Gender pay gap in Ticino: still a distant goal

Context

In brief

• Gender pay gap in Ticino: still far away
• Average disparity of 16.2% in Switzerland
• Over 90% unexplained in Ticino

Key facts

• What: Gender pay gap
• When: Data from 2022 and 2024
• Where: Canton Ticino
• Who: Cantonal Statistical Office
• Amount: 657 CHF less per month for female workers

In Ticino, pay equality between men and women remains a distant goal. Despite the Federal Gender Equality Act, which came into force 30 years ago, women still earn 657 CHF less per month than their male colleagues for the same job, same qualifications, and same experience. The gender pay gap affects all professional sectors, from restaurants to hospitals, and does not spare even the most qualified professions. A waitress recounts having to face heavy work without help, while a doctor denounces having done more night shifts than her male colleagues without being able to advance her academic career. A Ticinese employee, on the other hand, saw her career slow down after announcing her pregnancy.

The situation in Ticino is particularly severe. At the national level, the average pay gap is 16.2%, but in Ticino, the portion of unexplained salary gap is over 90% in 2022 and 83% in 2024. These data, emerged thanks to an explicit request, show a reality often overlooked. Moreover, the Canton Ticino stands out for the frequency of dismissals after the arrival of a child, with many women receiving a dismissal letter immediately after maternity leave.

Difficulties in reporting

Reporting violations of the Federal Gender Equality Act is often very difficult for victims of pay discrimination. Legal costs can be unsustainable, the time to obtain justice long and painful, and the difficulty of gathering evidence an insurmountable obstacle. Moreover, many women avoid reporting for fear of being dismissed or not finding another job due to threats and intimidation. Natalie Urwyler, an anesthetist who won a court battle, recounts being defamed during a job interview by her former employer.

Weaknesses of the law

Another weak point of the Federal Gender Equality Act is the absence of sanctions for employers who violate the law. Even if an employer is found guilty, they do not face sanctions but must only compensate the victim by paying the missing part of the salary. This makes the law more of a statement than an effective protection. Despite the criticism, the Swiss Employers' Union maintains that no more laws and even sanctions are needed, affirming that most companies act correctly.

In 2025, the Federal Council communicated that more than half of the companies called to conduct an internal analysis to ensure pay equality did not carry out the required checks. In this case as well, there were no sanctions for those who failed to comply. In Ticino, the rules are stricter, at least on paper: companies with at least fifty employees must declare that they respect pay equality if they want to participate in a public tender. However, this is simply a self-certification without an analysis by an external body.

Implications for cross-border workers

For cross-border workers employed in Ticino, the situation regarding pay equality has important implications. The pay gap not only affects income but can also influence the possibility of obtaining social benefits such as AHV and LPP. Moreover, the lack of sanctions for employers who violate the law can make it more difficult for cross-border workers to obtain justice in case of pay discrimination.

What to do if you suspect pay discrimination

If you suspect you are a victim of pay discrimination, it is important to gather evidence and document all discrepancies. You can turn to the Federal Office for Gender Equality or a lawyer specialized in labor law. Moreover, you can use tools such as the salary calculator to compare your salary with the average in your sector.

Operational details

Practical analysis: implications for cross-border workers

The wage gap not only affects income but can also have repercussions on other aspects of cross-border workers' lives. For example, a wage gap can influence the ability to obtain social benefits such as AHV and LPP. Additionally, the lack of sanctions for employers who violate the law can make it more difficult for cross-border workers to obtain justice in cases of wage discrimination.

Comparison before and after the equality law

Before the Federal Equality Act came into force, the situation was even worse. Women were often paid less without any justification. After the law came into effect, the situation improved, but not enough. The law introduced mechanisms to report discriminations, but the lack of effective sanctions limited its impact.

Concrete scenarios

Let's imagine two scenarios: a cross-border worker working in Ticino who discovers they earn less than a male colleague for the same job, and another who is fired after announcing a pregnancy. In the first case, the cross-border worker can gather evidence and turn to the Federal Office for Gender Equality. In the second case, the cross-border worker can report the unfair dismissal and seek compensation. However, the process can be long and costly, and the lack of sanctions for the employer can make it difficult to obtain justice.

Comparisons with other regions

In other regions of Switzerland, the situation is different. For example, in the Canton of Zurich, the wage gap is lower and the sanctions for employers who violate the law are more severe. In Ticino, however, the situation is more serious and the sanctions are less effective. This can influence the decision of cross-border workers to work in Ticino or in other regions of Switzerland.

Tax implications

The wage gap can also have tax implications. For example, a cross-border worker who earns less than they should may have difficulty paying taxes and social contributions. Additionally, the lack of sanctions for employers who violate the law can make it more difficult for cross-border workers to obtain compensation and offset tax losses.

Useful tools

For cross-border workers who suspect they are victims of wage discrimination, there are several useful tools. For example, the salary calculator can help compare your salary with the sector average. Additionally, you can turn to a lawyer specializing in labor law or the Federal Office for Gender Equality.

Useful planning tools

To estimate your pension strategy, use the pension planner and the pillar 3 simulator.

Key points

What to do if you suspect wage discrimination

If you suspect you are a victim of wage discrimination, it's important to follow a clear and documented procedure. Here are the steps to follow:

1. Gather evidence: Document all wage discrepancies, such as pay slips, employment contracts, and communications with the employer. 2. Consult a lawyer: Seek advice from a lawyer specializing in labor law. 3. Contact the Federal Office for Gender Equality: File a formal complaint with the Federal Office for Gender Equality. 4. Use comparison tools: Use tools like the salary calculator to compare your salary with the average in your sector. 5. Report unfair dismissal: If you have been dismissed after announcing a pregnancy, you can report the unfair dismissal and claim compensation.

Deadlines and procedures

The deadlines for filing a complaint vary depending on the case. It is important to act promptly to avoid losing your rights. Additionally, you can use tools like the salary calculator to compare your salary with the average in your sector.

Site tools

To learn more, you can use tools like the salary calculator to compare your salary with the average in your sector. Additionally, you can consult guides and articles on the site to get updated and useful information.

Conclusion

Equal pay in Ticino remains a distant goal, but it is possible to take action to defend your rights. Following a clear and documented procedure, consulting a specialized lawyer, and using comparison tools can help you achieve justice and compensate for wage losses.

Source: rsi.ch