Bellinzona: work-life balance in Rod

Context

In brief - Motion for work-life balance in the Bellinzona Rod - Example Canton Ticino with active policies and specific funding - Political signal for the community and implications for cross-border commuters

Key Facts - What: Inclusion of the principle of work-life balance in the Rod - When: April 29, 2026 - Where: Bellinzona - Who: City councilors Martina Minoletti and Martina Malacrida Nembrini (Left Unity) - Amount: Not yet specified

The motion presented by city councilors Martina Minoletti and Martina Malacrida Nembrini (Left Unity) asks that the City of Bellinzona promote and commit itself to the reconciliation between private and professional life of its employees. The proposal is to include this principle in articles 3 and 4 of the Organic Regulations for Employees (Rod), following the example of the Legislature which accepted a similar amendment for the Bellinzona Autonomous Elderly Body.

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Operational details

Bellinzona: Work-life balance in the Rod

The motion presented in Bellinzona to include the principle of work-life balance in the Organic Regulation of Employees (Rod) represents a significant step towards recognizing the well-being of employees as a strategic element for the quality of public services. This principle, already adopted by the Canton of Ticino, is considered a structural condition for people's well-being, the quality of work, and social cohesion.

• Work-life balance is fundamental to ensure that employees can balance their work and personal responsibilities, improving their job satisfaction and reducing stress.

Comparison with the previous situation

Before this motion, work-life balance was not explicitly recognized as a guiding principle in the organizational regulations of the Municipality of Bellinzona. The inclusion of this principle in the Rod represents a significant change, aligning the city with the standards already adopted by the Canton of Ticino.

• In 2019, the Canton of Ticino introduced the Law on Work-Life Balance (LConvi), which provides measures to support employees in managing their work time and personal responsibilities.

Future scenarios

If the motion is approved, Bellinzona could become a model for other municipalities in the Canton of Ticino, promoting an organizational culture that values work-life balance. This could lead to greater attractiveness of the Municipality as an employer and a reduction in gender inequalities, as women often suffer the most consequences of poor work-life balance in terms of career, income, and pension.

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Key points

For cross-border workers employed in Bellinzona, the adoption of the work-life balance principle in the Rod could mean concrete improvements in working conditions. Here are some steps that employees could take to benefit from these new policies:

Get informed and plan

1. Find out about the new regulations: Check with your employer about the new measures adopted for work-life balance, such as the recently introduced flexible work law in Ticino. 2. Use available facilities: Take advantage of the childcare and micro-childcare facilities and after-school centers created by the Canton of Ticino, such as the 'Nidi e spazi gioco' project in Bellinzona, which offers 30 childcare places and 20 play spaces.

Concrete examples

For example, a parent with a 4-year-old child working in Bellinzona could benefit from a monthly contribution of 600 CHF for childcare, thanks to the new family support regulations. At the same time, they could enjoy a flexible working schedule to accompany their child to school.

Operational checklist

Here is an operational checklist for employees:

• Check with your employer about flexible work possibilities
• Find out about family support structures available in your municipality
• Participate in initiatives promoted by the Municipality to promote an organizational culture that values work-life balance

Comparisons between practical scenarios

Let's consider two scenarios:

• without the new policies: a parent works 40 hours a week and has to pay 1,200 CHF per month for their child's childcare.
• with the new policies: the same parent works 30 hours a week with flexibility and receives a monthly contribution of 600 CHF for childcare.

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