Gender Pay Gap Reporting in Ireland
For the first time, employers in Ireland must report a series of gender pay gap statistics and must do so by December 2022. We provide a complete one-stop service to help employers in Ireland with the difficult new obligations, offering the reassurance of over half a decade of gender pay gap reporting experience.
The gender pay gap reporting requirements initially applies to organisations with 250 or more employees. Over time, this will extend to employers with 50 or more employees. Unlike in the UK, employers are be required to explain the causes for any gender pay gaps . Employers have until December 2022 to report their initial set of gender pay gap statistics.
Our gender pay gap reporting experience
Our team of employment specialists has significant experience dealing with complex workforce structures and remuneration schemes. We can manage the full gender pay gap reporting process: from ensuring legal compliance, to obtaining insights from your data, and finally to preparing your report. We support large national and international employers from a wide range of sectors on their UK gender pay gap reporting obligations, and they return for our support year after year. We also advise on gender pay gap reporting requirements worldwide.
Our gender pay gap reporting service
We break gender pay gap reporting into three main “phases”:
- Ensuring gender pay gap reporting compliance. Gender pay gap statistics are only as reliable as the data that goes into them. We have extensive experience of advising employers on how to treat their pay elements for the purposes of gender pay gap reporting. We can work with your payroll team and other stakeholders to help ensure you gather the correct data and only count the “relevant employees” in scope. We can also advise on more complex elements of remuneration that might be within scope of gender pay gap reporting, such as stock options or RSUs.
- Understanding your gender pay gap statistics. As noted above, employers in Ireland must identify and report the causes of their gender pay gaps. Our gender pay gap reporting experience means that we know where to look and how to extract this from complex data We can apply a range of statistical techniques to help you put your headline statistics in context and understand the real drivers behind your gaps. By drilling down into your figures to look at gaps by grade, department, job title or other relevant measure, we can help you assess whether you may be running any equal pay risks that warrant further investigation and action. Using simulated datasets, we can hypothesis test your data - for example, answering questions such as what would your gaps now (or in the future) be if there were gender equality at board level? What about at entry level? We can also apply more technical statistical methods such as regression analysis to help you understand how much gender is really contributing towards your pay gaps.
- Preparing and acting on your gender pay gap report. Again, in contrast to the UK, Ireland does not yet have a central portal for filing reports. We anticipate that the first round of Irish gender pay gap reports will be read and scrutinised by your employees, competitors, suppliers and clients/customers, as well as national and industry press. They set the tone for your approach to workplace gender diversity and, if done properly, can help promote your employment brand – or can damage it if you get it wrong. We can draft and review your gender pay gap reports, helping add important context to their statistics and highlighting diversity initiatives.
Fill in the form below to request a call back and find out how we might be able to help with your gender pay gap reporting.
Gender pay gap reporting in Ireland – updated guidance clarifies some (but not all) tricky issues20 July 2022
The gender pay gap reporting regulations in Ireland were published last month. Straight away, a number of issues with interpretation were apparent. The government has now clarified some (but not all) of these.
Gender pay gap reporting in Ireland – regulations finally published06 June 2022
The government published the gender pay gap reporting regulations setting out the detail of the reporting obligations under the Gender Pay Gap Information Act 2021 on 3 June 2022.
Gender pay gap reporting in Ireland – new guidance published12 May 2022
The Department of Children, Equality, Disability, Integration and Youth has finally published some details on how employers will have to calculate their gender pay gap statistics.
Gender pay gap reporting in Ireland: the current state of play21 April 2022
The long-awaited regulations setting out the detail for Irish employers’ gender pay gap reporting obligations are expected imminently. In this article we cover what we know and what we don’t yet know about the reporting obligations, how employers can prepare for gender pay gap reporting and compare UK and Irish legislation on gender pay gap reporting.
Gender pay gap reporting in Northern Ireland: what’s the latest?03 November 2021
What is the latest on gender pay gap reporting in Northern Ireland? This article examines the current position and sets out some important differences between the situation in Great Britain and in Northern Ireland.
Gender pay gap reporting in Ireland – what’s the latest?24 June 2021
The passing of the Gender Pay Gap Information Bill by the Dáil last month has pushed the preparations for gender pay gap reporting further up the to do list for many organisations. This article takes a look at the Bill and explains what employers need to know.