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Switzerland Flag Switzerland Equal Pay Analysis Guide

Last reviewed: May 2026

Swiss employers with 100 or more employees must conduct an internal equal pay analysis under the Gender Equality Act unless an exemption applies. Employers whose first analysis did not show equal pay must repeat the analysis after four years.

Preparing Data for Equal Pay Analysis in Switzerland​

Switzerland's regime is based on equal pay analysis, independent review, and communication of results. The federal government provides the free Logib tool to support legally compliant equal pay analysis.

For official guidance, see the Swiss Federal Office for Gender Equality: Equal pay analysis with Logib.

Who Needs to Conduct an Equal Pay Analysis​

Employers with 100 or more employees at the start of a year must conduct an internal equal pay analysis for that year. Apprentices are not counted for this threshold.

The obligation applies to private and public employers. Employers below 100 employees may use Logib voluntarily, and Logib Module 2 is designed for smaller organizations.

Swiss Equal Pay Analysis Timeline​

The revised Gender Equality Act provisions entered into force on July 1, 2020 and are time-limited until June 30, 2032.

Employers covered at the start of the regime had to complete the first analysis by the end of June 2021, have it reviewed, and communicate the result. Employers whose analysis did not show equal pay must repeat the analysis after four years. Employers that newly reach 100 employees must conduct an analysis for that year.

What the Analysis Covers​

Employers must:

  1. Run an equal pay analysis using a scientific and legally recognized method
  2. Have the analysis reviewed by an independent body
  3. Inform employees of the result in writing
  4. Publish or disclose additional results where required for listed companies or public sector employers

Using Logib​

Logib is the Confederation's free equal pay analysis tool:

  • Module 1 is aimed at larger companies and uses regression analysis
  • Module 2 is suitable for smaller companies
  • Results can be used as evidence in public procurement contexts
  • Employers obliged under the Gender Equality Act can use the Logib output to communicate results to employees

Repeat Analysis and Exemptions​

The analysis generally repeats every four years unless the analysis shows that equal pay requirements are met. If the number of employees falls below 100, the analysis is repeated only when the threshold is reached again.

Penalties and Enforcement​

The Swiss regime focuses on analysis, review, and transparency rather than automatic administrative fines for every pay gap. Enforcement risk can arise through equality claims, public procurement requirements, reputational risk, and failure to meet statutory analysis and communication obligations.

Relationship to EU Pay Transparency​

Switzerland is not an EU member state, so the EU Pay Transparency Directive does not directly apply. Swiss employers with EU operations should still prepare EU-style reporting data for those entities while maintaining Swiss equal pay analysis obligations.

Frequently Asked Questions (FAQ)​

Which Swiss employers are covered?​

Employers with 100 or more employees at the start of a year. Apprentices are excluded from the count.

How often must the equal pay analysis be repeated?​

Every four years unless the analysis shows that equal pay requirements are met.

What is Logib?​

Logib is the Swiss Confederation's free equal pay analysis tool. Module 1 is designed for larger employers and Module 2 for smaller employers.

Do employers need to tell employees the result?​

Yes. Employers covered by the statutory analysis obligation must inform employees of the result in writing.

Does the EU Pay Transparency Directive apply in Switzerland?​

No, not directly. Swiss employers with EU operations need to comply with EU member state rules for those entities.

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