Representative survey on apprenticeships: What apprentices in Switzerland expect

Filling apprenticeship positions is becoming an increasing challenge for many Swiss SMEs. Although apprenticeships are highly valued in Switzerland, around 10% of all apprenticeships remain unfilled each year. In other words: 7,000 to 10,000.

One thing is certain: Attracting young talent to your company at an early stage secures skilled workers in the long term and strengthens your position as an attractive employer.

• What do apprentices really want from their apprenticeship and their employer?
• How do they experience their day-to-day work?
• And what can training companies in Switzerland do to position themselves as an attractive employer for apprentices?

Answers are provided by a new, representative study of over 45,000 apprentices, which was initiated by WorkMed (a joint venture between SWICA and Psychiatrie Baselland) and was conducted in collaboration with the University of Applied Sciences Northwestern Switzerland and Luca Bonfadelli (study co-author) from ValueQuest. Our Research Manager Luca Bonfadelli was in charge of the implementation.

Apprenticeships in Switzerland: the backbone of the Swiss economy

Apprenticeships are central to Switzerland. Around 210,000 young people are currently completing an apprenticeship. This corresponds to around two thirds of a school leaver cohort (FSO, 2023). Despite this, up to 10,000 apprenticeships remain unfilled every year(source: Yousty). One possible reason: the psychological stress of many young people is increasing. Some drop out of their apprenticeship. Others don't start them at all.

Swiss SMEs are particularly challenged in this situation. Around 60% of all apprenticeships in Switzerland are offered by small and medium-sized companies (FSO, 2023). Those who not only recruit apprentices, but also successfully support them, secure the skilled workers of tomorrow.

“

Those who take mental health seriously are not only acting in the best interests of their trainees, but are also creating a long-term basis for high employee loyalty.

Mental stress in the focus of the learner survey

For many young people in Switzerland, an apprenticeship is the start of their professional life and a formative stage in their personal and professional development. They learn to take on responsibility, to work in teams and to deal with pressure. Many apprentices take on responsibility for their work for the first time, have to integrate into a team and experience a new everyday structure that is very different from their school days.

However, this transition not only leaves behind learning experiences, but also traces: many learners experience psychological stress, from excessive demands to emotional withdrawal. This is precisely why this survey focuses on the psychological well-being of learners. 

For training companies, this means that those who take mental health seriously are not only acting in the best interests of their trainees, but are also creating a long-term basis for high employee retention. 

The mental health of learners is relevant for SMEs

Around 60% of all apprenticeships in Switzerland are offered by SMEs (FSO, 2023). Smaller companies in particular therefore play a key role in vocational education and training. They not only shape the image of apprenticeships, but also the actual experience of young people. Those who provide apprentices with good support today secure the skilled workers of tomorrow - and at the same time strengthen their own employer image.

Certificates such as "Top training company" or programs such as "Great Start!" can help to make commitment visible. However, the decisive factor is how learners experience their everyday working life: the relationship with their superiors, communication and the employer's attitude (taking learners seriously). An award or certificate is all well and good, but it is no substitute for effective measures to increase employee motivation among learners.

Employer attractiveness begins before the first day of work

Employers can score points if they take the concerns and uncertainties of apprentices seriously and build up a trusting relationship. In addition to the anticipation of starting an apprenticeship, many young people also report concerns that should be taken seriously. Around 60 percent fear excessive demands, too little vacation, long working hours or a lack of understanding for their personal situation. Almost a fifth of those surveyed even stated that they were not looking forward to any specific aspect of the apprenticeship.

These figures show that a successful training program doesn’t begin on the first day of work. Rather, employers are encouraged to actively support new hires right from the selection and onboarding stages. A comprehensive “employee journey” has become the buzzword of the moment.

Training companies that focus on the following elements can prevent many difficulties: