You are currently viewing Gender Pay Gap Reporting Requirements

Gender Pay Gap Reporting Requirements

Gender Pay Gap Reporting is now a compliance agenda item for employers who fit within the employee numbers. Since December 2022, employers in Ireland are required to analyse and account for the difference in the average hourly pay of women compared to men in their organisation, and to publish it on their website.

What is Gender Pay Gap?

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.

Irish Gender Pay Gaps

Citris analysed the reports of over 500 organisations and found:

• While the overall trends are improving, average pay of men greater than women at 86% of companies.
• Highest pay gaps: legal, banking, engineering, construction and insurance.
• Lowest pay gaps: consumer goods, public sector, charities, hospitality and retail.


The Gender Pay Gap Information Act 2021 (the “Act”) was signed into law on 13 July 2021. The Act amends the Employment Equality Acts 1998 to 2015 in the form of the Employment Equality Act 1998 (Section 20A) Regulations 2022 (the “Regulations”).

The Regulations have placed reporting and publication obligations on both private and public sector employers.

● Applicable to employers with 250+ employees for the first two years (2022 and 2023)
● By 2024, applicable to employers with 150+ employees
● By 2025, applicable to employers with 50+ employees
● Not applicable to employers with fewer than 50 employees

What are employers required to do?

Annually, employers are required to choose a snapshot date falling within the month of June (specifically between 1st June and 30th June) and have a six-month window to publish the report.

The calculation should include data from the preceding twelve-month period, covering the time leading up to the selected snapshot date.

The gender pay gap report must be made available on the employer’s website accessible to all employees and the public.

Top Tips

1. Start early – it takes more time than you may think!
2. Payroll data cleaning / classification is a critical step!
3. Review FAQs and Guidance Notes
4. Take legal advice where necessary
5. Document rationale for any gaps

We 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 or call at 01 525 2914.

Liz O’Donovan, Voltedge Management Senior HR Business Consultant

Leave a Reply