Everything you need to know about the Swiss BehiG

The Swiss BehiG explained

What is the BehiG?

Switzerland's Disability Equality Act (Behindertengleichstellungsgesetz, BehiG) is a key federal law safeguarding the equal rights of people with disabilities. It came into force on 1 January 2004 and aims to prevent, reduce or eliminate existing disadvantages. The purpose of the Act is to ensure that people with disabilities can lead a self-determined life and participate fully and equally in society.

The legal basis of the BehiG is anchored in the Federal Constitution (Art. 8 para. 2 and 4), which prohibits discrimination and requires specific measures to promote equality for people with disabilities. In practical terms, the Act creates the conditions that enable people with disabilities to:

• participate equally in society

• maintain social relationships independently

• access education and training

• take up employment

• live independently and autonomously

In Switzerland, the Federal Office for the Equality of People with Disabilities (EBGB) is responsible for promoting and providing information related to the Act.

Who is affected by the BehiG?

The Disability Equality Act (BehiG) sets out the rights and duties of different actors in society and defines who is responsible for implementing equality. Its scope is crucial for the practical impact of the law.

Scope under current law

As of November 2025, the scope of the BehiG applies primarily to the public and semi-public sectors. This includes:

• Federal authorities and administrations:
  All federal offices are required to prevent discrimination within their area of responsibility. The cantons often have their own supplementary legislation.

• Concession-based companies:
  This mainly refers to public transport operators (rail, bus, tram) that provide services under a federal licence.

• Publicly accessible buildings and facilities:
  This includes new buildings and renovations of, for example, schools, administrative buildings, museums or railway stations.

• Public transport:
  Both vehicles (trains, buses) and infrastructure (stations, stops) must be designed to be accessible.

• Residential buildings:
  The obligation to ensure accessibility applies to new buildings with more than eight housing units.

• Employment relationships:
  Protection against discrimination currently applies only to public-law employment relationships at federal level. Private employers are largely exempt.

• Education and training:
  Education and training provided by the federal government must be accessible.

Extension under the 2027 revision

The revised draft of the Disability Equality Act (BehiG), expected to enter into force in 2027, significantly expands its scope and, for the first time, places comprehensive obligations on private actors:

• Private employers:
  Protection against discrimination will be extended to all private employment relationships. This is one of the most fundamental changes and strengthens the rights of people with disabilities in the general labour market.

• Private service providers:
  Businesses offering publicly accessible commercial or cultural services (e.g. retail, restaurants, cinemas) will be required to take “reasonable measures” to ensure accessibility.

• Digital services:
  Websites and apps provided by private companies will now fall under the non-discrimination requirement. They must comply with international accessibility standards (WCAG) to ensure participation in the digital space. This affects online shops, booking platforms, news portals and many others.

Why should I comply with the BehiG?

Complying with the Disability Equality Act (BehiG) is not only an ethical and social responsibility but also a legal obligation with concrete consequences and clear benefits. The reasons span legal, business and societal aspects.

Legal consequences

Anyone who violates the BehiG must expect legal action. The Act provides several mechanisms for enforcing rights:

• Conciliation procedures:
  Affected individuals can initiate a low-threshold conciliation process to reach an out-of-court agreement.

• Court proceedings:
  If conciliation fails, a claim can be filed in court. Courts may order the removal of a discriminatory barrier.

• Compensation and damages:
  Courts may award financial compensation of up to CHF 5,000 if discrimination is proven.

• Right of association to bring claims:
  Disability organisations have the right to bring claims on behalf of groups of affected individuals, particularly in cases involving buildings and public transport.

Business and societal reasons

Accessibility is not only a legal duty – it is also an opportunity. Both businesses and society benefit in multiple ways:

• Expanded customer base:
  Around 1.8 million people in Switzerland live with a disability. Accessible services open up this significant market.

• Improved user experience for everyone:
  Measures such as ramps, clear language or well-structured websites benefit not only people with disabilities, but also older adults, parents with pushchairs and people with temporary impairments.

• Reputational gain and competitive advantage:
  Inclusive organisations are perceived as modern, socially responsible and customer-focused.

• Economic benefits:
  When people with disabilities can fully participate in social and working life, they are less dependent on state support. Inclusion is therefore also economically beneficial.

Ethical and inclusive reasons

At its core, the BehiG is about human rights and social values. Compliance helps create a society in which:

• everyone has equal opportunities to participate, regardless of disability

• the dignity and self-determination of every individual are respected

• diversity is recognised as a strength and an asset

What deadlines apply under the BehiG?

The Disability Equality Act (BehiG) came into force on 1 January 2004 and set a clear 20-year implementation period for achieving full accessibility in public transport. This crucial deadline expired on 31 December 2023.

Outcome of the original deadline (2004–2024)

The target was clearly missed. By the end of 2023, according to the Federal Office of Transport, only around 60% of railway stations were fully accessible, meaning that more than 500 stations were not. The situation for bus and tram stops is even worse: around two thirds cannot be used independently. This shortfall severely restricts mobility and participation for people with disabilities.

New deadlines (2024–2030)

Given the inadequate level of implementation, disability organisations such as Inclusion Handicap are calling for a new, binding statutory deadline by 2030 at the latest. Their demand includes the following requirements:

• Regular monitoring: Continuous oversight of progress by the federal government and the cantons.

• Transparent plans: Detailed and publicly accessible plans showing which measures will be implemented where and when.

• Sanctions: Consequences for continued failure to meet the deadlines.

Deadlines under the revised BehiG (from 2027 onwards)

The revised draft of the Disability Equality Act (BehiG), due to enter into force on 1 January 2027, introduces a phased system of deadlines, particularly affecting the construction and digital sectors:

Accessible new buildings – reduced thresholds

• Residential buildings: The obligation to build accessible housing will apply to buildings with seven or more units (previously nine).

• Workplace buildings: Accessibility will be required from 25 workplaces upwards (previously 50).

• Adaptability: All newly constructed flats must be designed so they can be adapted to individual needs with reasonable effort if required.

Digital accessibility

For private service providers, staggered deadlines will be introduced to bring their websites and apps into compliance with international accessibility standards (WCAG 2.1/2.2). The exact deadlines will be determined by the Federal Council in a dedicated ordinance.

What changes are introduced by the new BehiG?

The revised draft adopted by the Federal Council on 20 December 2024 and submitted to Parliament represents a fundamental further development of the existing law.

Expanded definition and protection against discrimination

Previous rule: Protection against discrimination in working life applied only to federal public-sector employment relationships.

New rule: Protection against discrimination is extended to all private employment relationships. This means that private employers of any size are obliged to avoid discrimination in recruitment, terms and conditions of employment, pay, training, promotion and dismissal. This is a major milestone for workplace inclusion.

Digital accessibility as a new legal obligation

Previous rule: Private providers of websites and apps were largely not covered by the BehiG.

New rule: Private providers of publicly accessible digital services must make their services accessible.

• Binding minimum standards: Internationally recognised guidelines such as the Web Content Accessibility Guidelines (WCAG) apply.

• Wide scope: The obligation covers websites, mobile applications, digital documents and communication systems.

• Concrete requirements: These include perceivable content (e.g. alternative text for images), operable interfaces (e.g. keyboard navigation), understandable information (e.g. plain language) and technical robustness (compatibility with assistive technologies such as screen readers).

Recognition of sign language

Previous rule: Sign languages had no official legal status in Switzerland.

New rule: Swiss sign languages are officially recognised as languages. This is an important symbolic step towards acknowledging the culture of the Deaf community. However, critics note that the Act still does not provide concrete, enforceable rights to interpreting services in everyday life (e.g. during medical visits or interactions with authorities).

Accessible construction – reduced thresholds

Residential buildings:

• Previous: Obligation from nine housing units.

• New: Obligation from seven housing units. For smaller buildings (5–6 units), at least one floor must be accessible.

Workplace buildings:

• Previous: Obligation from 50 workplaces.

• New: Obligation from 25 workplaces.

The lowering of these thresholds is intended to ensure that a larger proportion of the building stock becomes accessible, improving living and working conditions for people with disabilities.

Reasonable adjustments

Previous rule: The concept of “reasonable adjustments” was poorly defined in legal terms.

New rule: Private service providers and employers must take appropriate and reasonable measures to prevent discrimination. What constitutes “reasonable” is determined on a case-by-case basis through a balancing of interests.
Example: A restaurant must provide a ramp for wheelchair users (reasonable), but it is not expected that all staff learn sign language (unreasonable).

Access to shops and everyday services

Previous rule: Private retailers and service providers were subject to very few requirements.

New rule: Shops selling everyday goods, restaurants, hotels and other publicly accessible service providers must be made accessible through reasonable adjustments. This can range from a simple ramp at the entrance to accessible payment systems, supporting independent living.

Assistance and independent living

New rule: The revision of the BehiG strengthens, in conjunction with other legislative reforms, the right to independent living.

• Freedom of choice: People with disabilities should be able to choose whether they live in their own home (with support) or in an institution.

• Easier access: Access to assistance contributions and technical aids is to be simplified. This requires close coordination with the reform of the Invalidity Insurance (IV).

What are the weaknesses and criticisms of the new BehiG?

Although the revised draft introduces many improvements, experts and disability organisations such as Inclusion Handicap identify seven key gaps and weaknesses that threaten the effective implementation of equality for people with disabilities.

Sign language: Only symbolic recognition

Issue:
The official recognition of sign language is an important step, but concrete and enforceable rights are still lacking. Access to interpreting services for education, employment, healthcare or interactions with public authorities is insufficiently regulated, which continues to hinder the participation of Deaf people.

Unclear funding

Issue:
The Federal Council insists that sufficient financial resources are available for implementation, but provides no transparent calculations. Cantons and municipalities fear substantial costs. For example, the Canton of Zurich budgeted four million francs over four years for its action plan to implement the UN Convention on the Rights of Persons with Disabilities, highlighting the scale of the financial challenge.

Accessible new buildings: Too many exceptions

Issue:
Even with the new, lower thresholds (7 housing units / 25 workplaces), a large proportion of buildings will still not be constructed accessibly. As buildings remain in use for decades, this risks creating new long-term barriers. Experts argue that all new buildings should at least be designed in a way that enables future adaptation with minimal effort.

Insufficient involvement of people with disabilities

Issue:
The UN Convention on the Rights of Persons with Disabilities (CRPD) mandates the principle of “nothing about us without us”, requiring the active involvement of people with disabilities in political processes. Critics argue that this participation is not sufficiently anchored in the new law and must go beyond standard consultation procedures.

People with psychosocial disabilities are barely considered

Issue:
Mental health conditions are the most common reason for disability insurance pensions, yet the new BehiG includes hardly any specific measures for this growing group. People with psychosocial disabilities often face stigma and exclusion, especially in the labour market – an issue insufficiently addressed by the Act.

Reasonable adjustments: Definition remains too vague

Issue:
The central concept of “reasonable adjustments” remains inadequately defined in legal terms. This creates uncertainty for businesses and affected individuals, as it is unclear which measures may be required in specific cases. A more precise definition or clearer examples would be essential for practical implementation.

Accessible public transport: Missing deadlines and enforcement

Issue:
For many affected individuals, the greatest disappointment is that the new BehiG does not set a new binding deadline for achieving full accessibility in public transport. After the failure to meet the 20-year deadline at the end of 2023, there is still no clear target date, and no sanctions are planned for further delays. This undermines confidence in disability equality policy within the transport sector.

How does Eye-Able support you in meeting the requirements of the BehiG?

Accessibility under the Disability Equality Act (BehiG) is not only a legal obligation – it is a key pillar of genuine digital inclusion in Switzerland. Every accessibility improvement you make enhances the usability of your digital services, helps you reach more people and increases trust in your organisation.

Eye-Able supports you at every level. Together, we develop a sustainable strategy to ensure your organisation achieves long-term compliance with the BehiG:

• Practical audits and manual accessibility testing

• Legally compliant accessibility statements

• Clear, actionable recommendations for swift implementation

• Continuous monitoring and AI-supported services (e.g. translations, content analysis, PDF audits and more)

By doing so, you not only reduce legal risks but also build trust, attract new customers and position yourself as a leader in digital inclusion – far beyond the minimum legal requirements.

The EAA (European Accessibility Act) sets binding minimum standards for digital accessibility across Europe. Based on this framework, EU Member States have introduced national laws:

• Germany: The BFSG incorporates the EAA requirements into German law

• Austria: The BaFG specifies the EAA obligations for digital content, products and services

Although Switzerland is not part of the EU, the BehiG and the upcoming 2027 revision are moving in the same direction – towards harmonised, modern digital accessibility aligned with international standards such as WCAG 2.2 and EN 301 549.

With Eye-Able, you are prepared for all these regulatory frameworks. Our solutions follow both Swiss requirements under the BehiG and relevant European norms. This ensures that your digital services are compliant with the BehiG today – and will meet the expectations of the EAA, BaFG and BFSG tomorrow.

Start early and make your organisation future-proof and accessible with Eye-Able.