New Gender Pay Gap Reporting Requirements Take Effect

New gender pay gap reporting requirements came into effect on the 1^st of November 2026, introducing additional obligations for in-scope Organisations with 50 or more Employees.

The changes arise from the Employment Equality and Institutional Burials (Amendment) Act 2026 and the Employment Equality Act 1998 (Section 20A) (Gender Pay Gap Information) (Amendment) Regulations 2026 (S.I. No. 548 of 2026).

Under the latest requirements, in-scope Organisations must now submit their gender pay gap information through the Government’s Gender Pay Gap Portal, in addition to meeting existing publication obligations.

Where an explanatory report is required, this must also be submitted through the Portal.

Other key changes include:

• Confirmation that submitted information and explanatory reports are accurate, insofar as the Employer is aware.
• Confirmation of data protection requirements, including the pseudonymisation of personal data appearing in explanatory reports.
• Ministerial review of explanatory reports, with non-compliant reports requiring amendment and resubmission within 10 working days.
• The possibility of compliant explanatory reports being published alongside gender pay gap information, supporting greater transparency and comparisons across Organisations and business or employment sectors.

What should Organisations do now?

Organisations within scope should ensure they are registered on the Gender Pay Gap Portal, review their reporting and data protection arrangements, and introduce appropriate internal checks to verify the accuracy of submissions. They should also ensure that someone is responsible for monitoring the Portal following submission.

The amendments do not change the existing gender pay gap calculation methodology. Rather, they strengthen the processes for submitting, reviewing and publishing information.

Organisations should factor these additional requirements into their 2026 reporting preparations to ensure they are ready to meet the revised obligations.

How Adare Can Help

Organisations that take a proactive approach to gender pay gap reporting will be better positioned to demonstrate transparency, accountability and commitment to workplace equality.

Adare’s Pay and Pay Equity Services help Organisations meet their gender pay gap compliance requirements from analysing pay data to preparing official GPG reports for timely publication.

Minimise the risks of non-compliance and let Adare take the hassle out of preparing your GPG report.

If your Organisation needs advice, support, or guidance about Gender Pay Gap Reporting 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.