By 2025 flexible work has firmly established itself as a standard offering across GIR companies. Most organizations provide a wide range of options, including remote work, flexible schedules, sabbaticals, and part time roles with both fixed and adaptable free days. These practices signal that flexibility is no longer an exception but an expected part of the employee experience.
However, not all forms of flexibility are equally accessible. More structured models such as jobsharing and topsharing remain far less common in leadership roles, suggesting that traditional views of management as a full-time, single-person responsibility persist. The same holds for less widespread options like partial retirement and four-day workweeks, which continue to be rare in the Swiss context.
Still, the breadth of flexible work arrangements now available marks a significant shift in how organizations are supporting their people. Expanding access to flexibility at all levels presents a meaningful opportunity to build inclusive cultures.
In 2025, GIR companies continue to provide more parental leave than legally required, with mothers receiving an average of 17.5 weeks. However, support for fathers and adoptive parents has slightly declined, with average paternity leave dropping to 4.1 weeks and adoption leave decreasing to 8.5 weeks. These declines occur amid ongoing public discussions in Switzerland about social spending and family policy, which may influence how companies adjust their benefits. The ongoing gap between maternity and paternity leave reflects traditional assumptions about caregiving roles, which is also reflected in the Swiss legal structure. As family dynamics continue to change, there’s an increasing opportunity for companies to modernize leave policies and better support all types of caregivers.
Childcare remains a challenge for working parents in Switzerland, and most GIR companies offer only limited support. Financial assistance is still the most common measure, provided by 60% of companies, followed by childcare partnerships at 38% and help in finding a childcare spot at 29%. Support has decreased in several areas compared to 2024, including temporary backup care, which declined to 15%. Although some companies continue to invest in childcare solutions, overall efforts remain modest given the complexity and expense of childcare in Switzerland.
