The Gender Pay Gap Information Act 2021 mandates that certain employers publicly disclose information about their gender pay gap.
What is gender pay gap reporting
Gender Pay Gap refers to the difference between what is earned on average by women and men based on average gross hourly earnings of all paid employees – not just men and women doing the same job, or with the same experience or working pattern.
Equal pay is being paid the same for the same/similar work.
How gender pay gap reporting currently works
Employers must calculate gender pay gap data using a “snapshot date” in June each year. This marks the end of a 12-month reporting period.
You must report differences in:
- Mean and median hourly pay
- Mean and median bonus pay
- Mean and median part-time pay
- Mean and median pay for temporary contracts
You also need to show the percentage of male and female employees receiving bonuses and benefits-in-kind (e.g. company car), and categorise all employees into four pay bands: lower, lower-middle, upper-middle, and upper.
Your report should explain the reasons for any gender pay gap and outline clear, measurable steps you’re taking to close it — such as reviewing hiring, bonuses, promotions, and flexible work.
Who needs to report on pay gaps in Ireland?
Ireland rolled out the Gender Pay Gap Information Act 2021 in a phased approach:
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- As of June 1, 2022: Employers with 250 or more employees are required to publish gender pay gap reports.
- As of June 1, 2024: Employers with 150 or more employees are required to publish gender pay gap reports.
- Starting June 1, 2025: Employers with 50 or more employees will be required to publish their gender pay gap report.
Employers with fewer than 50 employees are exempt from these reporting requirements.
When is Ireland’s gender pay gap report due?
In 2025, the annual pay gap report in Ireland is due in November. (This is different from 2024, when it was due in December.)
Employers can choose any day in June as their “snapshot date” for collecting pay data. For example, if an employer selects 15 June as their snapshot date, their report would be due on 15 November 2026.
What happens if businesses fail to comply?
Organisations that fail to comply with the gender pay gap regulations can face legal consequences. Currently, there are no financial penalties in place for non-compliance.
An employee can submit a claim against their employer with the Workplace Relations Commission (WRC) for failure to comply with the reporting requirements. And the WRC can order an employer to take action to comply with the Act.
Penalties for non-compliance are expected to be introduced when Ireland adopts the EU Pay Transparency Act which is set to be enacted by June 2026.
Where do you need to share the Ireland pay gap report?
The gender pay gap information must be published on the employer’s website, accessible to all its employees and to the public. It must be available for a period of at least three years beginning with the date of publication.
From 2026 onwards, it must be published on the Government portal.
Next steps
How should organisations with 50 or more employees prepare for the changes? If you haven’t already begun to collate the data, you should start now.
If your team prioritises its gender pay gap reporting requirements in 2026, your business will be better equipped when further changes to pay transparency regulations come into effect in the coming years.
Voltedge Management can help you assess and communicate your gender pay gap. If you have any queries in relation to gender pay gap reporting requirements or related guidance, please contact us at info@voltedge.ie or call at 01 525 2914.
Patricia Nolan, Senior HR Consultant
