FAQ

The most important legal foundations in Switzerland are the Federal Constitution (Art. 8 FC) and the Federal Act on Gender Equality (Gender Equality Act, GEA). These laws ensure that discrimination based on gender, origin or sexual orientation is prohibited and that companies are obliged to promote equal opportunities.

Companies that do not actively promote equality risk violating legal provisions, which can lead to legal consequences, fines or claims for damages. In addition, there may be reputational damage, demotivation of employees or loss of talented professionals. Inequalities within the company can also lead to a deterioration of the working atmosphere, which negatively affects the workplace climate and productivity.

The Gender Equality Act (GEA) obliges us as employers to promote equality between women and men and to take measures to prevent discrimination. Our duty of care includes the responsibility to create a work environment free from discrimination and harassment and to promote the professional development and equal opportunities of all employees.

Discrimination in the workplace represents a significant risk for compliance violations, as companies are legally obliged to ensure a discrimination-free work environment. If discrimination occurs, this can lead to legal consequences such as lawsuits from affected employees or even fines and claims for damages. Furthermore, discrimination can undermine employee trust and morale, leading to decreased productivity and a poor corporate culture. Companies can also damage their reputation and deter potential talent if they cannot demonstrate that they promote equal opportunities and actively prevent discrimination. A stronger focus on compliance in the area of equality and anti-discrimination is therefore essential to minimise legal, financial and reputational risks.

Sexual harassment in the workplace includes unwanted sexually determined acts, remarks or behaviours that create a disrespectful or hostile work environment. We must ensure that such incidents are consistently pursued and sanctioned. There should be a clear anti-harassment policy accessible to all employees, and we should offer training to raise awareness as well as a confidential complaint and support structure.

We are obliged to identify and remove barriers to promote the integration of people with disabilities. This includes both structural adjustments and adaptations in the workplace. Furthermore, we must ensure that people with disabilities have equal access to education and training as well as promotion opportunities.

Bullying in the workplace is repeated, intentional harassing or degrading behaviour towards an employee that leads to a hostile work environment. Unlike occasional conflicts, bullying is systematic harassment that can affect mental health and well-being. We as companies should protect ourselves and our employees by establishing clear anti-bullying policies, implementing a procedure for reporting bullying incidents and offering preventive training to prevent and combat bullying.

We can take preventive measures, such as introducing a clear anti-discrimination policy, regular training to raise employee awareness and transparent recruitment, promotion and salary procedures. Anonymous application procedures can also help to avoid discrimination.

We can offer flexible working hours, telework and flextime to facilitate the compatibility of work and private life. In addition, we can take measures to support employees with caregiving responsibilities and create a work culture that promotes diversity and offers equal opportunities to all employees.

Companies with more than 100 employees are legally obliged to regularly conduct a pay equality analysis to identify gender-specific pay differences. Companies can also voluntarily conduct an internal review of pay structures and, if necessary, take measures to address existing inequalities.

Equality in the workplace means that all employees have the same opportunities and rights regardless of gender, origin, religion, disability or other personal characteristics. As a company, we can promote equality by providing equal pay for equal work and equal access to career opportunities.

Equal rights refer to the legal recognition of equal rights and obligations for all people. Equality goes beyond this and ensures that all employees have the same opportunities in practice. This includes equal pay, career opportunities and access to resources.