Working environment in focus

The LLB Group wants to enhance its profile as the employer of choice. It implemented a range of measures to this end in 2016, including the promotion of health in the workplace, the improvement of the physical working environment and the flexibility of working hours and location.

Workplace of the future

The headquarters of Bank Linth LLB AG in Uznach and the branch offices in Rapperswil (SG) and Siebnen (SZ) will be converted to create the workplace of the future (see chapter “Retail & Corporate Banking”). The “bank of the future” is designed for clients and employees along the same principle: open, transparent, accessible and with short paths to promote communication and cooperation. The bank employee of the future will move between thinking cabins, stand-up desks and a workshop area. The reopening of the two branch offices and the headquarters is planned for June 2017.

Quality of life in the workplace

In 2016, the LLB Group developed measures to create a health- promoting working environment. Various initiatives work together to increase the quality of life in the workplace, to reduce stress and to improve the health of employees. Among these initiatives are seasonal fruit, which have been provided free of charge since the beginning of 2017, as are the water stations with integrated filter system (see chapter “Responsibilities for society and the environment”). To support sporting activities, showers and changing facilities were installed at our business location in Vaduz at the end of 2016. All desks are also being replaced by height-adjustable stand-up desks.

Information events on health topics and sport activities are planned for 2017. In 2016, the Working Atmosphere and Health Steering Committee was set up. Its aim is, on the one hand, to increase job satisfaction and boost staff motivation and, on the other, to reduce work- related absence, which will save costs.

Health and safety

The absenteeism rate gives an indication of the incidence of accidents and illnesses: in 2016, there were 130 (2015: 142). Our target rate is between 2 and 2.5 percent. In 2016, the absenteeism rate was 1.97 percent (2015: 2.49 %). 80 percent of absenteeism costs were due to illness. In 2016, 47 employees with long-service anniversaries went on a sabbatical for up to four weeks (2015: 29). Most utilised the maximum number of days possible for rest and recuperation and for broadening their horizon. Taking such time out helps maintain flexibility, commitment and productivity.

Standards for the prevention of accidents and illnesses as well as for safety management apply group-wide. Procedures in the event of a fire or accident at the workplace as well as emergency and disaster management are governed by a directive. Eleven employees from the organisational unit Facility & Security Management are responsible for carrying out routine building and equipment checks.

Return to work

Surveys conducted by the European Agency for Safety and Health at Work ( show that in Europe around 50 percent of sickness leave is due to stress in some form or other. What is more, mental stress can also often result in physical stress and vice versa. The LLB Group takes this issue seriously and invests in the provision of practical assistance for the occupational integration, internally or externally, of employees.

Permanent employees by employment type
Permanent employees by employment type (bar chart)

Our aim is to reduce short- and long-term absences and to assist the return to work. We offer support to employees returning to work after a long absence and to those with serious health problems. Employees in difficult work or life situations are able to gain free and anonymous access to psychological support. This service enables employees to maintain or regain their productivity.

Compatibility of work and life situation

Our employee policy aims to create an optimal working environment. This includes the compatibility of work and private life in different life situations. In 2016, we explored the possibilities for greater flexibility of working hours and location, which we will implement in 2017. At the same time, we support 80 percent part-time working, in leadership positions too, and paternity leave. We also plan to develop the modern eWorkplace further so as to improve the compatibility of work and life situation.

And in the summer of 2017, a day nursery for the children of Liechtenstein bank employees will be opened in Vaduz. Given the growing skills shortage in the region and the increasing demand for childcare places, it is an important move to ensure that Liechtenstein banks remain among the most innovative and attractive employers in the future, too.