Summary
The Federal Office for Gender Equality (EBG) and the State Secretariat for Economic Affairs (SECO) are publishing revised information materials on sexual harassment in the workplace. A study conducted in 2024 shows that one-third of Swiss employees experienced sexual harassment in the past twelve months. The updated materials are aimed at employers and employees and convey rights, obligations, prevention strategies, and courses of action in the event of incidents.
Persons
Topics
- Labor Law
- Gender Equality
- Prevention
- Corporate Responsibility
Clarus Lead
The Swiss Federal Office is updating its information materials on sexual harassment in the workplace – a response to alarming study results. A recent survey shows that every third person experiences sexual harassment in the workplace. The new materials are designed to equip companies and employees with concrete tools to prevent harassment and respond appropriately.
Clarus Analysis
Clarus Research: The 2024 study documents a rate of 33 percent of affected employees within twelve months – an indicator of the prevalence of the problem in the Swiss economy that justifies pressure for action on employers and authorities.
Classification: The update of information materials signals a paradigm shift from reactive to preventive corporate responsibility. Employers are not only obligated to comply, but also receive concrete checklists and best-practice examples.
Consequence: Companies must review and document their internal safeguards; employees receive clear guidance on their rights and escalation procedures. The availability of flyers and brochures reduces information barriers.
Detailed Summary
Swiss federal authorities have recognized that sexual harassment in the workplace is a systemic problem that requires structural solutions. The update of information materials by the EBG and SECO is based on scientific findings and aims to strengthen prevention, intervention, and awareness-raising.
The revised materials address multiple target groups and levels of action. For employers, the focus is on legal obligations, prevention principles, and practical implementation examples. A checklist enables companies to evaluate their existing protective measures and identify gaps. For employees, the various forms of sexual harassment are explicitly defined and concrete steps to take in case of incidents are outlined. An additional flyer summarizes key points concisely and thus lowers the entry barrier for employees.
The materials address not only definitions and legal foundations, but also the consequences of harassment for those affected and organizations. This underscores that prevention is not only an ethical but also an economic responsibility.
Key Messages
- One-third of Swiss employees were exposed to sexual harassment in the workplace over the course of a year.
- The Federal Office provides employers and employees with differentiated, practice-oriented information materials.
- The materials include brochures, checklists, and flyers to promote prevention, intervention, and awareness-raising.
Stakeholders & Those Affected
| Stakeholder | Role |
|---|---|
| Employers | Obligated to prevent harassment; receive checklists and best-practice examples |
| Employees | Receive information about their rights and courses of action |
| Those Affected by Harassment | Benefit from clear escalation procedures and support resources |
| Authorities (EBG, SECO) | Set prevention standards and provide tools |
Opportunities & Risks
| Opportunities | Risks |
|---|---|
| Increased awareness through low-threshold information materials | Implementation gaps: materials without enforcement mechanisms remain ineffective |
| Legal certainty for employers through clear guidelines | Unequal resource allocation: SMEs may face difficulties in implementation |
| Empowerment of those affected through knowledge transfer | Cultural resistance: corporate cultures may block prevention efforts |
| Measurable reduction in harassment cases through prevention | Trust issues: those affected may avoid internal reporting channels |
Action Relevance
For Employers:
- Download checklist and review internal safeguards
- Conduct training for managers and employees
- Document and communicate complaint procedures
- Indicators: Reduction in incidents, employee surveys, training participation rates
For Employees:
- Read brochure and learn about your own rights
- Identify trusted contacts or complaint offices
- Document and report in case of an incident
- Indicators: Trust in complaint procedures, reporting rates, support utilization
Quality Assurance & Fact-Checking
- [x] Central statements and figures verified
- [x] Unconfirmed data marked with ⚠️
- [ ] Web research for current data conducted (only press release available)
- [x] Bias or political one-sidedness marked
Note: The press release contains no critical counterarguments or implementation obstacles. Independent research on implementation experiences in Swiss companies would be recommended.
Supplementary Research
⚠️ No additional sources available in the metadata. For a complete analysis, the following sources would be recommended:
- Results of the 2024 study by EBG/SECO (detailed analyses)
- Comparative studies from other countries (e.g., Scandinavia, Germany)
- Case studies on the implementation of prevention measures in Swiss companies
Bibliography
Primary Source:
Federal Office for Gender Equality / State Secretariat for Economic Affairs (February 3, 2026): Sexual Harassment in the Workplace: Federal Government Updates Information Materials – https://www.news.admin.ch/de/newnsb/Kg5Az9jI2PTrnZy5Jw1de
Supplementary Sources:
- Publications on sexual harassment in the workplace (EBG)
- Information page Sexual Harassment in the Workplace (EBG)
- Information page Sexual Harassment (SECO)
Verification Status: ✓ Facts checked on February 3, 2026
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This text was created with the support of Claude.
Editorial responsibility: clarus.news | Fact-checking: February 3, 2026