of discomfort may have already been present for some time.

The real challenge for a company is to understand what can be done first, intervening promptly to reduce the costs of absenteeism and increase the chances of keeping the person professionally active.

Operational details

Practical analysis: what changes for workers and companies

The two key numbers — 51% of contract termination for mental absences and 51% of AI beneficiaries for psychiatric reasons — are not a coincidence. They represent significant growth from the 33% recorded twenty years ago, and say mental distress is becoming a central issue in the Swiss job market.

The human and business cost

The cost is not only for those who suffer: companies risk losing collaborators, experience and skills. And when an absence prolongs, the chances of effective reintegration diminish. This is particularly relevant for cross-border commuters, who commute daily between Italy and Switzerland and where every day of absence can compromise their work routine.

For workers with a G or B permit, prolonged absenteeism can have direct consequences on access to KVG health insurance and AI coverage. Early recognition of signals therefore becomes a system issue, not just an individual one.

Risk factors and burnout

The factors that can promote stressful conditions leading to burnout are various: the lack of recognition and appreciation, a difficult relationship with superiors or colleagues, an unclear work environment and the absence of a clear separation between professional and private life. According to Renato Dotti, president of the Health Management Forum in the Company, leadership capable of listening to the needs of collaborators is needed first and foremost.

This means building "a positive environment" and creating that psychological safety that allows people to express discomfort, but also to talk about mistakes without feeling immediately exposed or judged. For cross-border workers, often subject to double stress (work and family life across borders), this security is fundamental.

The before and after comparison

Twenty years ago, 33% of AI pension recipients had psychiatric reasons. Today that 33% has become 51%. This shift indicates that the Swiss health and social security system is seeing an exponential growth in mental health-related cases. For companies, intervening before a fragile situation turns into a long absence means not only saving skills, but also reducing the costs of absenteeism.

A structured approach — with gradual returns, trial periods and active listening — can produce benefits for both parties: "The employer does not lose the skills of his collaborator and the worker does not lose his job".

Useful tools for planning

To estimate your retirement strategy, try pension planner and pillar 3 simulator.

Key points

What to do concretely: operational guide

The timely intervention of companies can reduce the costs of absenteeism but above all increase the chances of keeping the person professionally active. But how to translate these principles into concrete actions?

Step 1: Recognize red flags

The first signs of psychic difficulty are often underestimated. Repeated absences, decreased productivity, isolation, emotional reactivity: these behaviors can hide a deeper discomfort. Recognising them means preventing a situation of fragility from turning into a long absence and, in the most complex cases, a definitive exit from the labour market.

Step 2: Encourage a gradual return

As Marzio Proietti explains, the return must be gradual, without putting pressure on the employee and also providing for trial periods. This is especially important for frontier workers, where commuting is an integral part of working life.

Step 3: Build Psychological Safety

Leadership must listen to the needs of employees, building a positive environment and creating that psychological safety that allows them to talk about problems without judgment. This is the basis for reducing absenteeism and maintaining skills in the company.

Useful tools for border workers

To check your net salary, AVS/LPP deductions and the impact of LAMal, you can use the tax calculator available on Frontaliere Ticino. To compare the cost of living between Ticino and border Italy, consult the cost of living comparator instead.

Remember: the earlier you intervene, the higher the chances of effective reintegration. 51% of cases that end in the dissolution of the contract is a threshold that no one should exceed.

Source: rsi.ch