Gender Pay Gap Reporting in Ireland
What Your Business Needs to Know in 2025
The conversation around workplace equality continues to grow, and Ireland is making significant progress in tackling one of its longest-standing challenges: the gender pay gap. In 2025, businesses across the country face expanded reporting requirements that demand focused attention and early preparation.
Understanding the Gender Pay Gap in Ireland
Despite efforts to promote equal pay for equal work, the gender pay gap remains a reality. According to the Central Statistics Office, the national gender pay gap stood at 8.2% in 2023. In practical terms, this means full-time male employees earned, on average, 8.2% more than their female counterparts.
How Reporting Requirements Have Evolved
Ireland has taken a phased approach to gender pay gap reporting. What began in December 2022 for companies with over 250 employees has since broadened its scope:
In 2024, the threshold dropped to 150 employees.
In 2025, it now includes businesses with 50 or more employees.
This change represents a significant shift. Around 6,000 public and private sector organisations are expected to come under these obligations, introducing a new level of transparency across the workforce.
What Businesses Are Required to Report
Reporting involves more than just submitting numbers. Organisations must select a snapshot date in June, which is used to analyse employee pay over the previous 12 months.
Companies must report on the following data:
Mean and median hourly pay differences between male and female employees
Mean and median bonus pay
Mean and median pay for part-time staff
Mean and median pay for employees on temporary contracts
Percentage of employees who received bonuses
Percentage of employees who received benefits-in-kind
Additionally, all employees must be assigned to one of four pay bands:
Lower
Lower-middle
Upper-middle
Upper
This allows for a clear overview of how pay is distributed across different levels within the business.
The Importance of the Narrative Report
It’s not just about the numbers. The legislation also requires a written narrative explaining, in the employer’s view, the reasons behind any gender pay gaps identified.
Where gaps exist, businesses must outline the steps they are taking to address them. These may include:
Reviewing recruitment processes
Restructuring bonus schemes
Analysing promotion patterns
Introducing flexible work policies
This aspect of the report encourages companies to go beyond compliance and examine the internal factors contributing to inequality.
A Tighter Reporting Timeline
The timeline for publishing reports has also changed. Previously, businesses had until December to publish their data following the June snapshot date. In 2025, that deadline moves forward by a month to November, reducing the reporting window to five months.
This means HR and payroll teams will need to work earlier and more efficiently to gather and process the required data. The advice is clear: don’t wait, begin preparations as soon as possible.
Non-Compliance: What Are the Risks?
While there are currently no financial penalties for non-compliance, the risks are still significant:
Employees can make complaints to the Workplace Relations Commission (WRC), which can order employers to comply.
These decisions may be published, potentially affecting the company’s public reputation.
The Irish Human Rights and Equality Commission (IHREC) also has powers to seek enforcement through the Circuit Court or High Court.
Looking ahead, businesses should note that financial penalties are likely to be introduced in line with the EU Pay Transparency Directive, which Ireland must adopt by June 2026.
Preparing for Change
For organisations falling under the new rules, compliance should be viewed as an opportunity—not just an obligation. It starts with data collection, typically using existing HR and payroll systems, but it goes further.
A successful approach will involve input from HR, senior leadership, communications, and legal teams. Companies may need to consider:
Systematic pay reviews
Adjusting promotion frameworks
Addressing gender balance in leadership development
Embedding these practices now can help build a more inclusive and fair workplace over the long term.
Looking Ahead: Public Transparency in 2025
A publicly accessible reporting portal is expected to launch in autumn 2025. This central database will allow employees, candidates, and the public to view and compare gender pay data across organisations.
This step signals a shift towards full transparency in pay practices. Businesses that prepare well now will be better equipped for future EU-driven regulation and, more importantly, will demonstrate their commitment to workplace equality.
If you would like advice on preparing your gender pay gap report or navigating upcoming compliance changes, please contact us.