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Gender Pay Gap Reporting in Ireland

The Gender Pay Gap Information Act 2021 will require organisations to report on the pay differences between female and male employees, including any bonuses.

The requirement will initially apply to organisations with 250 or more employees but will extend over time to organisations with 50 or more employees. Organisations will be required to indicate the reasons for any gender pay differentials that are reported. Reporting obligations are likely to begin in 2022 with regulations now being drafted.

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 work with large national and international employers from a wide range of sectors on their UK gender pay gap reporting obligations. We also advise on gender pay gap reporting requirements worldwide.

We break gender pay gap reporting into three main “phases”:

  • Ensuring 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 statistics. Gender pay gap statistics are a very blunt tool for assessing the extent of any workplace inequality and tell far from the whole story where gender equality is concerned. 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. 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 advanced statistical methods such as regression analysis to help you understand how much gender is really contributing towards your gaps.
  • Preparing and acting on your report. Gender pay gap reports are read by your employees, competitors, suppliers and clients/customers, as well as national and industry press. They set the tone for your organisation’s 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 organisation’s gender pay gap reports, helping add important context to their statistics and highlighting diversity initiatives.

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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.

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