Human resources policy

compenswiss has its own personnel ordinance approved by the Federal Council.

Our human resources policy is based on our shared values of integrity, professionalism, collaboration and commitment and aims primarly to:

• create an attractive and favourable working environment;
• encourage the acquisition and development of skills;
• promote work-life balance;
• promote diversity and ensure non-discriminatory treatment.

These values are passed on to all new members of the staff and are embedded in compenswiss’s practices and operations.

The staff in figures

In 2025, the overall percentage of women on the compenswiss Executive Committee and in senior management roles remained stable at 26% (compared to 25% in 2024). Average employee tenure and age remain high, reflecting the seniority and experience of most of our staff.

Average seniority (excluding trainees): 9.4 years
Average age (excluding trainees): 49.2 years

Recent developments

The year 2025 was marked by the completion of two ambitious technological developments projects, representing a significant milestone in the evolution of the organisation and its practices.

In line with this, a participatory approach, structured around workshops, will be implemented to facilitate further reflection on certain aspects of day-to-day operations.

Staffing and continuity

Demographic changes in the workforce will lead to gradual staff renewal in the medium term. This is considered when planning resources, to ensure the continuity and stability of operations. In this context, compenswiss pays particular attention to anticipating staff departures and to promoting the transfer of knowledge and expertise, with a view to maintaining skills and ensuring that operations run smoothly.

Regulatory framework

New staff regulations were approved in 2025. These constitute an internal reference framework.

Staff training and development

compenswiss supports the development of its staff’s skills by offering tailored training. This offer is regularly updated to reflect changes in activities and the context. In 2025, certain initiatives focused on strengthening digital skills and adoption of new tools, to support the evolution of professional practices.

Change management

As part of the general monitoring of the internal situation during the phase of major projects, compenswiss conducted short surveys in 2025 to evaluate the internal climate. This approach aimed at providing an overall picture of the situation within the teams. The results obtained were generally stable and positive.

Health prevention

compenswiss takes a careful approach to workplace health and safety, within the existing framework of measures. This approach is based on targeted initiatives that ensure careful and balanced management.

Flexible working hours

compenswiss applies a flexible approach to working hours. Remote working is practised within a defined framework, requiring a minimum number of days on-site presence to ensure teams run smoothly. The organisation also offers employees the option of part-time work after the birth of a child, as well as flexibility adapted to other specific situations.

Equal pay: a renewed and ongoing commitment

By signing the Charter for Equal Pay in state-associated organisations, the Executive Committee of compenswiss has reiterated its commitment to equality between women and men.

This initiative is part of our regular practice of analysing equal pay, reflecting our commitment to ensuring constant fairness within compenswiss.

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