Employee Pay Information Requests: Are you Ready to Respond?

While the Irish legislation transposing the EU Pay Transparency Directive has not yet been finalised, all Member States must implement the Directive by 7th June 2026. With this deadline now only 19 weeks away, Irish Organisations need to be actively preparing to meet these obligations.

Last week, we highlighted that certain obligations under the Pay Transparency Directive will apply to all Irish Organisations, regardless of size.

This week, we are highlighting the practical impact of this new Employee right to certain pay information.

All Employees will have the right to request:

• Information about their individual pay level, and
• Information about the average pay levels of workers in the same job category or performing work of equal value.

Organisations will be required to provide this information within two months of a request, and to remind Employees annually of their right to make such a request.

So, this is not a one-off reporting obligation, it is an ongoing operational requirement.

For many Organisations, this raises immediate questions:

• Who will manage these requests?
• What data will be used?
• How will explanations be provided clearly and consistently?
• Is the Organisation confident it can justify pay differences?

In next week’s communication, we will look more closely at one of the more complex aspects of this requirement: how Organisations determine and document ‘work of equal value.’

Our experienced Reward Consultants would be happy to discuss how Pay Transparency may affect your Organisation and how we can support you as you prepare – please contact Neil McCormack at nmccormack@adarehrm.ie today.

Preparing now will help minimise future pressure, risk and exposure.