Gender Pay Gap Update: 2025 Changes Signed into Law

The latest update to Gender Pay Gap (GPG) reporting obligations has been completed, as the Employment Equality Act 1998 (Section 20A) (Gender Pay Gap Information) (Amendment) Regulations 2025 have now been signed into law.

These amendments, confirmed by the Department of Children, Disability and Equality, are set to broaden the scope of reporting and streamline publication timelines, underscoring Ireland’s commitment to pay transparency and gender equality in the workplace.

The key changes coming into effect for 2025 are:

• Expanded Scope: Organisations with 50 or more employees will now be required to prepare a gender pay gap report in 2025. This significantly lowers the previous threshold, bringing a much larger number of employers into the reporting framework. This expansion is a crucial step towards achieving a more comprehensive understanding of gender pay disparities across various sectors and company sizes in Ireland.
• Reduced Publication Timeline: Employers in scope must now publish their gender pay gap report within 5 months of their designated snapshot date in June. This represents a reduction of one month from the previous timeframe, moving the effective deadline from December to November. This accelerated timeline necessitates proactive preparation and efficient data collection processes for all affected organisations.

These amendments highlight the ongoing evolution of gender pay gap legislation in Ireland and the increasing emphasis on accountability and transparency. Employers are strongly advised to familiarise themselves with these updated requirements and to begin their preparations for the 2025 reporting cycle without delay.

The Department of Children, Disability and Equality has provided further information and resources to assist employers in navigating these changes. We encourage you to visit their dedicated section on the government website for comprehensive guidance or alternatively book a complimentary 15 minute call with Adare to discuss your Gender Pay Gap Reporting needs.

Adare is committed to supporting organisations through these regulatory changes. Our expert team can provide guidance on data collection, calculation methodologies, narrative development, and strategic interventions to address any identified pay gaps. We encourage employers to engage with us early to ensure full compliance and to leverage this reporting exercise as an opportunity for positive organisational change.

Learn about Adare’s Gender Pay Gap Analysis and Reporting Services