Swiss equal pay analysis with Logib

What the law asks

Since 1 July 2020 the Swiss Gender Equality Act (articles 13a-13i) has required an analysis from employers with 100 or more staff at the start of the year, apprentices excluded. There are three steps: analyse, have an independent body verify it, and tell staff in writing. Listed companies put the result in their annual report, and public bodies publish it. Municipalities in Ticino with 100 or more staff are covered too.

An interim report from the Federal Office of Justice, noted by the Federal Council in March 2025, found that more than half of companies hadn't complied. Anyone facing pay discrimination can claim the rise and back pay for up to five years. They only have to make it credible, and the employer then has to prove otherwise.

Where the work is

Logib does the calculations. But the Datalist Excel sheet needs one row per contract: age, gender, years of service, education, job, level of requirements, professional position, activity rate, basic wage, allowances, 13th month and special payments.

This data rarely sits together. Payroll is in one program, education in personnel files, jobs in an org chart with different names in each department. People with two contracts appear twice, hourly staff use a different column and apprentices have to be marked separately.

What I do

I take the payroll and staff exports and merge them into one Datalist sheet, one row per contract;
I write the conversion rules once, so next year's sheet doesn't start from zero;
I flag incomplete or odd rows before upload: zero salaries, wrong activity rates, dates that don't add up;
if you need it, I build a dashboard with personal logins, to see what a pay rise changes.

Logib has two modules. Module 1 uses regression and technically needs at least 50 valid rows with both genders represented; it has a 5% tolerance limit and a 2.5% target. Module 2 is for smaller companies and those with few employees of one gender. You choose which to use with whoever does the verification.

When you don't need me

If your payroll provider already prepares the sheet, or you have few contracts and tidy data, you can fill it in yourselves using the guide from the Federal Office for Gender Equality. I'm useful when data sits in several places, or when you want to rerun the numbers often.

What I don't do

I don't run payroll, set the level of requirements for each job or act as the verifying body. This page summarises the law and the Logib guide as read on 31 October 2026 and is not legal advice. If you also have a company in Italy, the Italian pay transparency decree applies there, with different rules.

Frequently asked questions

Do I have to repeat the analysis every four years?

It depends on the result. If the analysis shows equal pay is respected, you don't need to repeat it. If it isn't, you repeat it after four years. You also repeat it if the verification finds the analysis wasn't done correctly.

How are the 100 employees counted?

You look at the start of the year, and apprentices don't count. If you reach 100 at the start of a later year, the duty starts then, and the rules stay in force until 30 June 2032.

Do I have to use Logib?

No. The method is your choice as long as it's scientific and legally sound. But Logib is free and comes from the federal government, so it's usually the simplest choice.

Does salary data end up on a server?

My work runs at your end, on your computer or server, and I test with made-up data. You upload to Logib yourselves. The guide says data is deleted from the server when you close the browser, so save the export locally.

If you are in Ticino or elsewhere in Switzerland

I work from Rovellasca, near Como, between Milan and the Swiss border, and part-time at a communication agency in Switzerland. For a Swiss company I built the AREAVISION website, business app and mobile app.

The service: Custom business web apps
More pages like this: Rules to comply with in Switzerland

Swiss equal pay analysis with Logib: the data, ready to load