Pay Transparency June 2026 – Ready to have your pay structures tested externally?

Over the past few weeks, we have explored how pay transparency will affect Organisations, the operational reality of employee pay information requests, and the complexity involved in assessing work of equal value.

With only 17 weeks until the deadline, this week we are now focusing on recruitment.

Under the EU Pay Transparency Directive, Organisations will be required to provide candidates with information on initial pay or pay ranges during the recruitment process. These obligations will apply to all Organisations, regardless of size, and are intended to support transparency and fairness at the point of entry to employment.

For many Organisations, this will require a careful review of:

• how salary information will be provided to candidates
• how pay ranges are determined and explained
• how consistency is maintained across offers of employment

Recruitment is likely to be one of the first areas where pay transparency is tested externally in practice. Organisations that delay preparation risk having their pay structures tested externally through recruitment processes before they are fully ready.

With the Irish legislation planned to take effect from June 2026, the direction of travel is clear. Taking time now to understand these requirements can help organisations reduce risk and pressure as the June 2026 implementation date approaches.

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.