Switzerland will face a shortfall of over 460,000 workers within the next ten years. In the face of this labor shortage, ensuring the employability of older workers – up to retirement age and beyond – is becoming an increasingly important challenge for businesses.
The arrival of new workers on the labour market will not be enough to offset the retirement of the baby boomer generation. According to economiesuisse, more than 295,000 full-time positions will remain unfilled by 2035, while an additional 163,000 workers would be needed to maintain the standard of living seen in recent years.
In addition to recruiting foreign labor – a proven strategy in sectors such as healthcare – the federal government is increasingly viewing the promotion of the domestic workforce as a key lever to address the shortfall. This includes improving working conditions for older employees and supporting the employability of Swiss citizens beyond the statutory retirement age.
Recognizing evolving needs
As employees approach retirement age, their professional needs and aspirations often shift. Companies must take a proactive approach and initiate open dialogue on these topics. "It’s about checking in on the well-being of employees around the age of 55 – asking, for instance, whether their current responsibilities still match their needs and capabilities, and how they envision the years leading up to retirement," explains Costantino Serafini, head of the AvantAge program for French-speaking Switzerland at Pro Senectute. This discussion should ideally lead to adjustments in working hours, job conditions, or access to training opportunities.
According to Serafini, outsourcing this process can be effective. "The AvantAge program, for example, offers sessions with occupational psychologists. Employees are often more comfortable sharing their thoughts with a third party than with their employer." With the employee’s consent, a summary of the conversation can be shared with HR.
The importance of continuing education
Maintaining the employability of older workers means anticipating their training needs. Employers must stay alert to developments – especially technological ones – within their industry, in order to offer programs suited to senior employees. "Some skills, particularly in the field of artificial intelligence, are now essential," says Béatrice Girod Lehmann, coordinator of continuing education at the School of Management, HES-SO Valais-Wallis.
Easier access to training can also be a major source of motivation for older employees. "Senior staff may feel the need for new professional challenges, which often requires acquiring new skills. To assign them new responsibilities or objectives, HR departments must plan appropriate training and ensure that time is made available for those who wish to develop their skills," she adds.
For companies with limited time and financial resources, short-format training can be a practical solution. "HES-SO, for example, offers one- or two-day programs that already allow employees to acquire a wide range of skills." The federal government’s Supported Employment pilot program – designed to help jobseekers aged 50 and over who are nearing the end of their unemployment benefits – also offers participating employers financial compensation or access to training measures. Tools such as Vali50+, developed by the University of Applied Sciences and Arts Northwestern Switzerland (FHNW), also help companies and individuals aged 50 and above identify which skills may need to be updated.
Engaging retirees with intelligence
According to economiesuisse, targeted measures could unlock the equivalent of 37,000 full-time positions for workers aged 65 to 69. For businesses, the key is to approach this segment of the workforce with thoughtfulness and tact. "The role must offer enjoyment and a sense of purpose for the employee – these will often be part-time, or even very limited-hour, positions," explains Costantino Serafini.
When an employee continues working beyond the official retirement age, their experience can often be highly valuable. "A senior employee with deep knowledge of the company’s products might thrive in a customer service role. Their familiarity with internal processes can also help identify potential gaps – contributing to continuous system improvement."
An employer’s responsibility
Employers play a vital role in supporting the employability of older workers. They can adapt working conditions, offer access to continuing education, and cultivate a corporate culture that values the inclusion of senior staff. Encouraging flexible work arrangements, age-appropriate tasks, and knowledge transfer not only helps maintain engagement – it also preserves motivation well beyond the traditional retirement age.
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New opportunities: The Geneva example of Level+
In collaboration with SECO, the Canton of Geneva offers networking events and matchmaking opportunities for unemployed individuals over 50 through the Level+ platform. Companies can ''test a talent'' free of charge and without obligation. According to Caroll Singarella, Director of the Employability Division at Geneva’s Cantonal Employment Office, the initiative appears to be paying off. ''Between 30% and 35% of participants find a job during the program, which is excellent for an initiative that lasts just four months.'' The project also helps demonstrate the advantages of hiring older workers. ''At a hackathon organized by Level+, a young start-up founder told me how impressed he was by the efficiency and relevance of the solutions delivered by the candidates assigned to the task.''
Other platforms – such as focus50+ and Seniors@work in Zurich – offer similar services.
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Last modification 04.06.2025
