The Gender Pay Gap Information Act was signed into Irish law in 2021 and began having practical effect in 2022 for employers with more than 250 employees. In 2025 this applies to employers with more than 50 employees.
Under the Act, employers are required to publish information on their gender pay gap – specifically, gender based differences in mean and median hourly remuneration, mean and median bonus payments and the percentage of employees paid a bonus or benefits in kind. They must pick a snapshot date in June, look back over the preceding 12 months, and publish their report by November of that year.
Each organisation is also obliged to publish a broader explanation, giving the underlying reasons for any gap, and the measures the organisation intends to take to address it. All of this will be public information, published either on the organisation website or made available on a central portal which the government intend to ultimately provide.
Listen back to our recent Gender Pay Gap Reporting webinar to ensure that you have all the facts to help you tackle the requirements of gender pay gap reporting in Ireland.
Learn more about the implications of the upcoming EU Pay Transparency Directive by watching our webinar replay.
“It has long been said that what you don’t measure, you can’t manage. Gender pay gap reporting will give employers valuable insights into their internal pay and talent dynamics. For those serious about tackling inequity, it will be an early step towards a fairer and more inclusive environment that will benefit both employees and the organisation itself.”
Head of Career Consulting, Mercer Ireland
