ICT 2024 salaries: growth and insights into employment conditions
ICT specialists are in demand on the Swiss market. The swissICT salary survey shows how this affects salaries and employment conditions. This year too, the median base annual salary has increased compared to the previous year.
The swissICT professional association has been responsible for the implementation and further development of the "Salaries in ICT" salary study since 1981. The study reflects the constantly changing realities of work and the associated changes in remuneration. The latest edition of the swissICT Salary Study reveals what this means in concrete (salary) figures and working conditions. This year, Cornelia Ammon, who is responsible for the study, is delighted that 261 participants contributed to 38,513 responses. The high level of participation once again underlines the fact that the swissICT salary survey is the most comprehensive and in-depth of its kind in Switzerland and is rightly regarded as the standard work for the ICT sector and serves as the basis for many studies.
Salary development: increase in base salary across (almost) all professions and skill levels
A look at the salaries for 2023 and 2024 - without adjusting for inflation as at the reporting date (May 1) - shows a further increase. This is 1.7 percent across all professions and skill levels (which corresponds to around CHF 2,200). The increases in salaries for senior experts and upper management are noteworthy. At the highest level M4 (top management), there was a decrease in base salary of -4.9% (which corresponds to approx. CHF 12,200) compared to the previous year. The survey of total cash also shows a general increase in the median of 2.3%. This indicator is the base annual salary of the previous year plus the bonus payment. The beneficiaries in 2024 are senior management (M3 level, 5.2% increase) and the expert level (S4, 2.1% increase) followed by S3 seniors with 2.0%. A decline of -0.8% was also recorded in this area for top management (level M4).
Employer attractiveness: three new topics in the Employment Conditions Report
"Up to a certain point, salary is an important issue for employees. After this threshold, factors that address employees' needs become more central," says Cornelia Ammon, explaining the expansion of the Employment Conditions Report. Launched in 2023, the report has received consistently positive feedback from users of the study. It provides valuable information on how to increase your own attractiveness as an employer. In addition to the previous topics, the 2024 edition has been expanded. New data was collected on maternity and paternity leave, unpaid leave and workation. They provide new food for thought that can inspire companies in the discussion about employee branding and employee retention.
Almost half of the respondents (48.7%) grant maternity or paternity leave in excess of the statutory minimum. 32.6% of them offer this option for mothers and fathers. On average, the mother receives 14 days and the father 10 days of additional parental leave. In contrast, unpaid leave is not regulated by law. However, the topic appears to be relevant for the dynamic and highly flexible ICT sector With over 75% of respondents offering their employees unpaid leave, the importance of this topic is clear. The situation is somewhat more subdued when it comes to workation (performing professional activities at a vacation location). A third of employers allow this, although there is no direct legal basis for this in Switzerland either. "In terms of work-life balance, workation is certainly an interesting way of attracting and retaining talented and established specialists in particular," says Cornelia Ammon from swissICT.
Source: www.swissict.ch
