Large Swiss organisations increasingly struggle to retain Generation Z apprentices after the completion of their training. Despite structured apprenticeship programmes, early-career turnover remains high. Unclear communication, limited feedback and uncertainty about post-apprenticeship prospects can weaken perceived organisational support and increase intentions to leave, especially during transition phases.

The study followed a qualitative case study approach within a large Swiss bank. Eight semi-structured interviews were conducted with apprentices and one management representative. The interviews were held in Swiss German, transcribed, translated and analysed using qualitative content analysis. The analysis focused on early-career experiences, communication practices, leadership behaviour and the perceived relevance of benefits.

The results show that Generation Z apprentices are more likely to stay when their early work experience is clear and well structured. Clear communication during transition phases helps reduce uncertainty and increases trust in the organisation. Regular feedback and supportive leadership help apprentices deal better with workload and understand their development opportunities. For practice, this means that retention can be improved by better communication, early clarification of career options and regular feedback from supervisors. By focusing on these areas, a large Swiss bank can strengthen apprentice retention and secure its long-term talent pipeline.