Digitalisation, artificial intelligence and the sharing economy are forcing us to constantly reinvent and change our working environments. Finding the best talent and keeping them in the organisation is becoming one of the biggest challenges for recruiters and HR managers. Job and top sharing is one of the most interesting approaches to retaining talent, making a career out of part-time work and ensuring efficient knowledge transfer within the organisation.

The job and top sharing model in Switzerland is constantly evolving. The latest study/survey, conducted by the University of Applied Sciences Northwestern Switzerland FHNW on behalf of PTO, was presented at the “Event Job and Topsharing 2024 Quo Vadis ?” with more than 250 participants. This study examined the question of how widespread job and top sharing is in organisations in Switzerland and what influence the framework conditions have on the implementation of job and top sharing, see report – FHNW 2024 survey.

5,000 organisations from the public, private and non-profit sectors in three language regions of Switzerland were invited to take part in this online survey. The results are based on the responses of 1,064 organisations (response rate 22%). The results of the main survey show that job and top sharing occurs in 28% of organisations in Switzerland.

The distribution is similar in all three language regions. Large organisations have a significantly higher proportion of job and top sharing than small and medium-sized organisations. A good four-fifths of organisations with this working model use job sharing and one-third use top sharing.

The data also shows that not only is job and top sharing currently widespread in more organisations in Switzerland, but also that more people are working in this model than ten years ago.

The implementation of top sharing in particular has increased. The majority of organisations have had good experiences with top sharing.

Based on these results, recommendations for action are given to further increase the spread of the model and to support organisations in its implementation through targeted information and offers.

Various speakers and panellists took part in the conference. The following topics were discussed in 6 interactive workshops:

 Job sharing and reintegration into the labour market

 Job sharing and health in the workplace

 Job sharing and intergenerational knowledge transfer

 Job sharing in an agile setting

 Job sharing and artificial intelligence

 Convincing job sharing arguments.

The programme of the conference can be found at www.topjobsharing2024.ch. The results of the workshops are available here, see Results workshops.

See as well the video of this special event.

The conference was organised by the PTO association in collaboration with various partners such as CareerPlus, Weshare1, Returnerswork and others. The PTO (Part-Time Optimisation) association is a private, independent initiative with the aim of promoting job sharing in Switzerland and informing employees and companies about the details of job and top sharing. PTO Association is supported a.o. by the EBG.

This model is proving increasingly popular in Switzerland and is very attractive for all generations, men and women. Job sharing enables access to positions of responsibility through part-time work. Companies are increasingly interested in this model as it enables them to retain talent. It also enables a transfer of knowledge. It is not just part-time work for women, but on the contrary a solution for men and women who are looking for a balance between private and professional life without neglecting their career, or who are looking for professional diversity.

The opportunities and challenges of job sharing: this was the topic of the debate among the forty or so participants, made up of employees from various public and private companies, HR managers and representatives of the canton and employers’ associations, at the meeting organized by SUPSI as part of the programme to promote job sharing in Ticino on 12 November.

The first part of the evening was addressed by Rachele Santoro, cantonal delegate for equal opportunities, Danuscia Tschudi, researcher at the Competence Center for Work, Welfare and Society, Davide Giunzioni, doctor and President of ASMACT, Roberto Sandrinelli, Deputy Director of the Social and Family Affairs Department, and Nicola Giambonini, Head of the Social Responsibility Department at AITI.

PPT Hans Hess Swissmem

PPT Seitz Axa Winterthur

PPT Tettamanti ComIntegration

PPT Folini Swisscom

PPT Amstutz FHNW

PPT Flouck Pacte

PPT Kuark Consulting

PPT Brandt BG 21

Jobsharing ist ein Modell, das sich in der Schweiz immer mehr bewährt und alle Generationen – Männer wie Frauen – stark anspricht. Mit diesem Konzept ist der Zugang zu leitenden Positionen auch in Teilzeitarbeit möglich. Unternehmen zeigen zunehmend Interesse an diesem Modell, weil sie damit Talente binden können. Auch das Vermitteln von Wissen ist darüber möglich. Dabei geht es nicht nur um Teilzeitarbeit für Frauen, sondern ganz im Gegenteil um eine Lösung für Männer und Frauen, die ein gutes Gleichgewicht zwischen Privat- und Berufsleben suchen, ohne dabei ihre Karriere zu vernachlässigen, oder die sich beruflich Abwechslung wünschen.

Jobsharing ist ein Modell, das sich in der Schweiz immer mehr bewährt und alle Generationen – Männer wie Frauen – stark anspricht. Mit diesem Konzept ist der Zugang zu leitenden Positionen auch in Teilzeitarbeit möglich. Unternehmen zeigen zunehmend Interesse an diesem Modell, weil sie damit Talente binden können. Auch das Vermitteln von Wissen ist darüber möglich. Dabei geht es nicht nur um Teilzeitarbeit für Frauen, sondern ganz im Gegenteil um eine Lösung für Männer und Frauen, die ein gutes Gleichgewicht zwischen Privat- und Berufsleben suchen, ohne dabei ihre Karriere zu vernachlässigen, oder die sich beruflich Abwechslung wünschen.

Ce modèle fait de plus en plus ses preuves en Suisse et attire fortement toutes les générations, hommes et femmes confondus. Le jobsharing permet d’accéder à des postes à responsabilité en travaillant à temps partiel. Les entreprises s’y intéressent de plus en plus car ce modèle leur permet de retenir des talents. Il permet aussi un transfert de savoir. Il ne s’agit pas juste de temps partiel pour les femmes, mais bien au contraire d’une solution pour les hommes et les femmes qui veulent un équilibre vie privée/vie professionnelle sans pour autant négliger leur carrière ou qui recherchent la diversité professionnelle.