The Government’s Autumn 2026 Legislation Programme highlights a number of forthcoming employment law changes that Organisations should monitor. While some measures are progressing towards publication, others remain at an earlier drafting stage. Understanding what is on the horizon can help Organisations anticipate changes, assess potential compliance requirements and plan accordingly.
Key Employment Law Developments
Gender Pay Gap Reporting: A Centralised Reporting Portal
One of the key Bills identified for priority publication is the Employment Equality (Gender Pay Gap Information) (Amendment), and Another Matter, Bill.
The proposed legislation will clarify the legislative basis for Employers to submit their gender pay gap reports to the Minister for Children, Disability and Equality through a central online portal.
The Government had previously indicated that all Organisations within scope of the gender pay gap reporting legislation would be required to submit their reports through the Gender Pay Gap Portal for the 2026 reporting cycle and subsequent years.
Organisations should therefore be considering the potential administrative and reporting implications of this transition, ensuring that their gender pay gap reporting processes are sufficiently robust and that relevant data is prepared to stand up to the added scrutiny that publication through the portal will involve.
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.
Book your complimentary Gender Pay Gap Discovery Call
Equality Legislation Review: Proposed New Leave Entitlements
The Equality (Miscellaneous Provisions) Bill features on the Priority Drafting List and will introduce amendments to the Employment Equality Acts and Equal Status Acts following a review of the existing legislation.
Although a previous announcement indicated that there would be a standalone piece of legislation covering a new entitlement to leave following a pregnancy loss, the proposed Bill updating the employment equality legislation may also include new entitlements relating to surrogacy leave and leave following pregnancy loss.
Work on the first draft of the legislation remains ongoing. Organisations should keep these developments under review, particularly when considering future updates to family leave policies, Employee handbooks and internal HR procedures.
Employment Permits: Potential Changes for Critical Care Sectors
The Employment (Miscellaneous Provisions) Bill also features on the Government’s All Other Legislation List. This Bill proposes amendments to the Employment Permits Act 2024, providing the Minister for Enterprise, Trade and Employment with powers to adjust the balance of Irish/EEA workers and non-EEA workers in specific sectors of the economy providing critical care services to vulnerable members of society. Heads of the Bill are currently in preparation, meaning further detail will be required before the potential implications for affected Organisations become clear.
Pay Transparency: A Significant Legislative Change Organisations Cannot Afford to Overlook
Notably, the Pay Transparency Bill, which will transpose the EU Pay Transparency Directive into Irish law, has not yet been included on the Priority Drafting List. However, this should not be interpreted as a reason for Organisations to delay their preparations.
The EU Pay Transparency Directive represents one of the most significant developments in employment equality legislation in recent years, with implications extending well beyond gender pay gap reporting. Its requirements will bring increased transparency and accountability to how Organisations recruit as well as determine, communicate and review pay.
Importantly, pay transparency is not just a requirement for Organisations who are already subject to gender pay gap reporting obligations. The Directive introduces broader requirements that will necessitate a review of existing HR and reward practices across Organisations of all sizes.
Although the precise timing and detail of the Irish implementing legislation remain to be confirmed, the scale of the changes means Organisations should be using this time to assess their current position, identify potential gaps and develop a practical implementation plan.
What Does This Mean for Employers?
The Autumn 2026 Legislation Programme reinforces the importance of keeping employment law compliance under regular review. From gender pay gap reporting and equality legislation to employment permits and the forthcoming pay transparency requirements, the legislative landscape continues to develop.
While some changes are progressing through the legislative process, others require Organisations to take a longer-term view and begin preparing ahead of implementation. Pay transparency is a particularly important example, given the breadth of its potential impact on recruitment, remuneration, HR policies and organisational practices.
Staying informed is only the first step. Understanding how legislative developments may affect your Organisation, reviewing existing HR practices, updating policies and procedures, and ensuring management teams are appropriately prepared will all be essential to minimise compliance risks.
How Adare Trusted People Partners Can Support Your Organisation
If your Organisation needs assistance with employment law compliance, reviewing HR policies or preparing for upcoming legislative changes, please contact our team.
Our services include tailored HR and employment law advice delivered by experienced and expert HR practitioners. Support and guidance are provided to enable Organisations to manage individual and collective employment issues under all areas of HR and employment law including:
- Employment law compliance throughout the Employee lifecycle
- Retirement compliance, including contractual retirement ages, longer working requests and objective justification
- Contracts of Employment, Policies and Procedures, Managing Compliance
- HR Best Practice
- Advice on day-to-day matters
- Dedicated Client Manager
- Mitigation of Risk and Financial Liability
- Help desk support
- Commercial HR advice tailored for your Organisation
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.