Towards better recognition rather than statistical erasing of differences
The rate of female employment in Switzerland, particularly part-time, is on the rise and higher on average than in other European countries, but gender segregation remains marked, with a concentration of female jobs in certain specific sectors. Clearly, the efforts made over the last few decades have led to a notable evolution, but equity with men remains partial, and behind the favourably evolving statistical figures lies an economic and family reality that is out of step.
A combination of cultural traditions, more limited and expensive access to childcare solutions, and economic considerations explain why Switzerland has one of the lowest rates of women working at 100% among European countries. In fact, mothers continue to be strongly inclined towards part-time employment because of the need to reconcile work and family life, thus accumulating the equivalent of a double job. Among working women with children, 78% work part-time, while only 12% of fathers do so.
The traditional models of full-time father and inactive or low-activity mother are tending to decline, replaced by configurations in which both partners work, with an upward trend in the average activity rate for women. However, the resulting rebalancing of domestic tasks is progressing more slowly. Although men now devote more hours to housework and family care, in most cases the bulk of these tasks continue to fall to women. Recent surveys show that men remain more attached to the idea that their main role is to provide for the household’s economic needs, while women, even if they are gradually adopting more egalitarian models, still bear a large share of domestic and family responsibilities.
When it comes to reconciling work and family life, the situation remains very difficult for women. The high cost and inadequacy of childcare solutions, combined with disadvantageous taxation for second earners, often discourage women from increasing their activity rate. Conversely, countries such as Sweden have introduced more equitable parental leave policies – up to 78 weeks to be divided freely between the two parents – and affordable childcare services, thus facilitating a more balanced participation of women in the labor market. The real issue, therefore, is not just about achieving a numerical balance, but a genuine recognition of differences, a fairer distribution of tasks and responsibilities, and more targeted support.
Patriarchal traditions and the lack of childcare facilities still severely limit mothers’ professional prospects, often forcing them to interrupt their careers. These interruptions and part-time work hamper access to positions of responsibility and reduce pensions, accentuating women’s financial precariousness, particularly in the event of divorce or widowhood.
An invisible profession with skills that are insufficiently recognized
The situation remains difficult for stay-at-home mothers too!
In Switzerland, this concerns one mother in five. On average, stay-at-home mothers interrupt their working lives for 5 years to devote themselves to the family. The group of so-called “stay-at-home” mothers is far from homogeneous, including in their life choices and in the way they invest themselves as mothers or project themselves as professionally active people.
Some stay-at-home moms say they thought they’d stop working for a year or two when their children were born, and hadn’t even considered becoming a housewife. Strongly involved in the family, it’s when the children become more independent that they realize the passage of years and their distance from the job market. Others have chosen to devote themselves entirely to the family and have no desire to return to the world of work. Still others find it difficult to find their place, having been active in voluntary work or working with their spouse without recognition or financial reward, but are struggling to find a new direction.
In any case, the practical consequences of these career breaks can be very serious, even in Switzerland:
- Barriers to occupying positions of responsibility and hierarchy (most promotions take place when women are starting a family, i.e. between the ages of 31 and 40).
- Obsolescence and/or non-recognition of skills and difficulties in returning to work
- Unequal pay and benefits and higher risk of job insecurity
Family commitment develops skills comparable to those required in the world of work, yet these skills remain undervalued.
The question of how to better value domestic work and provide more effective support for mothers wishing to re-enter the job market remains a major challenge.
And a well-deserved retirement?
Whether it’s their family commitments or their professional lives, women work in different ways, but just as much as men. But can they expect equal treatment at retirement age? In other words, what’s the situation on the pension front?
The pension rights of a stay-at-home mother
A stay-at-home mother will benefit from the AVS pension and a vested benefit from the 2ᵉ pillar when she retires, provided she worked before having her children. However, these amounts are rarely sufficient to cover retirement expenses.
At AHV level, the pension will be equal to that of her husband. Indeed, when both spouses reach retirement age, their accumulated AHV income is pooled and redistributed equitably, according to the years of marriage.
As far as the 2ᵉ pillar is concerned, she will probably have vested benefits. One of the major disadvantages of these funds is that few institutions allow conversion into a lifetime annuity, preferring to pay a single lump sum on retirement. What’s more, vested benefit institutions are free to set their own fees and investment strategies, which can lead to variable performance and even losses on invested capital, unlike the LPP system. It is therefore essential to regularly check the performance of these institutions, and to apply to the LOB Guarantee Fund to recover any assets accumulated over the years.
The challenges facing women working part-time
Women working part-time face similar challenges, albeit to a lesser extent. In addition to their AHV pension, they will also receive a pension from their last employer’s pension fund, provided their salary exceeds the minimum BVG/LPP threshold (set at CHF 22,680.- in 2025).
How can you reduce these pension gaps?
There are several ways to improve the financial situation of retired women:
The3ᵉ pillar A: A woman working part-time can contribute to a 3ᵉ pillar A, which will offer her an immediate tax advantage and a more substantial capital sum when she retires. The maximum annual amount is CHF 7,258, but it is also possible to contribute a partial amount according to one’s financial capabilities. If not affiliated to a BVG pension fund: 20% of salary, up to a maximum of CHF 36,288/year.
Purchases in the2ᵉ pillar (BVG): For those who have the ability to save more, it is possible to make purchases in the pension fund to increase the pension on retirement. The maximum amount that can be purchased is indicated on the pension certificate.
Adapting the pension plan for part-time employees: You can talk to your employer or the employee representative on the pension committee (mentioned on the pension certificate) about adapting the BVG plan. The aim is to prevent part-time employees from being penalized even more than full-time employees.
The3ᵉ pillar B: For women who do not work, but still wish to build up savings for their retirement, the 3ᵉ pillar B can be an interesting solution. This type of flexible investment makes it possible to build up capital and, eventually, convert it into a private pension. In Geneva and Fribourg, a tax advantage is also given to policyholders saving this type of product.
A social issue
Of course, these solutions require a financial effort that is not always accessible to everyone. In many cases, it’s also thanks to the support of a spouse that these strategies can be implemented.
The key to a happy retirement lies above all in planning ahead and working as continuously as possible. A collective awareness is needed to encourage better coverage of women in the Swiss pension system, so that they can face the future with greater serenity.
Don’t hesitate to contact us so that together we can find the best solution for saving in complete security.
Argos Group, Mastery. Clarity. Commitment.
