Psychiatrie Baselland: Wage negotiations fail – employees react critically

The 2026 pay round at Psychiatrie Baselland (PBL) has come to an end without a result. The staff associations are disappointed: the clinic’s offer is limited to an inflation adjustment of 0.2 percent – from the employees’ point of view, this corresponds to a de facto zero increase. The criticism is correspondingly strong.

Background to the negotiations

PBL has held annual talks with various staff associations since 2016. For many years, amicable solutions were always found. This year, however, there was a clear clash between the expectations of the employees and the economic possibilities of the clinic. The associations demanded noticeable wage adjustments, but the clinic management pointed to the tight financial situation and rejected higher increases.

What PBL offers – and why that’s not enough

For 2026, the PBL promised a general adjustment of just 0.2 percent – i.e. exactly the same as the inflation adjustment. The staff representatives interpret this as insufficient recognition of their work, especially in light of the rising cost of living and increasing burdens in the healthcare sector.

There is also additional pressure from comparisons in the region: other clinics – including the University Psychiatric Clinics Basel – grant their employees significantly higher salary adjustments. For the associations, this reinforces the impression that PBL is falling behind when it comes to personnel development.

Reaction of the staff associations

Following the failure of the negotiations, the associations are now examining further steps. They are demanding that the PBL Board of Directors and the owner – the canton – intervene and bring about a solution. On the one hand, this is about safeguarding the purchasing power of employees and, on the other, about the long-term attractiveness and reputation of the institution.

PBL’s view: focus on economic recovery

For its part, Psychiatrie Baselland emphasizes that the full cost-of-living adjustment has already been promised. In view of several years of negative operating results, higher wage growth is simply not financially viable at present. The aim is to become economically stable again in the coming years – in its own interests and in the interests of the entire workforce.

Conclusion

The 2026 pay round is an example of how economic pressure and staff interests can clash in the healthcare sector. While the clinic is focusing on stabilization, employees expect fair adjustments and appreciation. How the situation develops will now also depend on whether hospital management, associations and political decision-makers come together.