The certification process

The process is split in two phases : a statistical evaluation of the salary data followed by an on site audit.

Audits are entrusted to certification bodies. PwC (PricewaterhouseCoopers) is the lead partner. The certification procedure starts with a statistical evaluation of the company’s salary policy and all its salary data.

The second phase consists of an on-site audit during which interviews will be conducted to verify the company’s commitment to an equitable salary policy and its implementation in the HR processes as well as a survey among employees followed by interviews with staff members to measure their perception of the company’s salary policy.


Once these two phases have been concluded and all requirements have been met, the company will be certified for a three-year period and will obtain the equal-salary label. During that period, the company has to undergo two  monitoring audits to ensure  the company respects the recommandations for improvement set by the auditors.

In case of non-conformity

It is possible that the statistical evaluation unveils incoherencies in the company’s salary policy or discrepancies in compensation levels between women and men exceeding 5%.

If this is the case, the OUE’s report will indicate where the problems are and the company will know what needs to be done to overcome them.

Having remediated the situation, the company can then again apply for certification.

EQUAL SALARY procedure EN Jan 2017pdf


+How is confidentiality ensured?
+Can a company manipulate its salary data?
+Can a certified company lose its label?
+Is the certification only for the French-speaking part of Switzerland?