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Ireland Flag Ireland Gender Pay Gap Reporting Guide

Last reviewed: May 2026

Ireland's reporting threshold expanded to employers with over 50 employees for 2025 reporting. Employers choose a June snapshot date and publish the report within five months, by the end of November.

Preparing Data for Gender Pay Gap Reporting in Ireland​

This guide summarizes Ireland's obligations under the Gender Pay Gap Information Act 2021 and related regulations, including the 2025 expansion to employers with over 50 employees.

For comprehensive guidance, refer to the Irish government's official resource: What is the Gender Pay Gap Information Act 2021?.

Who Needs to Report: Irish Gender Pay Gap Requirements​

Employers in Ireland are subject to gender pay gap reporting requirements based on headcount:

  • 2022-2023: Employers with over 250 employees
  • 2024: Employers with over 150 employees
  • 2025 onward: Employers with over 50 employees

The requirement applies across public and private sector employers.

Irish Gender Pay Gap Reporting Deadlines​

Employers select a snapshot date in June. The report is based on employees on that date and remuneration during the preceding 12 months. Employers then have five months to calculate and publish the report, so 2025 reports were due by the end of November 2025.

Ireland has also developed a central Gender Pay Gap Portal. The portal launched on a voluntary basis in 2025, and legislation is being drafted to make portal reporting mandatory in 2026.

What to Report: Irish Gender Pay Gap Metrics​

Employers must publish:

  1. Mean and median hourly remuneration gaps between men and women
  2. Mean and median bonus remuneration gaps
  3. Mean and median hourly remuneration gaps for part-time employees
  4. Mean and median hourly remuneration gaps for temporary contract employees
  5. Percentages of men and women receiving bonuses and benefits in kind
  6. Percentages of men and women in each pay quartile
  7. Narrative explanation and measures: the reasons for any gaps, in the employer's opinion, and measures being taken or proposed to reduce them

How to Report: Irish Publication Process​

Employers should:

  1. Confirm headcount on the chosen June snapshot date
  2. Extract pay data for the 12-month lookback period ending on the snapshot date
  3. Calculate statutory metrics using the Irish guidance
  4. Publish the report on the employer's website or make it publicly accessible in another way if there is no website
  5. Prepare for portal submission as Ireland moves toward mandatory centralized reporting

Penalties for Non-Compliance with Irish Gender Pay Gap Requirements​

Employees may refer complaints to the Workplace Relations Commission. The Irish Human Rights and Equality Commission may also apply to the Circuit Court or High Court for an order requiring compliance.

EU Pay Transparency Directive Readiness​

Ireland already has annual gender pay gap reporting, but the EU directive adds wider rights and obligations: pay range information before interview, a ban on salary history questions, worker rights to request average pay data for equal work or work of equal value, and joint pay assessments for unexplained category-level gaps of at least 5%. Employers should align Irish reporting data with EU category and variable-pay metrics before the first EU reports are due.

Frequently Asked Questions (FAQ)​

Which Irish employers need to report?​

From 2025, employers with over 50 employees must report.

What is the Irish reporting deadline?​

Choose a snapshot date in June and publish within five months, by the end of November.

Where do I publish the report?​

Publish it on your website or, if there is no website, make it publicly accessible in another way. Portal reporting was voluntary in 2025 and is expected to become mandatory once legislation is amended.

Is the report just numbers?​

No. Employers must also explain the reasons for any gaps and identify measures being taken or proposed to eliminate or reduce them.

Does Ireland also need to implement the EU Pay Transparency Directive?​

Yes. Ireland must transpose the directive into national law. Existing gender pay gap reporting helps, but the directive adds recruitment transparency, pay information rights, and joint pay assessment obligations.

For detailed information and updates, refer to the Irish government's official guidance: Gender Pay Gap Information Reporting: Your questions answered.

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