Skyguide, redundancies reduced from 220 to 50: two-step plan (cross-border guide)

Context

In a nutshell

• Skyguide will limit layoffs to 50, up from 220 initially announced
• First phase: 14 redundancies; second phase: about 35 in spring 2027
• Confirmed savings target: CHF 51 million by 2027
• Management reduced from nine to five members; flight safety guaranteed

Key facts

• What: Restructuring plan with redundancies reduced from 220 to 50
• When: First phase started; second phase expected in spring 2027
• Where: Skyguide, Swiss air traffic control operator (Zurich-Kloten tower cited)
• Who: Skyguide, under the control of the Federal Office of Civil Aviation
• Amount: Projected savings of CHF 51 million by 2027
• Proposals examined: 141 proposals submitted by trade unions and staff
• Mitigation tools: Early retirement, natural departures, internal mobility, contractual deadlines
• Governance: Management reduced from nine to five members

The restructuring plan of Skyguide, the entity responsible for air traffic control in Switzerland, ended with a much less stringent budget than initially estimated. The company, supervised by the Federal Office of Civil Aviation, now provides for a total of 50 redundancies, distributed in two phases. The first tranche involves 14 employees, while the second will involve about 35 people in the spring of 2027.

How we got to the reduced cut

Last May Skyguide had proposed up to

Operational details

Impact on the sector and the labour market

The news assumes national relevance for several reasons. Skyguide is a strategic infrastructure player: air traffic control is an essential service for Swiss civil aviation and domestic airports, starting from Zurich-Kloten and Geneva. Any internal reorganisation has a direct impact on skilled employment in the technical and engineering sectors, areas where Switzerland competes at European level to retain specialised profiles.

Comparison of scenarios: before vs after consultation

The change from 220 to 50 represents a net reduction in the employment cut, with a significant share of internal relocation. The combined use of internal mobility, contractual deadlines and natural departures indicates that the company was able to absorb part of the redundancy without fully resorting to redundancies.

What's changing for workers and cantons

For those who remain in the company, the reorganization of management from nine to five members entails a reorganization of responsibilities and, potentially, of decision-making processes.

Useful planning tools

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Key points

What to do if you are involved in a restructuring plan in Switzerland

Those who work in a regulated sector and face a corporate restructuring can follow a concrete procedure to protect their rights.

1. Check the social plan. In Switzerland, in the event of collective redundancies, the employer is required to inform and consult the workers' representatives and to negotiate a social plan that mitigates the economic consequences. It is the employee's right to obtain a copy and clarifications.

2. Review the proposed alternatives. The Skyguide example shows that proposals such as internal mobility, early retirement and contract expiries can drastically reduce the number of actual redundancies. Submitting observations and counter-proposals, individually or through union representatives, is a tool provided for by the consultation process.

3. Prepare the documentation. In the event of dismissal, it is useful to gather in advance: employment contract, salary certificates, training certificates, proof of re-employment attempts. These documents are relevant both for possible access to unemployment benefits managed by SECO and for re-employment with new employers.

4. Timing and registration for unemployment. After receiving the dismissal letter, the deadline to register with the regional employment office (URC) is three months from the date of termination, but it is recommended to register as soon as possible in order not to lose any benefit days.

5. Review the payslip and contributions. For those who change jobs or enter mobility, it is useful to review their payslip to check the correct application of AVS/AI/IPG, AD/AC, LAINF contributions and occupational pension (LPP). A clear understanding of the payslip helps avoid mistakes and plan the transition.

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