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Ireland Gender Pay Gap Reporting: What You Need to Know
Written by Amanda Souza | News | Posted 08/01/2026 14:50:04
Gender pay gap reporting is no longer optional for Irish employers. Since 2022, legislation has progressively extended reporting requirements from large employers to smaller organisations, making transparency around pay differences both a legal and cultural imperative.
Who Needs to Report?
- 250+ employees: Required from 2022
- 150+ employees: Required from 2024
- 50+ employees: Required from 1 June 2025
- Fewer than 50 employees: Exempt
This phased approach ensures organisations of all sizes play a role in addressing systemic pay imbalances.
What Is Gender Pay Gap Reporting?
Gender pay gap reporting measures the average difference in pay between men and women across an organisation. It is expressed as a percentage and focuses on overall pay disparities rather than equal pay for equal work.
The reporting framework looks beyond base salary to include bonuses, benefits in kind, and the distribution of men and women across pay quartiles, providing a comprehensive picture of workplace pay equality.
Key Reporting Requirements:
For organisations with 50 or more employees, the main obligations include:
- Snapshot Date: Employers must choose one snapshot date in June each year on which pay data is measured.
- Metrics to Report: Mean and median hourly payMean and median bonus payBenefits in kind (e.g. share-based awards) Percentage of men and women in four pay quartiles
- Explanation: Employers must explain the reasons for any gender pay gaps identified.
- Action Plan: Organisations must outline measures being taken or proposed to reduce or eliminate pay gaps.
- Publication: Reports must be made publicly available on the employer’s website (or otherwise accessible to the public) within five months of the snapshot date and no later than the end of November.
From 2026, employers are expected to be required to upload gender pay gap reports to a central government portal, subject to finalised legislation.
Why It Matters:
Gender pay gap reporting is more than a compliance exercise — it is an opportunity for organisations to:
- Promote fairness and equality across the workforce
- Enhance reputation with employees, clients, and the public
- Identify structural issues and implement meaningful change
Organisations that engage early and thoughtfully can turn reporting into a strategic advantage, strengthening trust and supporting long-term talent attraction and retention.