Employers with 150 or more employees are currently required to publish details of the gender pay gap in their business by December each year. Employers with 50 or more employees are due to be in scope for the 2025 reporting cycle.
Contact usMandatory gender pay gap (GPG) reporting is currently a legal requirement for employers with 150 or more employees. In 2025, the threshold for in-scope employers is expected to drop to organisations with 50 or more employees. Those employers must report the GPG within their organisation and identify the reasons for such differences and the measures (if any) being taken or proposed to be taken to eliminate or reduce such differences.
The EU Pay Transparency Directive is due to be transposed into Irish law by June 2026. The Pay Transparency Directive will mean an increase in employee and employee representative involvement in pay equity and it contains potentially onerous requirements to conduct equal pay assessments. It will undoubtedly lead to an increase in the profile of equal pay and pay transparency across EU member states and likely lead to a rise in equal pay claims. In preparation for the implementation of the Directive, employers should examine their existing pay practices and take steps to address any issues at an early stage.
Our expert team is on hand not only to advise you of the reporting requirements to ensure compliance with the legislation, but to guide you through essential preparatory steps.
Mar 2025
The Minister for Children, Disability and Equality has announced that the long-awaited gender pay gap reporting portal will be launched in autumn 2025.
Read MoreOct 2024
We take a look at the case of Paula Reid v Teagasc, the contrasting decisions of the WRC and Labour Court, and set out the key takeaways for employers. Additionally, we highlight the steps employers need to take to prepare for the implementation of the Directive.
Read MoreJul 2024
Mandatory gender pay gap (GPG) reporting in Ireland is now in its third year and, as expected, the threshold drops this year (2024) from employers with 250 or more employees to those with 150 or more employees.
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