How the latest changes to gender pay gap reporting will impact in-scope Organisations
This year’s gender pay gap reporting requirements will change following the signing into law of the Employment Equality and Institutional Burials (Amendment) Act 2026.
The new legislation amends the Employment Equality Act 1998, introducing a requirement for Organisations within scope (50 Employees or more) to submit their gender pay gap information directly to the Minister for Children, Disability and Equality through the Government’s Gender Pay Gap Portal.
While Organisations are already familiar with the requirement to publish their gender pay gap reports, this development introduces an additional layer of accountability, with greater potential for transparency, scrutiny and comparison across sectors.
What are the key changes?
The new legislation introduces several important changes to the existing reporting framework.
1. Mandatory submission through a central portal
In-scope Organisations will be required to submit their gender pay gap information to the Minister for Children, Disability and Equality through the Government’s Gender Pay Gap Portal.
This represents a significant development from the existing arrangements, under which Employers are required to publish their gender pay gap information but are not subject to the same statutory central reporting requirement.
2. Existing publication obligations remain
Importantly, submitting information through the Government portal will not replace an Organisation’s existing publication obligations.
Employers must continue to publish their gender pay gap report, together with an accompanying explanatory statement, on their website. Where an Organisation does not have a website, the report must be made available for physical inspection at its registered office or principal place of business during normal business hours.
Organisations should therefore prepare for a reporting process that involves both central submission and public disclosure.
3. Greater accountability for the explanatory statement
The Act also strengthens the accountability associated with gender pay gap reporting.
In-scope Organisations will be required to include a statement concerning the accuracy of the information provided, qualified by the wording ‘in so far as’ the Employer is aware.
This places additional emphasis on the importance of having reliable data, appropriate internal checks and a clear understanding of how reported figures have been calculated.
4. Ministerial oversight of non-compliant statements
The legislation provides the Minister with the authority to return an Employer’s statement where it does not meet the applicable requirements.
In such circumstances, the Organisation will be required to address the identified deficiencies and resubmit the statement in accordance with the relevant requirements.
This reinforces the need for Organisations to ensure that their reports are complete, accurate and supported by appropriate evidence before submission.
5. Greater transparency and potential comparisons
The Act also gives the Minister authority to publish gender pay gap information in accordance with relevant regulations and to use the information for comparison purposes.
Although the operative regulations governing the updated reporting process have not yet been published, it is anticipated that the Government’s Gender Pay Gap Portal, which has been open for voluntary registration since November 2025, will facilitate the new reporting and data comparison arrangements.
This could make gender pay gap information more accessible and increase the ability to compare results across Organisations and sectors.
What does this mean for in-scope Organisations?
Although the legislation has been signed into law and commenced on the 1st of November, further regulations will also be required to establish the practical arrangements for the updated reporting process. While the operative regulations have not yet been published, in-scope Organisations should take the opportunity to register on the Government’s Gender Pay Gap Portal now. This will help ensure they are prepared to submit their information in accordance with the new requirements once the applicable regulations and practicalities are confirmed.
While the introduction of mandatory central reporting is primarily a change to the way gender pay gap information is submitted, its wider implications should not be underestimated. Greater public accessibility and the potential for comparisons between Organisations and sectors mean that gender pay gap reports are likely to attract increased attention from Employees, prospective candidates and other stakeholders.
We are continuing to monitor developments, particularly the publication of the operative regulations. In the meantime, Organisations should maintain their existing reporting obligations while preparing for the imminent transition to mandatory central reporting.
Adare’s Gender Pay Gap and Pay Equity experts can support your Organisation’s data analysis and calculations through to interpreting your results and preparing your final report for publication.
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Adare is a team of expert-led Employment Law, Industrial Relations and best practice Human Resource Management consultants. If your Organisation needs advice, support, or guidance about employment law compliance, recent changes to retirement legislation or any HR issues, please contact Adare by calling (01) 561 3594 or emailing info@adarehrm.ie to learn what services are available to support your business.