The results of the third “healthy@work” health survey show: The workload of employees at financial institutions is increasing. However, regular workload discussions play a key role in effectively counteracting this trend.

Almost 6,300 employees from various financial institutions took part in the third wave of the “healthy@work” health survey initiated by the social partners in the Swiss banking sector (Arbeitgeber Banken, Swiss Bank Employees Association, Kaufmännischer Verband Schweiz) and conducted by the University of Applied Sciences and Arts Northwestern Switzerland (FHNW) in 2025. This is slightly fewer than in the second wave in 2024 with around 6,600 participants.
The results of the survey provide differentiated and exciting insights into how employees in the financial sector feel at work and show ways to minimize psychosocial risks.

Exhaustion is on the rise – especially among younger employees
A key finding of the latest health survey for the financial sector is the increase in exhausted employees by around 4 percentage points, from 20% to 24%. It is interesting to note that younger employees of financial institutions are particularly affected – around a third of survey participants under the age of 30 stated that they felt very exhausted. However, exhaustion then decreases with increasing age. This goes hand in hand with the finding that fewer workload discussions are held with younger employees than with more experienced ones.
This development initially seems like a warning signal, but is above all an important signpost: exhaustion is often not an individual issue of perseverance, but a serious indication that expectations, pace and resources in daily work are not optimally aligned in structural terms.
Study director Cosima Dorsemagen, lecturer in applied psychology at the FHNW, classifies the development: “Basically, we don’t see any major changes in stressors, i.e. stressful working conditions, over the three waves of the survey.” The increasing exhaustion is not a development specific to the financial sector, the occupational psychologist emphasizes. “We are also seeing this in other sectors. Nevertheless, it is essential that we take this development seriously.”
It is precisely this insight from the health survey that provides a motivating perspective: because the causes of exhaustion often lie in the structures and work logic, this is precisely where financial institutions can start to bring about change. Clear priorities, realistic planning and a shared understanding of what can realistically be achieved in what timeframe will noticeably relieve the strain on employees. They create an environment in which performance feels stable – and not like a continuous sprint.

Part-time work provides interesting evidence
Another interesting finding from the third FHNW health survey can be found in part-time work: part-time employees report less stress, less self-endangerment and slightly less exhaustion. This does not mean that part-time work is the all-encompassing solution. But it does point to something that can also be achieved with full-time workloads: Where time buffers exist, where recovery does not constantly “fall behind” and where the workload is realistically tailored to employees, well-being improves and employee exhaustion decreases.
For financial institutions, this is an invitation to balance workload and ability to regenerate more consistently – through smart planning and the courage to clearly prioritize work.

“Miracle weapon” workload discussion
Probably the most tangible lever from the study is also one that can be implemented immediately without a new program and has already been shown in previous health surveys: a regular exchange between employees and their managers about workload, work pressure and stress.
Almost half of those surveyed still do not experience these discussions as an integral part of their daily management routine. One thing is clear: a lack of workload discussions is associated with more stressors, self-endangerment and exhaustion as well as fewer social resources and less self-care. This is impressively demonstrated by the survey.
On the other hand, employees are significantly less stressed and exhausted where workload discussions take place. This is a strong signal because it shows how much potential there is in a good and reliable culture of discussion.

It should be emphasized that questions about workload or even a simple but sincere “How are you?” do not necessarily have to be addressed in specially designated, formalized forums. It is quite sufficient if these are included in existing discussions and employees can be sure of this: If necessary, my manager is reliably approachable. However, it is important that it is an open and serious exchange at eye level.
Prof. Dr. Andreas Krause, lecturer in Applied Psychology at the FHNW, sums up the benefits: “Workload discussions are a kind of miracle weapon. It is definitely worth using them to increase employee well-being. This can also be converted into money if employees enjoy coming to work, stay longer and are absent less.”

In order for this “miracle weapon” to actually work, two things are needed above all: a culture of discussion in which stress can be named without losing face, and a management practice that can derive consequences from the discussion. When employees experience that listening leads to decisions, trust is created – and it is precisely this trust that makes stress visible earlier and therefore more resolvable. “The decisive factor is the certainty that employees will receive support when they need it,” says Prof. Dr. Andreas Krause.

Natalia Ferrara, Vice President of the Swiss Bank Employees Association (SBEA), is concerned: “We need to take a closer look at the number of exhausted employees, as it must not increase any further. The Swiss financial sector needs recovered and healthy employees, as they are the Swiss banks’ most important asset.”

Survey 2026: Take part now!
The banking industry’s social partners are calling on financial institutions to make active use of the latest health survey and enable their employees to take part.
The current wave of the survey focuses on the issue of working from home. Home office, flexibility and their effects on the well-being, stress and exhaustion of employees in financial institutions should thus be even better understood.
The feedback collected can be used to develop targeted measures to promote health.

The survey is available online in four languages and is mandatory for all companies that use a waiver agreement for time recording.

In order to gain a deeper insight into the results of the health survey, financial institutions can view the results of their organization by gaining access to a dashboard. The FHNW offers this service at attractive conditions. Such evaluations are possible as long as at least 20 people from an organization have taken part in the survey. They provide valuable insights into how the financial institution compares to others and which health protection measures are useful and helpful.