This year, Organisations with 50 or more Employees fall within the scope of Ireland’s gender pay gap reporting regime. Not only do these smaller businesses face the challenge of compiling a gender pay gap report for the first time, but they must also publish their data within five months of the June “snapshot” date they selected. As the November publication date under this accelerated five-month timeline approaches, it is a good time to check in on the progress of compliance with gender pay gap reporting obligations.
Why Gender Pay Gap Reporting Matters
Gender pay gap reporting aims to promote pay transparency and address gender-based pay disparities. While the principle of equal pay for equal work has been enshrined in Irish law for decades, gender pay gap reporting helps to shed light on broader workplace trends that result in gender-based pay gaps.
Mandatory gender pay gap reporting is viewed as a key step towards building more equitable, inclusive workplaces. Preparing and publishing a gender pay gap report gives Organisations an opportunity to reflect on their internal practices and to demonstrate their commitment to fairness and transparency.
Later this year, a new online portal will be launched where gender pay gap reports will be fully searchable, making it easier for Employees, job applicants and other stakeholders to access an Organisation’s gender pay gap data. Non-compliance can therefore impact both your Organisation’s legal standing and public reputation.
Progress of Gender Pay Gap Report
Pay data collection and analysis can be a technical and numerate process. With just over two months until the November publication date, Organisations in scope should by now have begun the process of assessing the relevant pay data. Employers in scope are required (based on 12 months of pay data preceding the snapshot date) to publish a range of mean, median and quartile gender pay gaps. With this year’s deadline fast approaching, work should be well underway to translate the pay data into the mandated metrics ensuring gender pay gap reports are ready for publication in November.
What Pay Information Needs to be Analysed?
The most recent Regulations governing gender pay gap compliance were published in May 2025.
Where an Organisation is required to produce a gender pay gap information report, the Regulations set out the following steps:
- For each person employed on the snapshot date, calculate their total ordinary pay, total bonus, identify benefits-in-kind (the 2024 Regulations widened the definition of “benefit in kind” to include share options and interests in shares) received and determine their total number of working hours worked for the reporting period. Calculate their hourly remuneration and note which Employees were full-time, part-time or on fixed-term contracts over the reporting period.
- Calculate the % of male and of female Employees who were paid bonuses.
- Calculate the % of male and of female Employees who received benefits in kind.
- Organise the Employees into quartiles based on hourly remuneration of all male & female Employees and calculate the proportions of male and female Employees in each quartile.
- Calculate the mean hourly remuneration of male and of female Employees, then calculate the gender pay gap in mean hourly remuneration of all Employees. Do the same for male and female part-time Employees and for male and female Employees on temporary contracts.
- Calculate the median hourly remuneration of male and of female Employees, then calculate the pay gap in median hourly remuneration of all Employees. Do the same for male and female part-time Employees and for male and female Employees on temporary contracts.
- Calculate the mean bonus remuneration of male and of female Employees, then calculate the pay gap in mean bonus remuneration of all Employees.
Is Publishing the Relevant Pay Metrics All That is Required?
As well as the required metrics, gender pay gap reports must also include the reasons a gender pay gap has developed in the Employer’s opinion and measures being taken by the Employer to reduce any gender pay gap that exists.
Is Your Gender Pay Gap Report on Track?
Gender pay gap reporting is a technical area of compliance and with the reporting deadline moving a month earlier this year, it is vital that in-scope Employers ensure they are devoting enough resources to what can be an involved in this specialised process.
As the November publication date is fast approaching, Organisations should consider seeking external support to ensure compliance with their gender pay gap reporting obligations. As well as the technical pay data analysis, senior leadership teams need to consider the narrative that will be included in the report considering any relevant industry or workplace factors that might explain the existence of a gender pay gap that emerges from the data. This narrative should also outline any steps the Organisation might commit to in an effort to reduce any gender pay gaps.
How Adare’s Gender Pay Gap Service Helps
Reporting on the gender pay gap is not straightforward. A considerable amount of data must be gathered, analysed and produced in a detailed report along with the actions to be taken after the report has been published.
Adare understand the pain points and potential pitfalls Organisations face and offer a solution that:
- Analyses your Organisation’s pay data
- Identifies pay disparities and provides clear pay insights
- Prepares your Organisation’s gender pay gap report in a format that is ready for publication
Need support with your Gender Pay Gap Reporting – contact Neil McCormack today.
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Neil McCormack | Business Development Manager |