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🇮🇪 Ireland

Preparing Data for Gender Pay Gap Reporting in Ireland#

This document provides guidance on preparing and reporting data in compliance with Ireland's Gender Pay Gap Information Act 2021, based on the guidelines provided by the Irish government.

For comprehensive guidance, refer to the Irish government's official resource: Gender Pay Gap Information Reporting FAQs for Employers

Who Needs to Report#

The Gender Pay Gap Information Act 2021 mandates gender pay gap reporting for organizations based on their employee count:

  • 250 or more employees: Reporting commenced in 2022.
  • 150 or more employees: Reporting is required from 2024.
  • 50 or more employees: Reporting will be required from 2025.

Organizations with fewer than 50 employees are not currently required to report.

When to Report#

Employers must select a snapshot date in June each year. The reporting deadline is six months after the chosen snapshot date. For example, if an employer selects June 1 as the snapshot date, the report is due by December 1 of the same year.

What to Report#

Employers are required to report on the following metrics:

  1. Mean (average) and median hourly gender pay gap: Differences in hourly pay between male and female employees.
  2. Mean and median bonus pay gap: Differences in bonus payments between male and female employees.
  3. Proportion of males and females receiving bonuses: Percentage of each gender receiving bonus payments.
  4. Proportion of males and females receiving benefits in kind: Percentage of each gender receiving non-monetary benefits.
  5. Proportion of males and females in each quartile pay band: Distribution of genders across pay quartiles.

Additionally, employers must provide a statement explaining the reasons for any gender pay gaps and the measures being taken to address them.

How to Report#

Employers should follow these steps:

  1. Select a Snapshot Date: Choose any date in June as the snapshot date.
  2. Gather Data: Collect relevant payroll data for all employees on the snapshot date.
  3. Calculate Metrics: Compute the required gender pay gap metrics.
  4. Prepare the Statement: Draft an explanatory statement addressing any pay gaps and corrective measures.
  5. Publish the Report: Make the report accessible to all employees and the public, ensuring it is available on the organization's website or another readily accessible platform.

Currently, there is no central portal for submitting reports to the government.

Penalties for Non-Compliance#

The Irish Human Rights and Equality Commission (IHREC) has the authority to enforce compliance. Employers failing to meet their reporting obligations may face:

  • Court Orders: IHREC can apply to the Circuit Court or High Court for orders compelling compliance.
  • Employee Complaints: Employees can refer complaints to the Workplace Relations Commission (WRC), which can investigate and take appropriate action.

For detailed information and updates, refer to the Irish government's official guidance: Gender Pay Gap Information Reporting FAQs for Employers

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