Requirements for enterprises in Ireland
Deb Beltran
Total Compensation Manager -
Large Online Retailer
Companies with more than 250 employees
Companies in Ireland with more than 250 employees are required to report their gender pay gap. This requirement has been in place since 2022.
Reporting should include type of employment and differentiate base pay and bonus pay.
What are the deadlines
All companies that fall under the reporting requirement in Ireland are required to choose a reporting reference date in June each year. Reports must be published before December.
1
Pay Information Disclosure
Companies must publish detailed reports on multiple remuneration metrics.
Companies must publish detailed reports on multiple remuneration metrics.
Companies must publish detailed reports on multiple remuneration metrics.
Reports must include mean and median hourly remuneration, bonus remuneration, and benefits in kind.
Reports must include mean and median hourly remuneration, bonus remuneration, and benefits in kind.
Reports must include mean and median hourly remuneration, bonus remuneration, and benefits in kind.
Reported numbers must be disaggregated by gender, and where relevant, by type of employment (e.g., part-time, temporary contracts).
Reported numbers must be disaggregated by gender, and where relevant, by type of employment (e.g., part-time, temporary contracts).
Reported numbers must be disaggregated by gender, and where relevant, by type of employment (e.g., part-time, temporary contracts).
Disclosures must be made annually, within six months after a designated "snapshot date" each June.
Disclosures must be made annually, within six months after a designated "snapshot date" each June.
Disclosures must be made annually, within six months after a designated "snapshot date" each June.
The reported pay data must cover the year preceding the snapshot date.
The reported pay data must cover the year preceding the snapshot date.
The reported pay data must cover the year preceding the snapshot date.
Reporting period for companies of 250 or more employees ends June 2024.
Reporting period for companies of 250 or more employees ends June 2024.
Reporting period for companies of 250 or more employees ends June 2024.
Reports must be published before December in the same year as the snapshot date.
Reports must be published before December in the same year as the snapshot date.
Reports must be published before December in the same year as the snapshot date.
2
Reporting Frequency
3
Calculation Methods
The regulations specify formulas for calculating mean and median pay differences between male and female employees, the percentage of employees receiving bonuses, and the distribution of benefits in kind.
The regulations specify formulas for calculating mean and median pay differences between male and female employees, the percentage of employees receiving bonuses, and the distribution of benefits in kind.
The regulations specify formulas for calculating mean and median pay differences between male and female employees, the percentage of employees receiving bonuses, and the distribution of benefits in kind.
For bonus and other remuneration types, adjustments are detailed for cases where the pay period does not align with the reporting period.
For bonus and other remuneration types, adjustments are detailed for cases where the pay period does not align with the reporting period.
For bonus and other remuneration types, adjustments are detailed for cases where the pay period does not align with the reporting period.
Employers must report the gender distribution within four quartile pay bands, from the lowest to highest earners, providing a clearer picture of pay disparity across different levels of remuneration.
Employers must report the gender distribution within four quartile pay bands, from the lowest to highest earners, providing a clearer picture of pay disparity across different levels of remuneration.
Employers must report the gender distribution within four quartile pay bands, from the lowest to highest earners, providing a clearer picture of pay disparity across different levels of remuneration.
Information must be accessible through the employer's website in an accessible format or, if no website is available, in physical form at the employer’s main business premises.
Information must be accessible through the employer's website in an accessible format or, if no website is available, in physical form at the employer’s main business premises.
Information must be accessible through the employer's website in an accessible format or, if no website is available, in physical form at the employer’s main business premises.
The report must explain what measures are being taken to address any reported pay disparities.
The report must explain what measures are being taken to address any reported pay disparities.
The report must explain what measures are being taken to address any reported pay disparities.
Reports must be kept publicly available for a minimum of three years.
Reports must be kept publicly available for a minimum of three years.
Reports must be kept publicly available for a minimum of three years.
Companies are allowed to report additional information to explain their pay gap.
Companies are allowed to report additional information to explain their pay gap.
Companies are allowed to report additional information to explain their pay gap.
4
Publication and Accessibility
Want to do the right thing but not sure where to start?
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Want to do the right thing but not sure where to start?
Book a free call to discuss your needs, and we'll guide you on compliance and best practices for pay transparency.
Want to do the right thing but not sure where to start?
Book a free call to discuss your needs, and we'll guide you on compliance and best practices for pay transparency.
Pay transparency made easy
The information on this page is not intended to serve and does not serve as legal advice. All of the content, information, and material on this website are only for general informational use.
Copyright © 2024 SkillsTrust. All Rights Reserved.
Pay transparency made easy
The information on this page is not intended to serve and does not serve as legal advice. All of the content, information, and material on this website are only for general informational use.
Copyright © 2024 SkillsTrust. All Rights Reserved.
Pay transparency made easy
The information on this page is not intended to serve and does not serve as legal advice. All of the content, information, and material on this website are only for general informational use.
Copyright © 2024 SkillsTrust. All Rights Reserved.
Pay transparency made easy
The information on this page is not intended to serve and does not serve as legal advice. All of the content, information, and material on this website are only for general informational use.
Copyright © 2024 SkillsTrust. All Rights Reserved.