Gender Pay Gap Reporting in Ireland

The gender pay gap reporting requirements currently apply to organisations with 250 or more employees. Next year this will reduce so that employers with 150 or more employees will have to report. In 2025, this will reduce further so just 50 employees will have to calculate and report their gaps. Unlike in the UK, employers in Ireland must explain the causes of their gender pay gaps.

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.