The Federal Council enacted the amendment to the Gender Equality Act (GIG) on 21 August 2019 and brought the corresponding ordinance into force with effect from 1 July 2020.
Companies with 100 or more employees need to take action.
The first internal equal pay analysis must be completed by the end of June 2021 at the latest.
The review of the equal pay analysis must subsequently be completed by the end of June 2022 at the latest (Art. 13e (3) GIG) and the employees and the shareholders must be informed of the outcome of the equal pay analysis by no later than the end of June 2023 (Art. 13g and 13h GIG).
In the course of conducting an equal pay analysis, action may be required in two areas. On the one hand, the correct entry and loading of the data in the LOGIB system is a relatively complex process, which has a significant impact on the results.
Furthermore, in the event of non-compliance with the principle of equal pay, measures must be taken to ensure compliance in the future. With Treureva HR, we help our customers to:
- record, evaluate and interpret the equal pay analysis
- develop measures in the event of non-compliance
If you have already conducted the analysis or are having it conducted by another provider, the Treureva Audit team is available for the formal verification and reporting of this special statutory audit.
Your contacts and their teams will be delighted to assist you.
Manuel Wiederkehr, Shareholder / Head of HR
Peter Rüegsegger, Head of audit