Women’s soccer: charting the economic landscape Insights from Switzerland and Italy
BY LUCIEN VALLONI AND SARA BOTTI[1]
Introduction
In the collective imagination, the world of women’s soccer is defined by a before and an after; and the watershed date is July 2023.
The FIFA World Cup 2023 in Australia and New Zealand has turned the world’s spotlights on women’s soccer, increasing attention to the sport, but also to female players in terms of sponsors, image rights and economic opportunities.
The global expansion of women’s soccer owes its momentum to a confluence of international tournaments, professional leagues, media spotlight, and a burgeoning public engagement. This surge is paralleled by a heightened acknowledgment of female athletes’ impact on the football landscape and concerted endeavours to advance gender parity within the realm of sports.
Women’s engagement in football has surged worldwide. Entities like FIFA, FIFPRO and national federations and national players’ unions are actively advocating for women’s football through youth initiatives, competitions, and campaigns aimed at bolstering female involvement.
Key events, such as the FIFA Women’s World Cup and the Olympic Games, have been instrumental in advancing women’s football. These competitions draw substantial media coverage, amplifying global interest in women’s soccer.
In numerous nations, professional women’s football leagues have emerged, exemplified by the Women’s Super League (WSL) in England, the National Women’s Soccer League (NWSL) in the United States, and Division 1 Féminine in France, amongst others, which have garnered considerable renown and triumph.
The amplification of media coverage for women’s football is evident, with an increasing number of matches being televised and streamed online, fostering heightened interest and cultivating a broader fan base.
Certain female players have ascended to global icon status, catalysing the elevation of women’s football onto a prominent stage. Their prominence serves as inspiration for countless young girls eager to participate in the sport.
In expanding nations, the trajectory of women’s football is on the rise. National federations are allocating resources towards nurturing young female prospects and establishing developmental initiatives aimed at enhancing the calibre of women’s football within their borders.
The influence of women’s football extends beyond the field of play, exerting a constructive effect on societal issues by championing gender parity and fostering female empowerment through athletic endeavours. In numerous locales, women’s football serves as a vehicle for challenging entrenched gender norms and advocating for inclusivity.
Despite its rapid global growth, women’s soccer continues to grapple with a persistent economic disparity compared to men’s soccer, presenting a challenge that appears daunting to overcome in the immediate future.
This article seeks to delve into the salary dynamics for female players, focusing on their contractual agreements with clubs, with specific emphasis on the Swiss and Italian contexts. The central aspect under scrutiny is not merely the absolute wage figures, but rather the structure of their income and the feasibility of accessing alternative revenue streams.
In essence, excluding leagues buoyed by substantial funding and sponsorships, along with clubs capable of offering moderate to high salaries, can women soccer players perceive their athletic prowess as a sustainable occupation?
Is it feasible for them to sustain themselves solely through playing soccer, or must they seek supplementary employment? And if the latter, is it legally permissible?
How is the income of a female football player composed? The FIFA response
In April 2024, FIFA released the “Multiple Jobholding in Elite Women’s Football” report, a collaborative effort with FIFPRO, the global representative organization for professional footballers, and Edith Cowan University in Australia as the academic partner. This report examines the feasibility of footballers participating in multiple jobs or occupations whilst pursuing their careers in football.
However, the emerging data presents a complex picture. Whilst professional football can, indeed, be recognized as a legitimate occupation, the income available from football alone is often insufficient to sustain female football players, necessitating the pursuit of alternative sources of income.
The report conducted surveys among players from twelve member associations spanning all six confederations. Female footballers from Australia, Botswana, Brazil, Chile, England, Fiji, Korea Republic, Mexico, New Zealand, Nigeria, Sweden, and the United States provided anonymous contributions to the study.
In the survey, 736 female football players, with an average age of 25.6 years, were interviewed, with 71.5% confirming their status as professional players. Amongst the respondents, 52% indicated that their earnings from athletics fall short of covering the expenses associated with playing.
Of greater concern, however, is the revelation that 51.9% of their total income – more than half – is derived from secondary employment, whilst football contributes only 38% to their overall earnings. This underscores that, for many players, a second job is not a choice but a requirement, necessitating legal frameworks to support this reality.
The employment contract of Swiss women football players
In Switzerland, the women’s football landscape operates under the jurisdiction of the Swiss Football Association (“SFV-ASF”) and encompasses various leagues, including the Women’s Super League, the National B League, and three amateur divisions.
Much like its global counterpart, women’s football in Switzerland is experiencing an upward trajectory in terms of its reach, popularity, and the establishment of professional structures. The country has witnessed a consistent rise in the participation of women and girls in football.
To bolster female involvement, the SFV-ASF has implemented initiatives aimed at fostering growth, such as youth tournaments and programmes designed to advocate for football within educational settings. These efforts signify a concerted push to advance the presence of women’s football throughout Switzerland.
In contrast to countries boasting highly professional women’s leagues, female players in Switzerland often contend with comparatively lower salaries. Many find themselves seeking supplementary income through alternative employment or part-time work to meet their financial needs. The disparity in wages among women players is considerable and hinges on factors such as the club and the level of competition.
Moreover, sponsorship opportunities and financial backing remain limited in comparison to the resources available to male football counterparts, exacerbating the income gap between genders within the sport.
Whilst women’s football players in Switzerland operate under employment contracts akin to those in men’s football, discrepancies exist due to the less professionalized nature of the sector. Nevertheless, overarching terms and conditions of employment for non-amateur players within SFV-ASF clubs provide a framework for their engagement in the sport.
The most recent version of these regulations, dating back to 2017, delineates the responsibilities of both the club, acting as the employer, and the player, functioning as the employee.
Pertaining to supplemental income activities, it explicitly stipulates that the player is prohibited from engaging in any additional gainful employment without prior written consent from the club, save for professional training. Any alterations to the player’s supplementary employment must also be sanctioned by the club in writing. This framework affords the club considerable authority in regulating the player’s ancillary activities.
In essence, the player is expected to abstain from any conduct that could significantly compromise their physical or mental performance capabilities in the short, medium, or long term. This includes refraining from engaging in other sports or activities, particularly those with inherent physical risks (such as downhill skiing, snowboarding, bobsleighing, paragliding, parachuting, horse riding, canyoning), or participating in organised sports (including football) with other clubs or groups without prior written approval from the club, even during periods of vacation.
Moreover, from a promotional standpoint, the player is obligated to partake in all reasonably sustainable advertising and commercial endeavors as requested by the club, without expecting additional remuneration beyond the agreed-upon salary. The player is not entitled to any portion of the club’s income.
However, with the club’s written consent, the player may independently exploit their image without compensating the club for such usage.
From a communication perspective, the player must obtain prior written consent from the club or affiliated parties under contract before initiating any regular collaboration with the media (including television, radio, press, digital media, and so on). Additionally, personal advertising or sales activities by the player require explicit written authorization from the club.
Regarding salary arrangements, the club disburses the player’s basic salary on a monthly basis, along with any supplementary benefits they may offer. Remuneration is subject to deductions for statutory social security contributions, including AHV, IV, IPG, AC, UVG, BVG, and others.
In terms of vacation entitlements, the player is entitled to four weeks of paid holiday per year, or five weeks up to the age of 20. A minimum of two weeks’ holiday must be consecutive, with the club responsible for setting the holiday dates, taking the player’s interests into fair consideration.
From a technical standpoint, the employment contract governed by Swiss law for a female football player does not inherently impose restrictions on the pursuit of a secondary job, except with the explicit agreement of the club.
Under Labour Law (“LL”), engaging in diverse activities is, generally, permissible. However, it is imperative to adhere to all provisions of LL comprehensively, ensuring compliance with all activities undertaken and rectifying any conditions that contravene legal requirements.
In Switzerland, there exists a fundamental principle outlined in art. 9 of the LL and art. 2 of the Ordinance on Labour Law 1 (“OLL 1”), stipulating that the maximum duration of the workweek varies, based on the nature of employment:
For workers in industrial enterprises, office personnel, technical employees, and sales staff at large retail establishments, the maximum workweek duration is set at 45 hours.
For all other workers, the maximum workweek duration is extended to 50 hours.
Furthermore, a provision for flexibility (as per art. 22 of OLL 1) is established for companies susceptible to work disruptions caused by inclement weather or significant seasonal fluctuations. In such cases, the maximum workweek duration of 45 or 50 hours may be extended by a maximum of 4 hours, provided that it does not exceed the six-month average.
The Italian case: the fresh acquisition of professional status and the employment contracts of women football players
Over the past decade, women’s football in Italy has experienced remarkable growth and advancement, garnering heightened attention and support from both fans and institutions alike. The Italian Football Federation (“FIGC”) has been actively engaged in promoting the women’s game, signalling a commitment to its development.
A significant milestone was reached on 1 July 2022, as women’s Serie A soccer players attained professional status. This landmark achievement marks a substantial improvement in the working conditions of female players, who were previously regarded more as enthusiasts than professionals.
The professionalisation of Serie A Femminile is poised to catalyse increased investment, enhanced facilities, and heightened competitiveness among teams. This evolution holds the potential to attract top talent from across the globe, consequently elevating the level of competition within Italian women’s football.
As the sport continues its expansion, the anticipated rise in media coverage and sponsorship opportunities promises to amplify exposure and bolster fan engagement within women’s soccer in Italy.
Sustaining and nurturing young female talent remains paramount for the enduring growth of the sport. The FIGC’s ongoing investments in grassroots’ initiatives and academies underscore a concerted effort to fortify the talent pipeline.
With heightened competition domestically, Italian teams are poised to make significant strides in UEFA competitions, potentially enhancing the global standing of Italian women’s soccer.
Overall, the outlook for women’s soccer in Italy appears promising, buoyed by positive momentum and a burgeoning interest from fans and stakeholders alike.
On 30 June 2022, the Assembly of Women’s Serie A clubs, Assocalciatori, and Assoallenatori, finalized a collective agreement, effectively greenlighting the transition to professionalism for women’s soccer in terms of labour contracts, marking a pivotal milestone in the sport’s evolution.
The advent of professionalism in women’s soccer signifies significant shifts in the remuneration structures for female players. The recently inked collective agreement, spanning a three-year duration, serves as the cornerstone for regulating the economic and normative aspects of the employment relationship between clubs and registered female players.
Under this agreement, a minimum salary is guaranteed for all female players, with no upper limit imposed. Instead, the negotiated amount is contingent upon prevailing market conditions and individual negotiations between players and their respective clubs.
These provisions extend essential protections to female players, akin to those afforded to any female employee, encompassing areas such as sickness benefits, maternity leave, and contributions. Existing contracts are slated for revision in accordance with the terms outlined in the new agreement, ensuring alignment with the evolving landscape of professionalism in women’s soccer.
The minimum guaranteed salaries are delineated based on age or specified within the context of the first contract. For players aged 24 and above, the minimum salary stands at € 26,664 gross, corresponding to € 19,750 net. Conversely, for younger age brackets, the minimum salary ranges from € 14,397 gross, equivalent to € 11,405 net, for players aged 16 to 19.
For the 2022-2023 season, female soccer players born from 1997 onwards are eligible to enter into bona fide labour contracts, subject to free negotiation, with a maximum duration capped at 5 years. Additionally, there exists a technical training contract, a distinct type of agreement signed by female soccer players, albeit not constituting an employment contract per se.
In Italy, having two jobs is legally permissible, contingent upon specific conditions, and thus entirely lawful. However, both activities must adhere to legal requirements and regulations to maintain legality.
Various combinations are authorized by law, including holding a position as an employee alongside a self-employed endeavour. Simultaneously, individuals can engage in either two employee roles or two self-employed activities. As long as each activity complies with legal standards, individuals have the freedom to pursue multiple professional avenues within the bounds of the law.
The first principle that we will explore is the duty of loyalty, enshrined in art. 2105 of the Italian Civil Code, which states:
“The employee shall not conduct business, whether on their own behalf or on behalf of third parties, that competes with the employer’s interests. Furthermore, the employee shall refrain from disclosing information regarding the organisation and production methods of the enterprise or utilising such information in a manner that could harm the employer.”
This principle emphasises the employee’s obligation to prioritise the interests of the employer and refrain from engaging in activities that may undermine or compete with the employer’s business. Additionally, it underscores the importance of maintaining confidentiality regarding sensitive company information and preventing its misuse to the detriment of the employer.
Regarding working hours, regulations dictate that an individual cannot exceed 48 hours of work per week over a span of four months. An employee, who neglects to disclose additional work hours from another employer, may face disciplinary measures, which must be commensurate with the infraction.
To safeguard the well-being of workers, art. 4 of Legislative Decree 66/2003 imposes a cap on the maximum duration of weekly working hours under employment contracts. Specifically, across seven consecutive days, the maximum limit stands at 48 hours, encompassing any overtime worked.
Indeed, according to the Decree, each employee is entitled to a minimum of 11 consecutive hours of rest within every 24-hour period, as outlined in art. 7. Additionally, art. 9 stipulates the obligation for employees to observe a day of rest, comprising 24 consecutive hours, each week.
Based on these legal provisions, it is not permissible to enter into more than one full-time employment contract, as each contract would typically entail a 40-hour workweek. However, it is feasible to hold two part-time employment contracts simultaneously, provided that the combined weekly hours across both contracts do not exceed the limit of 48 hours, thus ensuring compliance with the statutory rest and working time regulations.
In the collective agreement concerning Italian women’s soccer, it is explicitly stated that Italian players are prohibited from engaging in secondary employment without prior approval from their respective clubs. Additionally, any activities, including entrepreneurial pursuits, that could potentially jeopardize the physical well-being of the players, are strictly forbidden. In the event of conflicts between athletes and their clubs, an arbitration body will be designated to resolve disputes.
Furthermore, the club is responsible for making social security contributions on behalf of the players, who are entitled to weekly rest and an annual leave period of 30 days. Additionally, provisions are made for marriage leave and protection for female players during pregnancy and postpartum periods, recognizing these significant life events and ensuring appropriate support and accommodations.
Conclusions: key takeaways on women’s soccer contracts, a final comparison between Italy and Switzerland
The Swiss agreement is the same agreement as for men. However, in the man field the players of the first division do earn much more and are able to maintain the living costs without any additional employment job.
Women are in need of a second job to maintain the living costs.
That is the reason why, in our opinion, the club is not allowed to say no to a second job of a women player if the money earned in the women football employment agreement is too low.
Hence, the employment agreement must be different. Be it, that in case of a low salary (below CHF 4,000) the football employment agreement cannot be for a 100% job, but must be below 100% to enable the player to earn at least a minimum salary of CHF 4,000 or that it generally allows the player to have an additional job without prior written approval of the club.
Furthermore, as long as the salary is lower than CHF 4,000 also the very strict rules concerning the image rights should be drafted more in favour of the players to allow them to generate additional income.
Apart from that, what is missing in the standard player contract is the new FIFA rules for the protection of pregnant women. These FIFA rules already now for more than two years should have been implemented in the employment agreement, which is not the case in Switzerland, and which is extremely important.
Based on these FIFA rules, the women do have the right to come back after pregnancy and do have the right to get a different 100% job during pregnancy if the women so wish.
The Italian contract, on the other hand, unlike the Swiss one, is specifically dedicated to women and has a value that can be defined as political/social as well as economic.
The advent of professionalism in Italian women’s soccer is a turning point of civilization and an attempt to actualise the vision of equality between men and women.
Perhaps more could have been done, but having openly indicated that any discrimination based on gender, sexual orientation or personal opinions is prohibited in the employment of female athletes, in accordance with current national legislation, in order to guarantee human rights and fundamental freedoms in accordance with the provisions of the Code of Equal Opportunities between Men and Women and Legislative Decree No. 216 of 9 July 2003, with particular attention to the protection of women during pregnancy and motherhood, including adoptive motherhood, and respect for their rights, is a huge step forward for female athletes.
The normalization of the state of pregnancy and puerperium is, in fact, regulated and provides a reference to the general norm that affects all working women in Italy, art. 16 of Legislative Decree 151 of 2001, extending protection to professional female soccer athletes.
Regarding the economic nature of the agreement, it must be said that, in Italy, the minimum wage is not stipulated by law, but left to collective bargaining, and the Italian economic agreement is an important first step, a starting point that hopefully can soon be revised and adapted to the women’s soccer market, which is expanding worldwide.
[1] Valloni Attorneys, Zurich, Switzerland. E-mail: