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Preparing Data for Equal Pay Analysis in Switzerland#

This document provides guidance on preparing and conducting equal pay analyses in compliance with Switzerland's Gender Equality Act (GEA), based on guidelines from the Federal Office for Gender Equality (FOGE).

For comprehensive guidance, refer to FOGE's official resource: Equal Pay

Who Needs to Conduct an Analysis#

As of July 1, 2020, the revised Gender Equality Act (GEA) mandates that: oai_citation_attribution:0‡Wikipedia

This requirement aims to promote transparency and address wage disparities between female and male employees.

Companies with fewer than 100 employees are not legally obligated to perform this analysis but are encouraged to do so voluntarily to promote fair pay practices.

When to Conduct the Analysis#

Employers must conduct the equal pay analysis every four years. The initial analysis should have been completed by June 30, 2021, with subsequent analyses following every four years thereafter. oai_citation_attribution:2‡Wikipedia

What to Analyze#

The equal pay analysis should include:

  1. Wage Data: Comprehensive salary information for all employees, including base pay, bonuses, and other compensation elements.

  2. Employee Characteristics: Data on factors such as education, years of service, job function, and level of responsibility.

  3. Job Evaluation: Assessment of job roles to ensure positions of equal value are compensated equitably, regardless of gender.

The goal is to identify any unexplained wage gaps between female and male employees performing work of equal value.

How to Conduct the Analysis#

Employers should follow these steps:

  1. Select an Analysis Tool: Utilize a reliable and recognized tool for conducting the pay analysis. The Swiss Confederation provides Logib, a free, scientifically recognized tool designed for this purpose. oai_citation_attribution:3‡Federal Administration of Switzerland

  2. Collect Data: Gather relevant wage and employee data, ensuring accuracy and completeness.

  3. Perform the Analysis: Input the collected data into the chosen analysis tool to assess pay equity within the organization.

  4. Interpret Results: Review the analysis outcomes to identify any gender-based pay disparities.

  5. Develop Action Plans: If disparities are found, create and implement measures to address and correct unjustified wage differences.

Employers are encouraged to involve employee representatives during this process to ensure transparency and collaboration.

Verification and Reporting#

The results of the equal pay analysis must be: oai_citation_attribution:4‡Federal Administration of Switzerland

Publicly traded companies must also disclose the results in their annual financial reports.

Penalties for Non-Compliance#

While the GEA does not specify explicit financial penalties for failing to conduct the analysis, non-compliance can result in: oai_citation_attribution:6‡Federal Administration of Switzerland

  • Reputational Damage: Public disclosure of non-compliance may harm the company's public image and employer branding.

  • Legal Consequences: Employees may pursue legal action if they believe they are subject to wage discrimination.

To avoid such outcomes, companies should ensure timely and accurate completion of the required analyses.

For detailed information and updates, refer to the Federal Office for Gender Equality's official guidance: Equal Pay

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