Most wage negotiations do not lead to a wage increase
According to the Talent Trends 2025 study by PageGroup, Swiss jobseekers and employees are less likely to negotiate salaries than in the EU. These negotiations are also less likely to be successful.
In the last 12 months, almost half (48%) of employees in the EU have tried to negotiate a pay rise. In Switzerland, the figure was only 35 percent. Of those who asked for a pay rise, 47% were successful in the EU, compared to just 37% in Switzerland. These are the results of the Michael Page Talent Trends Study 2025, an international study on qualified employees. Unless otherwise stated, the figures come from an online survey conducted by PageGroup and Unlimited, part of the Accenture Group. The study comprised 46,396 participants from 167 countries, including 972 from Switzerland.
Dissatisfied Swiss employees
In a European comparison, Swiss employees are the least satisfied with their jobs (47% compared to 52% in the EU). 76% of people in Switzerland expect to change jobs within the next three years and 93% are open to new offers. By comparison, 70 percent in Germany plan to change jobs in the same period, and 59 percent in France. In the EU as a whole, 89% are open to new professional challenges.
Swiss employees have much easier access to flexible and hybrid working models: 73% use these options, compared to an EU average of just 55%. Accordingly, financial benefits are particularly important to them. According to the latest Michael Page Candidate Pulse study, other financial benefits play a key role in salary negotiations in addition to salary. These include attractive pension fund conditions (86 percent), private health insurance (73 percent) or shares in the company (63 percent). Employees who did not receive a salary increase often focused on non-monetary benefits. Most frequently, employees wanted access to further training (35 percent).
Are candidates too self-confident?
According to the Candidate Pulse study, 69% of Swiss jobseekers are confident that they will be able to negotiate a satisfactory salary package with a new employer. They usually base their expectations on comparison portals or salary studies by recruitment agencies. Accordingly, most applicants state a salary range in the application process and expect this from potential employers. Although most applicants did find out about salary levels in advance, almost 40 percent of them did not check any sources before the negotiation to improve their negotiating skills. "It is important for both applicants and employers to find out about the standard industry salary. This should be based on reliable sources such as recruitment agencies. It is also important to know how to achieve an optimal result for both sides," says Yannick Coulange, Managing Director of PageGroup Switzerland.
Pay is not everything: corporate culture counts
When deciding on a job offer, Swiss employees attach roughly equal importance to salary and corporate culture (75 percent each). In Germany and France, while salary plays an equally important role, corporate culture is less decisive (DE: 62 percent, FR: 69 percent). In addition, 74 percent of employees in Switzerland believe that their superiors do not communicate transparently about pay structures. This figure is above the EU average of 64 percent. This lack of openness is also evident in other areas in Switzerland.
Transparency is key in the age of AI
Transparency also remains a challenge with new technologies such as generative AI (GenAI). Over half of Swiss employees (55%) already use GenAI tools such as ChatGPT or Microsoft Copilot in their day-to-day work, compared to the EU average of 40%. Despite this higher usage rate, however, one in four Swiss employees feel inadequately prepared to work with these technologies.
These results highlight the growing importance of transparency - not only in terms of pay, but also in shaping corporate culture and dealing with technological change. Nicholas Kirk, CEO of PageGroup, confirms: "In an increasingly dynamic environment, transparency is more than just a buzzword - it's a competitive advantage. Employers who can provide clear answers to the pressing questions of today's professionals are better positioned to stand out in a complex talent market."
Source: Michael Page
