Gender Pay Gap Reporting for irish Business
Changing Requirements in 2025
Despite continued efforts to achieve equal pay, a difference between male and female earnings still exists. The Central Statistics Office reported that in 2023 the national gender pay gap was 8.2%, meaning full-time male employees earned, on average, more than their female colleagues.
Since its introduction, gender pay gap reporting in Ireland has been rolled out in phases:
2022: companies with 250 or more employees.
2024: extended to those with 150 or more employees.
2025: now applying to businesses with 50 or more employees, bringing an estimated 6,000 additional organisations into the system.
What Needs to Be Reported
Employers must publish detailed data each year, based on a snapshot date in June and covering the previous 12 months. Reports must include:
The mean and median gender pay gaps.
Differences in bonus pay.
Variations for part-time and temporary staff.
The proportion of male and female employees receiving bonuses and benefits-in-kind.
The spread of male and female employees across four pay bands, showing how staff are distributed throughout the pay structure.
Explaining the Results
In addition to publishing figures, employers must provide a narrative report. This statement should explain the reasons behind any identified pay gaps and outline the steps being taken to address them. Actions might include:
Reviewing recruitment and promotion practices.
Restructuring bonus schemes.
Offering more flexible work arrangements.
Addressing gender balance in leadership roles.
Key Deadline Changes
From 2025, the reporting deadline will move forward. Employers must now publish their reports in November, rather than December. This shift means HR and payroll teams will need to begin compiling and reviewing data earlier in the year to meet the new timetable.
Risks of Non-Compliance
Failure to comply carries both legal and reputational risks.
Employees can raise complaints with the Workplace Relations Commission (WRC).
The Irish Human Rights and Equality Commission (IHREC) has enforcement powers.
Non-compliance can also damage an employer’s reputation with staff and the public.
From 2026, the EU’s Pay Transparency Directive is expected to bring in financial penalties, adding further consequences.
Preparing for Change
Businesses should start planning now to ensure they are ready. Recommended steps include:
Conducting internal pay reviews.
Checking recruitment and promotion frameworks for fairness.
Monitoring gender balance in senior roles.
Identifying any gaps early and developing clear action plans.
Looking Ahead
A new public reporting portal is expected in autumn 2025, making reports accessible in one central location. This will form part of wider European measures to increase pay transparency, with the aim of improving equality across the workforce.
Gender pay gap reporting is more than a compliance exercise. It gives employers a chance to show a commitment to fairness, to take meaningful steps towards closing pay gaps, and to build greater trust with employees, stakeholders, and the wider community.
If you have questions about how these changes may affect your business, or need guidance on preparing your reports, please get in touch.