gender equality
Swiss gender pay gap narrows to a new low
The gender pay gap in Switzerland narrowed to its lowest recorded level in 2024, with women earning 15. 7% less than men on average, compared with 16. 2% in 2022. The unexplained portion also fell, although a substantial difference remains across the Swiss economy.
Women earned 15.7% less than men in 2024, the smallest average difference recorded in Switzerland. The figure, published by the Federal Statistical Office, marks a further decline from 16.2% in 2022, continuing a trend that has reduced the national gap from 19.0% in 2018 and 18.0% in 2020.
The calculation covers the Swiss economy across both private and public employers. It uses gross monthly wages standardised to a full-time workload, allowing the statistics to compare employees working different hours. The measure captures the difference between average earnings for women and men, while also reflecting the occupations, industries, seniority levels and employment patterns in which they work.
That distinction matters in Switzerland, where women and men remain unevenly represented across sectors and leadership positions. Pay differences generally widen with seniority, and women are more likely to take career breaks or work part time, often in response to childcare responsibilities. The headline number therefore describes the overall labour market, rather than a single act of unequal pay.
The new low gives policymakers and employers a clear measure of progress. It also leaves a sizeable difference across the economy, with the largest gaps concentrated in particular industries and at higher levels of management.
The Unexplained Difference Shrinks, Yet Remains
The adjusted gap fell to 6.5%, down from 7.0% in 2022. This is the portion that remains after the FSO accounts for observable characteristics such as education, professional experience, tenure, occupation, industry and seniority. In cash terms, the difference averaged CHF 640 per month, compared with CHF 657 two years earlier.
The residual is often called the unexplained gap. It identifies a difference between women and men with otherwise comparable recorded characteristics, but it does not provide a direct measure of discrimination. The data do not fully capture individual productivity, detailed job responsibilities, negotiation behaviour, language skills, additional training, management experience or the precise demands of a role.
Statistical assumptions and model design can also affect the result. A lower unexplained share is therefore meaningful as an indicator, while requiring careful interpretation. Swiss law prohibits paying a woman less solely because she is a mother, but career interruptions, reduced working hours or a move into a lower-paid role can affect experience and earnings without automatically constituting unlawful discrimination.
The adjusted figure gives employers a sharper area for review. It directs attention beyond broad workforce averages to recruitment, promotion, salary-setting practices and the way roles are evaluated inside individual organisations.