Swiss banks: ASIB calls for 2.5% wage increases

Context

In brief

• SBEA demands a 2.5% increase in the total salary mass in the banking sector.
• An increase of at least 2,000 francs requested for salaries up to 120,000 francs.
• Objective: protect purchasing power and share corporate profits.
• Transparency required regarding the criteria for distributing salary increases.

Key facts

• What: Request for salary adjustments in the Swiss banking sector.
• When: Ahead of the 2026/2027 salary negotiations.
• Where: Credit institutions operating in Switzerland.
• Who: Swiss Bank Employees Association (SBEA).
• Amount: Increase of 2,000 francs per year for incomes up to 120,000 francs.

The Swiss Bank Employees Association (SBEA) has formalized its demands for the upcoming salary negotiations, aiming for a 2.5% increase in the total payroll. The claim, decided by the executive committee following discussions with staff representatives, aims to ensure that employees directly participate in the excellent economic results achieved by credit institutions. In addition to the overall percentage, the union specified a minimum threshold of 2,000 additional francs per year for all employees with an annual salary of up to 120,000 francs, calculated on a full-time basis. The SBEA clarified that this request is consistent with the adjustment of minimum wages provided for by the sector's collective labor agreement, which will rise by 2,000 francs starting from January 1, 2027.

Transparency and distribution criteria

A fundamental pillar of the SBEA strategy concerns the request for transparency in corporate decision-making processes. The union demands that banks clearly communicate the criteria used for the distribution of increases, allowing employees and staff representatives to understand the logic behind individual salary variations. The association also suggests that institutions review their salary bands, increasing them where necessary. The recommendation addressed to individual companies is to advance requests of this magnitude while taking into account the specific economic situation and the peculiarities of each individual firm. The ultimate goal remains to ensure that record profits, consistently recorded by various types of banks, from regional ones to large banks like UBS, translate into tangible benefits for the entire workforce that contributes to the institution's operational success.

Operational details

The economic justification put forward by ASIB to support its claims is based on three main pillars that directly affect the daily lives of workers. The first critical point is the maintenance of purchasing power. Despite inflation, the association highlights how the constant increase in health insurance premiums represents a burden not included in the official cost-of-living index, significantly eroding the disposable income of families. Forecasts for 2026 suggest inflation slightly higher than the previous year, with uncertainties linked to the geopolitical situation and the cost of oil that could further influence consumer prices. For those wishing to delve into the impact of fixed costs on the family budget, the cost of living in Switzerland remains an essential parameter to monitor.

The recovery of salary arrears

The second point concerns the lack of salary adjustments accumulated during the years 2022 and 2023. During this period, characterized by high inflation, most banks did not provide full compensation for the rise in the cost of living. ASIB points out that, in many cases, employees have not seen pay raises for years, and even in the most recent two-year periods, adjustments have been rare and partial. This delay must, according to the association, be bridged to realign wages with the actual cost of living. Productivity represents the third pillar: the introduction of new digital technologies and artificial intelligence has allowed banks to optimize processes. At the same time, staff reductions in numerous institutions have increased the workload for those who remained. ASIB argues that if fewer employees provide the same or higher performance, productivity gains should be fairly redistributed. Workers, therefore, are not only asking for an adjustment to prices, but for recognition of the added value created through the operational efficiency and technological innovation that characterize the Swiss financial sector today.

Recommended tools

For an updated estimate, use the net salary calculator and the CHF-EUR exchange comparator.

Key points

For employees in the banking sector wishing to evaluate their contractual position, it is essential to conduct a thorough review of their remuneration. Although ASIB requests are made at a sector level, negotiations often take place at the individual company level. It is advisable to consult your bank's staff representatives to understand the scope for maneuver and whether the institution has already initiated a review of salary bands in response to union guidelines. The transparency requested by the ASIB should be viewed as a protective tool: every employee has the right to request clarification on performance evaluation criteria and the parameters that determine salary increases. In a time of technological transformation, where digitalization is redefining professional roles, knowledge of compensation dynamics becomes a strength in managing one's career.

Tools for financial planning

Beyond direct negotiation, it is appropriate to monitor how salary variations influence long-term pension planning. An increase in gross remuneration has positive repercussions on both the contributions paid into the second pillar and the ability to contribute to the third pillar. For those working in Switzerland, it is possible to use digital tools to calculate the net impact of any salary increases, considering tax deductions and mandatory social contributions. Awareness of one's contribution status, including AHV/BVG payments, is essential to optimize one's position for retirement. If you intend to evaluate how a potential salary increase might affect your net disposable income and tax planning, we suggest you regularly use the salary calculator to obtain updated projections based on current data. Remember that financial planning is a dynamic process that requires periodic reviews, especially in the presence of significant changes in the remuneration structure or corporate welfare policies, which often accompany year-end salary negotiations.

Source: swissinfo.ch