That's not bad luck. This is everyday life for practice owners in Swiss physiotherapy.
According to the Swiss Health Observatory, the shortage of physiotherapy specialists is one of the structural challenges facing the healthcare system - and it won't get any easier in the coming years. In this article, we take a look at what's behind the problem and what you can do as a practice owner.
Why the skills shortage in physiotherapy is structural
The problem starts with training. How a Contribution by SRF shows that between 500 and 600 physiotherapists are trained every year - but according to Physioswiss, the actual demand is between 800 and 1,000, meaning that the gap is already filled before a practice even advertises a position.
What's more, according to a Publication of the Institute of Physiotherapy at the ZHAW around 28 per cent of trained physiotherapists left the healthcare sector between 2016 and 2018, either for another profession, a break or a job outside the outpatient sector.
One SVFB study (2025) confirmed: The shortage of skilled labour is hitting physiotherapy particularly hard. Rates that are too low, high administrative burdens and difficulties in recruitment characterise everyday working life and reduce the attractiveness of the profession. The result: anyone who advertises a position must according to Physioswiss on average three months until it is filled.
The real problem: the market has turned
Ten years ago, therapists were still looking for jobs. Today, jobs are looking for therapists.
Today's best talents are already employed, but are open to new job offers. They are looking for employers who not only offer a salary, but also an inspiring working environment.
This is a fundamental shift to which many practices have not yet reacted. Placing an advert on a job portal is no longer enough. The question is not: «Who is applying to us?» But rather: «Why should someone apply to us?»
Around 90 per cent of all employed therapists are only passively or latently looking for a job. The majority of the talent pool is never reached by traditional job advertisements.
What therapists really want
Salary is important. But it's not the only thing. Flexible working hours, a motivated team, the timing of treatments and further training opportunities are just as important as salary for many therapists once their basic financial needs are covered.
What this means for you: You don't have to pay the highest wages to find good people. You have to show who you are as an employer.
Four approaches that work in practice
- Actively shaping the employer brand: What does your team say about your practice when nobody is listening? This is your employer brand. Show it to the outside world - authentically, not polished.
- Simplify the application process: A long form is a deterrent. A short, mobile-friendly entry significantly lowers the hurdle.
- Flexibility as a genuine offer: Part-time work, adapted working hours, clear clocking. These are no longer nice-to-haves.
- Network as a recruiting channel: Recommendations from your own team or network are still the strongest channel. A practice that is part of a larger network has a natural advantage here.
Lone wolf or network: the structural difference
As an individual practice, you are on your own when it comes to recruiting. Your reach is limited, as is your budget for job adverts.
Being part of a network like Swiss Physio Partner changes all that. Recruiting support, a shared employer brand, visibility across multiple locations. These are concrete reliefs in everyday life.
If your team knows that it is part of something bigger, it will talk about it that way. And that's exactly what the therapist who is passively looking for a job hears.
You can find out more about what a partnership with SPP can look like at here read more.
Conclusion: The problem will not solve itself
According to the SVFB study, there are no signs of the shortage of physiotherapy specialists easing. The structural causes remain.
What can be changed is your own positioning. Those who are visible as an employer, communicate a clear culture and are anchored in the right network also have better chances in a tight market.
We would be happy to talk about what this could look like in concrete terms - in your practice, in your region.
Let's talk about your future
Partnership
Personal, trusting and on an equal footing with Julian Weber.
