Working environment in focus

The LLB Group wants to enhance its profile as the employer of choice. It implemented additional measures to this end in 2017, among others in the areas of health promotion in the workplace, improvement of the physical working environment and flexibility of working hours and location.

Workplace of the future

Bank Linth reopened its headquarters in Uznach in June 2017 following refurbishment (see chapter “Retail & Corporate Banking”). The entire building features state-of-the-art technology and provides open office areas with short distances for the staff: the “bank of the future” promotes communication and cooperation. Video-conferencing rooms, classic meeting rooms and a large seminar room form a universe for creative work, interaction and innovation. Bank Linth will convert all its branches following this model.

Quality of life in the workplace

The LLB Group is continually developing measures to further 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 the 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”). The incentive to work out during the lunch break has increased significantly since showers and changing facilities were installed at our business location in Vaduz.

In addition to this, a majority of our employees now have height-adjustable stand-up desks to work at. We also started to upgrade all the hardware in the offices at the end of 2017. By the end of January 2018, 881 out of 1’200 workstations were equipped with new PCs and notebooks. This means that so far we have upgraded 73 percent of all workstations.

Our “Working Atmosphere and Health Steering Committee” was set up in 2016. 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 long-term illnesses: in 2017, there were 146 (2016: 130). This corresponds to an absenteeism rate of 2.31 percent (2016: 1.97%). Our target rate is between 2 and 2.5 percent. 80 percent of absenteeism costs were due to illness.

In 2017, 43 employees with long-service anniversaries of ten to forty years went on a sabbatical for up to four weeks (2016: 47). Most utilised the maximum number of days possible. This opportunity to rest and recuperate and broaden their horizon 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 units Security Management and Facility 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. LLB Group employees in difficult work or life situations are able to gain free and anonymous access to psychological support.

Our aim is to reduce short- and long-term absences and to facilitate the return to work. We offer support to employees returning to work after a long absence and to those with serious health problems. Providing practical support 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 2017, we progressed with projects offering greater flexibility of working hours and location.

To improve the compatibility of the work and life situation, we launched a project called “FreiZeit-Kauf” (purchase leisure time). For the first time, all LLB Group employees could increase their holiday entitlement by five or ten days. The employees forego some of their salary in return for leisure time. In 2017, 86 employees used this opportunity and gained a total of 645 additional leave days. At the same time, we support 80 percent part-time working and paternity leave.

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

As a forward-looking company, we are also continually developing the modern eWorkplace. Our objectives are to improve the availability of information and processes, to support the ability to work anywhere and anytime and to promote the exchange of knowledge within the Group.

New crèche

In September 2017, the “Villa Wirbelwind” in Vaduz opened its doors for the first time. The crèche is open to the children of all Liechtenstein bank employees. 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.