Switzerland's Equal-Pay Analysis Duty (Gender Equality Act Art. 13a–13i) — A Sanction-Free Mandate With Weak Compliance

The amended Gender Equality Act (GlG, Art. 13a–13i), in force since 1 July 2020, obliges employers with 100 or more employees to carry out a pay-equality analysis, have it reviewed by an independent body, and inform employees (and shareholders where relevant) of the result. The first analysis was due by end of June 2021 and the analysis is repeated every four years; companies that show equal pay need not repeat it.
The Federal Office of Justice's interim report of 6 February 2025, based on a study by Bern University of Applied Sciences and noted by the Federal Council on 7 March 2025, concludes that more than half of companies do not meet their duty. Cited causes are low awareness of the problem, limited knowledge of legal duties, and the absence of sanctions for non-compliance.
The impact evaluation is still pending: the Federal Council plans to adopt its report at the end of 2027 (earlier timetables pointed to 2029). The provisions are subject to a 12-year sunset clause. No outcome data on narrowed pay gaps is yet published, so the practice is included as a cautionary case on mandate design: reporting duties without enforcement may leave compliance incomplete.

Read the full analysis: https://www.bj.admin.ch/de/verwirklichung-der-lohngleichheit