Labour shortage in Graubünden: impact on businesses

Context

In brief

• 44% of companies consider the shortage of qualified labour a major challenge
• 75% of businesses rate their economic situation good or very good
• 56% report difficulty finding buildable land or rental areas
• Two thirds expect stable development until 2026

Key facts

• What: Survey on labour shortage and economic situation
• When: 24 April – 13 May 2024
• Where: Canton of Graubünden
• Who: Regional economy trade association (Graubünden Union of Crafts, Chamber of Commerce, HotellerieSuisse Graubünden)
• Sample: 324 participating companies (about 10% of firms with more than 10 employees)
• Percentage: 44% report major difficulty in finding qualified staff
• Percentage2: 75% rate their situation good or very good
• Percentage3: 56% encounter difficulty obtaining buildable land

The regional economy trade association, which brings together the Graubünden Union of Crafts, the Chamber of Commerce and HotellerieSuisse Graubünden, launched a survey among companies based in the canton. The survey, conducted from 24 April to 13 May 2024, collected responses from 324 firms, corresponding to roughly 10 % of all enterprises with more than ten employees.

The majority of respondents (75 %) rate their economic situation good or very good, a figure that indicates a certain resilience despite labour market pressures. However, the labour shortage remains the most pressing issue: 44 % of companies consider the difficulty of finding qualified personnel large or very large, a clear improvement compared with 62 % in 2022.

The survey shows that the most pronounced shortage concerns employees with higher and specialised training, followed by young apprentices, managers and unskilled workers. In addition to the demand for skills, firms point to the political context (41 %) and the economic situation (35 %) as the main obstacles.

On the political side, the desire to reduce bureaucracy is expressed by 69 % of companies, while 49 % call for better spatial planning and a more streamlined building‑permit regime. At the same time, 56 % of firms complain about difficulty finding suitable buildable land or rental areas, and 47 % believe this limitation hampers business development.

Future outlooks are relatively optimistic: two thirds of firms expect stable development until the end of 2026, 15 % anticipate improvement and only 3 % foresee a decline. The most confident sectors are construction, finance, real estate and tourism, while manufacturing, retail and automotive show a more cautious assessment.

"Graubünden companies have an overall positive outlook, but the shortage of qualified staff and the scarcity of buildable land remain the most critical challenges."

Companies interested can assess the impact of personnel costs with our salary calculator.

Operational details

Implications for the National Economy

The trends revealed by the Graubünden survey reflect a challenge felt across Switzerland: the difficulty in sourcing highly qualified workers. While the share of companies reporting severe shortages has decreased (from 62% in 2022 to 44% in 2024), signaling slight improvement, the figure remains substantial. If the situation stabilizes, sectors most affected – particularly construction, finance, and tourism – could maintain their investment plans through 2026.

Conversely, more cautious sectors like manufacturing, retail, and automotive may face delays in expansion projects due to persistent unmet demand for skilled labor. With 56% of companies reporting limited access to buildable land, the ability to launch new real estate projects or expand production facilities remains constrained. This could lead to slower growth in job creation, creating a vicious cycle between labor shortages and reduced economic capacity.

The call from nearly 70% of businesses to reduce bureaucracy and 49% to improve spatial planning indicates that firms see regulatory simplification as a potential growth catalyst. If cantonal and federal authorities address these demands, faster building permit approvals could accelerate industrial or residential construction, boosting job creation.

From a policy perspective, short-term priorities should focus on strengthening vocational training and apprenticeship programs to address skill gaps. Without targeted interventions, companies may remain dependent on cross-border workers or international talent, potentially undermining the canton’s – and by extension Switzerland’s – competitiveness.

Scenario 1 – Timely Political Intervention

If authorities streamline bureaucracy and simplify building permits by 2025, companies could accelerate expansion projects. This would drive 2-3% employment growth in dynamic sectors and reinforce business confidence.

Scenario 2 – Reform Stagnation

If simplification requests go unheeded, limited land availability will continue hindering expansion, potentially shrinking employment in sectors reliant on new investments.

In both scenarios, skilled labor shortages remain critical. However, spatial planning policies and training programs will determine the extent of their impact on the national labor market.

Companies monitoring labor market developments can explore the job listings section to assess candidate availability and the hiring companies page to compare regional employment opportunities.

Recommended tools

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

Key points

What businesses and workers can do

1. Internal needs analysis – Companies should carry out a detailed review of the skills required for each department, identifying the most critical gaps. An assessment template can be downloaded from our website in the resources for businesses section. 2. Collaboration with training institutions – Set up agreements with vocational schools and cantonal universities to create targeted apprenticeship programmes. This allows training of young apprentices directly within the company, reducing the time needed to find qualified staff. 3. Use of tax incentives – Check with your tax adviser the possibility of accessing any incentives for creating new jobs or for internal training, in line with cantonal policies aimed at supporting employment. 4. Simplifying hiring processes – Digitalise application and onboarding procedures, cutting bureaucratic delays. Adopting online platforms can speed up the matching between supply and demand. 5. Searching for buildable land – If expansion is needed, contact municipal authorities to consult territorial development plans. Participating in local round‑tables can facilitate access to available areas. 6. Continuous labour‑market monitoring – Subscribe to specialised newsletters and regularly consult the salary calculator to verify the competitiveness of offered wages against the national average.

Practical steps for workers

• Update your CV with the latest certifications and the digital skills demanded by the market.
• Enrol in training courses offered by Chambers of Commerce or federal agencies, especially in sectors where demand is highest (technical maintenance, engineering, tourism).
• Use the job listings portal to find offers that match your profile and apply directly.

Upcoming developments up to 2026

Businesses indicated that two‑thirds expect stable growth until the end of 2026. To keep this trajectory, it is essential that companies adopt the measures listed above and that cantonal authorities respond to calls for bureaucratic simplification and territorial planning.

To explore the fiscal implications and assess personnel cost impact, use our salary calculator and stay updated on legislative news in the section dedicated to businesses.

💡 Recommended action: schedule a free consultation with an expert from our network to define a recruitment and training strategy tailored to your company.

Source: swissinfo.ch