HR Barometer 2026: Optimism Meets Fears of Automation
The 14th Swiss HR Barometer, conducted by the University of Lucerne and Lucerne University of Applied Sciences and Arts, shows that employees feel prepared for digital transformation but are concerned about job security and technological dependence. Approximately 1,600 employees were surveyed on the topic.
With the rapid development of digital technologies and AI, the world of work is changing more and more. How well do employees in Switzerland feel prepared for these changes? How do digital technologies shape their day-to-day work? And what opportunities and risks do they see for their professional future? The Swiss HR Barometer 2026 examined these questions from the employees’ perspective. The study is based on a representative survey of 1,597 employees from German-, French-, and Italian-speaking Switzerland, conducted between March and June 2026. The HR Barometer is published regularly by the University of Lucerne in cooperation with the Lucerne University of Applied Sciences and Arts. It was first published in 2006.
Skills as the Most Important Resource in Digital Transformation
Employees in Switzerland feel well-equipped to keep pace with digital transformation. According to their own assessment, seven out of ten respondents possess strong transferable skills. These are skills they can apply in various professional situations, such as project management, analytical thinking, or digital skills. In fact, 62 percent are actively developing their skills, both inside and outside of their jobs. The majority are confident that they will be able to meet future challenges as well. «These self-assessments by employees are positive. Nevertheless, confidence in their own digital skills has declined compared to the figures from 2020,» says co-editor Dr. Anja Feierabend of the Lucerne University of Applied Sciences and Arts.
The results show that people acquire relevant skills not only within companies but also outside of formal educational and work contexts. «Employers» support for skills development falls short of employees« expectations,» says Anja Feierabend. Companies are called upon to catch up by offering appropriate skill-development programs, such as learning platforms or individual development plans. “There is a risk that less-qualified employees, in particular, will fall behind.”
Between a Surge in Innovation and Digital Dependence
About one-third of employees view digital technologies such as artificial intelligence and automation primarily as a source of relief, particularly because they boost productivity and foster new ideas and innovative ways of working. At the same time, new challenges are emerging. Nearly half of employees report that they rely on reliably functioning digital systems—such as email or cloud systems—for their daily work. This points to a high degree of dependence on digital technologies in everyday work.
Optimistic about themselves, skeptical about the job market
Despite rapid technological change, the majority of employees are optimistic about their own professional future. Only 11 percent fear losing their jobs due to new technologies or artificial intelligence. In contrast, 23 percent believe it is likely that some of their tasks will be automated.
Notably, respondents view the impact on themselves more positively than the impact on society as a whole. For example, 36 percent of respondents expect that automation could lead to an increase in unemployment in the future. Prof. Dr. Bruno Staffelbach of the University of Lucerne, who has been publishing the study since 2006, concludes: «Many respondents are therefore convinced that the digital transformation poses fewer risks to them personally than it does to the average worker overall.»
Digital transformation is also a leadership and HR challenge
Bruno Staffelbach adds: «The study shows that perceptions of digital transformation are significantly shaped by organizational conditions.» Employees who have a high degree of autonomy, supportive leadership, opportunities for participation, and chances to build their skills have greater confidence in their digital abilities—known as digital self-efficacy—and exhibit less fear of automation.
Conversely, employees who fear automation are also more likely to be stressed, dissatisfied with their work, and less committed to their employers. «Companies can address these risks by promoting continuing education, making career paths transparent, and involving employees more closely in change processes,» says co-editor Dr. Manuela Morf of the University of Lucerne.
Alternative career paths are gaining importance
Overall, the long-term trend analyses paint a positive picture. Job satisfaction, career satisfaction, and commitment remain at high levels. At the same time, perceived job insecurity is on the rise, and employees’ assessment of their own employability is somewhat more cautious than it was in 2024.
In addition, there are trends that deserve attention. Employee participation is declining slightly, regular performance reviews are still not the norm, and the average number of continuing education days has decreased. At the same time, alternative career aspirations are gaining importance. More and more employees are placing less importance on traditional career goals and instead value a good work-life balance that allows them to balance work, family, and leisure time. Manuela Morf explains: «Consequently, companies must give increasing thought to how they can make development opportunities and professional success attractive even beyond traditional career steps.»
Source and further information: www.hrbarometer.ch
