Gender pay gap reporting reminder: 7 things you need to know

This month, businesses around Ireland with 50 or more employees will be gathering gender pay gap data on a ‘snapshot’ date of their choosing. As a business owner, it’s important to know whether this requirement applies to you, and to be ready for the reporting deadline if it does.   

In this blog, we’ll share the top 7 things you need to know about gender pay gap reporting in Ireland, and how to stay compliant.   

1) What is the gender pay gap?  

The gender pay gap is the difference between the average amount earned by men in an hour and the average amount earned by women per hour.   

Gender pay-gap calculations compare the pay earned by all working men and working women, not just those who work in similar jobs or have similar experience. It is not the same as equal pay for equal work, but more about overall gender representation in the workforce.  

2) What is gender pay gap reporting?   

The Gender Pay Gap Information Act 2021 requires businesses to publish a report detailing the hourly gender pay gap in their business, across a range of specified metrics.   

These regulations came into effect on 31 May 2022 and initially, only companies with 250 employees were required to publish a gender pay gap report. In 2024, the threshold was expanded to include companies with 150 employees and, as of 2025, has now been expanded again to include all companies with just 50 employees or more.   

The Act aims to achieve greater pay parity between men and women in Ireland, furthering gender equality in the workplace.   

3) As an employer, what do I need to do?  

Employers who are obliged to publish a gender pay gap report will need to gather the relevant data about their company on a ‘snapshot’ date in June. The report will be based only on the data gathered on that specific day, even if staffing or payroll changes are made after that date.   

It’s important that businesses are ready for this ‘snapshot’ date in June, and that they have a plan in place for the methods that will be used to gather and record this information.  

Employers will also need to include an explanation for any gap that may arise from the figures gathered, and to state clearly the measures that will be taken to resolve the gender pay gap.  

4) Which employees should I include in the report?  

The data in the report should include hourly pay information for all employees that are employed by your company on the day of the snapshot date. This applies to all employees, including those who are not rostered to work that day or are on annual leave.   

5) When is the snapshot date?  

The snapshot date is to take place in June, but the exact date in June can be picked at the employer’s discretion. The date chosen for the snapshot date will then correspond to the reporting deadline in November 

6) When and where do I need to publish the report?  

In 2024, companies were required to publish their gender pay gap reports in December, 6 months after the snapshot date. In 2025, it is expected that companies will now be required to post the report in November, 5 months after the ‘snapshot’ date has taken place.  

Up until now, employers have been required to publish their gender pay gap report either on their company website or somewhere else that is accessible to all their employees and to the public.   

However, it has now been announced that a gender pay gap reporting portal will likely be launched in autumn 2025. If this platform is launched by the reporting date in November, employers will have to upload their reports directly to the portal, and members of the public will be able to access all gender pay gap information in one place.   

7) What happens if I don’t submit a gender pay gap report?   

If a business does not submit a gender pay gap report, they could face a Workplace Relations Commission (WRC) claim for non-compliance with the Gender Pay Gap Information Act 2021. The WRC can then make an order requiring action to comply with the Act. It is also possible that the Irish Human Rights and Equality Commission could apply to the Circuit Court or High Court for an enforcement order.   

Additionally, it is important to note that non-compliance with reporting requirements could cause reputational damage to your company if the failure to comply is highlighted in the public eye.