In 2025, employers in Ireland with 50 or more employees will need to report their gender pay gap by November 2025. This change follows the Gender Pay Gap Information Act 2021, which sets out new requirements for businesses to disclose pay disparities between men and women. The law introduces a snapshot date system, where employers must choose a date in June to collect pay data. The report must be published by November of the same year.
This article explains the new reporting requirements, outlines the necessary pay gap metrics, and provides actionable steps for employers to ensure compliance and transparency.
The Gender Pay Gap Information Act 2021 and its 2025 Changes
The Gender Pay Gap Information Act 2021 requires employers in Ireland to report the gender pay gap within their organisation annually. The law aims to improve pay transparency and address gender inequality in the workplace.
Under the current regulations, organisations with over 150 employees must report their gender pay gap by December each year. However, starting June 2025, this requirement will apply to employers with 50 or more employees, significantly expanding the scope of businesses that must comply. Additionally, the reporting deadline will shift from December to November, giving employers five months from their chosen snapshot date in June to prepare and submit the report.
This phased approach reflects the Irish government’s effort to make gender pay gap reporting more inclusive, ensuring that businesses of varying sizes contribute to the transparency and reduction of gender-based pay disparities.
Who Needs to Report on the Gender Pay Gap in Ireland?
As of June 2025, Ireland’s Gender Pay Gap Information Act 2021 mandates that all employers with 50 or more employees report their gender pay gap annually. This includes both private and public sector organisations. Employers with fewer than 50 employees are exempt from these reporting requirements.
Employers must select a snapshot date in June each year and publish their report by November. The report should be accessible to all employees and the public via the employer’s website. A centralised reporting portal will be launched in Autumn 2025, streamlining the submission process.
Employers must assess their headcount as of June 2025 to determine their reporting obligations. Employers anticipating reaching or exceeding the 50-employee threshold should begin preparations early to ensure compliance with the new regulations.
Key Metrics for Gender Pay Gap Reporting
Employers must report several key metrics to comply with Ireland’s gender pay gap reporting requirements. These metrics offer a comprehensive view of pay disparities between male and female employees across various categories. The primary metrics that must be included in the gender pay gap report are:
- Mean and Median Hourly Remuneration:
Employers must calculate the mean (average) and median (middle value) hourly pay for both male and female employees. This helps illustrate the overall gender pay gap in hourly earnings across the organisation, including part-time and temporary employees. - Bonus Remuneration:
Employers must report the mean and median percentage differences in bonus payments received by male and female employees. This includes all forms of bonuses, such as performance-based bonuses or annual bonuses, and helps highlight disparities in how bonuses are distributed between genders. - Employees Receiving Bonus Remuneration:
The report must detail the percentage difference between the number of male and female employees who receive bonuses. This reflects gender disparities in eligibility for or distribution of bonuses. - Benefits in Kind:
The report must include the percentage difference between male and female employees who receive benefits in kind, such as health insurance, company cars, or other non-cash benefits. This helps demonstrate further gaps in non-wage compensation. - Remuneration Quartiles:
Employers must report the percentage of male and female employees within the four hourly remuneration quartiles. These quartiles are split into four pay bands, which help to show whether one gender is more concentrated in higher or lower pay brackets.
These metrics offer a clear breakdown of pay disparities across various aspects of compensation, allowing employers to take targeted actions to address gender pay inequality within their organisations.
When Is the Gender Pay Gap Report Due in Ireland?
In 2025, the gender pay gap report in Ireland will be due in November rather than December, marking a shift in the reporting deadline. This change gives employers five months from their snapshot date to compile the necessary data and submit their report.
The snapshot date is June 2025, when employers will collect pay data for their gender pay gap report. Employers can choose any day in June as their snapshot date, which will then dictate the reporting deadline in November. For example, if an employer selects June 15, 2025, as the snapshot date, their gender pay gap report will be due by November 15, 2025. This system allows businesses to plan and organise their reporting process with a clear timeline.
Employers must ensure they are prepared to collect accurate data and address any disparities before the November deadline to meet the new requirements and maintain compliance with the Gender Pay Gap Information Act 2021.
How to Prepare for Gender Pay Gap Reporting in Ireland – What It Means for Employers
As November 2025 approaches, employers with 50 or more employees must take several steps to ensure they are fully prepared for gender pay gap reporting. The process involves careful data collection, thorough report creation, and crafting a narrative explaining pay disparities. Below is a step-by-step guide to help employers navigate the preparation process.
1. Determine Your Snapshot Date
The first step is to select a snapshot date in June 2025. This date will collect the data needed for the gender pay gap report. Employers can choose any date in June, such as June 15, 2025. The selected date will determine the reporting deadline in November, so employers should ensure the snapshot date allows sufficient data collection and report preparation time.
2. Collect the Necessary Data
Once the snapshot date is set, employers should begin gathering data on employee hourly remuneration, bonus payments, and benefits in kind. This includes:
- Mean and median hourly pay for male and female employees.
- The bonus pay received by male and female employees, including the percentage difference.
- The number of employees receiving bonus remuneration.
- The benefits in kind provided to male and female employees.
- The distribution of employees across the four hourly remuneration quartiles.
Ensure that data is accurate, complete, and reflects all employees who meet the reporting criteria, including part-time, temporary, and full-time employees.
3. Calculate Pay Gaps
With the collected data, calculate the mean and median pay gaps for hourly remuneration and bonuses. This will clearly show the pay disparity between male and female employees. Calculate the quartile distributions, showing the percentage of men and women in each pay band.
4. Prepare the Narrative
The law requires employers to include a narrative explaining the gender pay gap. This narrative should detail the reasons for the gap and any actions the organisation plans to take or has taken to reduce the disparity. Employers should focus on:
- Identifying root causes: Is the gap due to part-time working patterns, leadership positions, or other factors?
- Outlining actions: What steps are being taken to close the gap? This could include reviewing recruitment policies, improving training opportunities, or addressing unconscious bias.
- Providing context: It’s important to explain the situation thoroughly and to plan to ensure a fair and equitable workplace.
5. Develop the Report
Create a clear, professional, and accessible report that includes the following:
- Gender pay gap calculations (mean and median hourly pay, bonuses, etc.).
- Quartile pay bands with gender breakdowns.
- A narrative explaining the pay gap and steps being taken.
- A publicly accessible format, such as a downloadable PDF on the company website or through a central reporting portal (expected in 2025).
Ensure the report complies with all legal requirements, is easily understood, and provides transparency for employees and the public.
6. Review and Finalise
Before submitting the report, review all data and narrative sections for accuracy. Consider seeking input from a HR professional to ensure full compliance with the Gender Pay Gap Information Act 2021. Check for any calculation discrepancies and confirm the report is complete and ready for publication.
The Importance of Gender Pay Gap Reporting Compliance
Compliance with gender pay gap reporting brings several key benefits. It ensures legal adherence, helping employers avoid penalties and stay aligned with the Gender Pay Gap Information Act 2021. Transparent reporting fosters a culture of fairness and trust, enhancing workplace transparency.
It also promotes inclusivity, helping employers identify and address pay disparities, creating an equitable environment. Finally, it strengthens the employer brand, making businesses more attractive to top talent and demonstrating a commitment to equality. In short, compliance drives both legal and business success.
How HR Team Can Help You with Gender Pay Gap Reporting
As a leading HR consultancy, the HR Team specialises in simplifying gender pay gap reporting and ensuring full compliance with Ireland’s 2025 regulations. We support employers every step of the way, from choosing the right snapshot date to preparing a clear, compliant report.
Our experts handle data collection, pay gap analysis, and narrative development to ensure your report is accurate and timely. We guide you through the process, minimising the risk of errors and ensuring compliance with legal requirements.
With HR Team as your trusted partner, you’ll confidently meet the November 2025 deadline, positioning your business as a leader in pay transparency and workplace inclusivity. Let us simplify the process so you can focus on what matters most, running your business.
Contact us today to ensure your gender pay gap reporting is accurate, compliant, and timely.
Frequently Asked Questions (FAQS)
What is the gender pay gap in Ireland?
As of 2022, Ireland’s gender pay gap stood at 9.3%, indicating that, on average, women earned 9.3% less than men.
Which country has the highest gender pay gap?
Luxembourg reported a total gender income gap of 32.5%, the highest among OECD countries.
Is there gender inequality in Ireland?
Yes, gender inequality persists in Ireland, with women earning less than men on average and being underrepresented in senior positions.
What is the gender pay gap in Fáilte Ireland?
Fáilte Ireland reported a mean gender pay gap of 9.5% for 2023, with women representing 77% of the workforce.
How can employers prepare for gender pay gap reporting in 2025?
Employers should begin by selecting a snapshot date in June 2025, collecting accurate pay data, calculating the mean and median hourly remuneration, bonus pay, and benefits in kind, and preparing a narrative explaining any disparities. Early preparation ensures compliance with the November 2025 reporting deadline.
