Gender Pay Gap in Switzerland

The Numbers and the Law

The Federal Statistical Office (FSO) measures two pay gaps: the gross gap (~18%) and the unexplained gap (~8%) that remains after accounting for structural factors. The unexplained gap constitutes direct discrimination under the Equal Pay Act (GlG, Art. 3). The 2020 GlG revision requires companies with 100+ employees to conduct a wage equality analysis using the LOGIB software (freely available from the federal government), have it verified by an independent auditor, and inform employees of the results by the end of 2021, repeating every 4 years.

LOGIB and Employer Obligations

LOGIB (Lohngleichheitsinstrument des Bundes) is the federal government's free wage equality tool. It analyses whether pay differences between men and women in the same company can be objectively explained by job-related factors. Firms receiving federal contracts or subsidies have additional obligations. The SIF gender equality label and certifications (e.g. Fair-ON-Pay) signal voluntary commitment beyond legal minimum.

What Employees Can Do

Employees who suspect pay discrimination can: request justification of their salary in writing (the employer is not obliged to disclose colleagues' salaries, but must justify the basis of pay decisions), file a complaint with cantonal labour inspectorates, or bring a civil claim under GlG. The burden of proof is reversed in GlG cases: once the employee makes discrimination plausible, the employer must prove the difference is justified. Free advice is available from cantonal equality offices (Gleichstellungsbüros).

Context on the Swiss job market helps frame any career decision in Switzerland. Our gross-to-net salary guide shows what Swiss gross salaries look like after AVS, LPP and tax deductions. The salary negotiation guide covers how to use market data in offer discussions and which arguments work with Swiss recruiters. Our guide to working in Switzerland as a foreigner covers entry conditions, permit categories and practical relocation steps. The work permit guide explains B, C, G and L permit categories and processing timelines. For cross-sector salary benchmarks, the Switzerland salary guide covers all major roles and cities.

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Frequently Asked Questions

Is it illegal to pay women less than men in Switzerland?

Yes. Equal pay for equal work is guaranteed by Art. 8 of the Federal Constitution and the Equal Pay Act (GlG Art. 3). However, proving violations requires demonstrating the pay difference is not justified by objective factors.

Does the LOGIB analysis apply to all companies?

The legal obligation applies to companies with 100+ employees (approximately 1% of Swiss firms, but covering a large share of employment). Smaller companies can use LOGIB voluntarily.

Can I find out what my colleagues earn to check for pay discrimination?

Swiss law does not require employers to disclose colleagues' salaries. However, employers subject to GlG must inform employees of the LOGIB analysis result and whether they meet the equality standard. A growing number of GAV now include pay transparency provisions.

What is the 13th month salary in Switzerland?

The 13th month salary in Switzerland refers to an additional monthly salary paid once a year, typically in December. It is included in annual salary benchmarks as standard: when a Swiss employer quotes CHF 120,000 per year, this normally means 13 monthly payments of approximately CHF 9,231 each, not 12 payments of CHF 10,000. The 13th month is governed by the employment contract or collective agreement (GAV), not by statute. It is subject to social contributions (AHV/ALV) and income tax. Always clarify with a prospective employer whether a quoted annual figure includes or excludes the 13th month.

How do Swiss notice periods work for employment contracts?

Under Swiss law (Code of Obligations, Art. 335c), notice periods during probation (default 1 month, up to 3 months by agreement) are 7 days. After probation, statutory notice periods are: 1 month during the first year, 2 months in years 2 to 9, and 3 months from year 10 onwards. Notice must be given in writing by end of calendar month (or end of the agreed notice period month). Contractual or GAV notice periods can be longer but cannot be shorter than statutory minimums. Protected periods exist (illness, accident, pregnancy) during which termination is suspended or prohibited.