---
title: Analysing pay equity (Gender Equality Act)
description: Measure the gender pay gap with the Logib model, prepare the Logib sheet and track action plans.
url: "https://illizeo.com/en/centre-aide/budget-pay-equity/"
updated: "2026-11-01"
category: "Budget & payroll costs"
---

# Analysing pay equity (Gender Equality Act)

The **Pay equity** tab measures pay gaps between women and men, raw and adjusted, with the Confederation's regression model (Logib), against the 5% tolerance threshold of the Swiss Gender Equality Act. It also prepares the sheet to load into the official Logib tool and tracks action plans. This article is intended for HR teams.

## Before you start

- The "Pay equity" permission opens the tab at the **Access** level (aggregated analysis and plans); the **Execute** level allows entering variables, recording an analysis, exporting for Logib, managing plans and seeing missing data per person. By default: Execute for the Administrator and HR Manager roles.
- Data comes from the profiles: gender, date of birth, entry date, position, base salary, education and professional position. Only the job's skill level is entered in the module.

## The population analysed

The analysis covers salaried contracts current on the **Reference date** (today by default), excluding external contracts. Apprenticeship and vocational training contracts, and contracts with no gender, are counted then excluded.

A contract is **complete** when it has its eight data items: gender, reference salary, date of birth, entry date, education, professional position, skill level and function (the contract's position). The salary analysed is the reference salary (13th and 14th included, bonuses and allowances excluded), brought to the most common weekly working time, as in Logib.

## What the page shows

![Pay equity tab: reference date, analysis result, raw gap and indicators](https://i0.wp.com/illizeo.com/wp-content/uploads/2026/11/budget-pay-equity-01.en_.png?resize=800%2C500&quality=80&ssl=1)
The Pay equity tab

- **The result**: the adjusted pay gap (unexplained part), its 95% interval, the raw gap, a gauge marking the 5% threshold and the date of the last recorded analysis. A negative gap is to women's disadvantage.
- **The indicators**: population analysed (complete out of retained), women and men, **Raw gap**, **Confidentiality threshold**.
- **Salary and years of service by gender**: a scatter of anonymised dots, with one line per gender.
- **Raw gaps by group**: by function or by pay scale class.
- **Points of attention and leads**: groups whose raw gap exceeds 5%, or an under-representation of women among managerial staff, with a suggested lead.
- **Data quality**: the number of missing data items by type; at the Execute level, the list of people and what needs completing.

| Result shown | Meaning |
| --- | --- |
| Gap not significant | The gap is not statistically significant (5% test) |
| Below the 2.5% target value | Significant gap, below 2.5% |
| Below the 5% tolerance threshold | Significant gap, below 5% |
| Beyond the 5% tolerance threshold | Significant gap, beyond the tolerance threshold |

The first three results are presented as compliant with the Gender Equality Act.

## Running an analysis

1. Choose the **Reference date**.
2. Click **Variables**. In **Analysis variables**, choose the job's skill level for each contract (1: most demanding tasks, to 4: simple or repetitive tasks). A switch shows only the contracts to complete, and a level can be set for all contracts without one with **Apply**. Click **Save**. Education and professional position are taken from the Swiss payroll FSO statistics, failing that from the profile; their source is shown.
3. Complete the data flagged under **Data quality**.
4. Check the result. When you are satisfied, click **Record the analysis**: it is frozen in the **Analysis history** together with its Logib sheet.
5. Click **Logib sheet** to download the Excel file to load into the Confederation's tool. A recorded sheet can also be downloaded from the history.

![Analysis variables dialog](https://i0.wp.com/illizeo.com/wp-content/uploads/2026/11/budget-pay-equity-02.en_.png?resize=800%2C500&quality=80&ssl=1)
The analysis variables

## Action plans

The **Action plans** card tracks the measures to reduce gaps. **New plan** asks for a **Title** and, if you wish, a description, a **Person in charge** (who must hold the Pay equity permission), a **Due date**, a **Progress (%)** and a status (according to progress, or to do, in progress, done). The person in charge is notified in the bell and by e-mail when the plan is entrusted to them, unless they assign it to themselves; the notification contains no gap figure.

![Points of attention and leads, Action plans and Data quality cards](https://i0.wp.com/illizeo.com/wp-content/uploads/2026/11/budget-pay-equity-03.en_.png?resize=800%2C500&quality=80&ssl=1)
Action plans and data quality

## Good to know

- The analysis requires at least 10 women and 10 men with complete data; below that, the screen shows "Analysis not possible yet" with the raw gap only.
- Below 50 people with complete data, the result is indicative: the official Logib tool does not return an analysis.
- To protect confidentiality, a group with fewer than 5 women or 5 men is hidden (threshold adjustable from 3 to 50 in the module settings); the scatter is only published if the overall gap can be published.
- An analysis can be recorded even when it is not possible: the history says so.
- The "Pay equity (GEA)" system report provides this data in People Analytics.

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