Ireland

The Irish government passed legislation mandating that employers with a minimum of 50 employees report and publish information on their gender pay differentials.

The Gender Pay Gap Information Act (the “Act”) amends the Employment Equality Act 1998 and was passed into law on 13 July 2021. The exact reporting requirements and implementation dates will be set by forthcoming regulations. It is anticipated that these regulations will be published by the end of 2021.

The gender gap reporting process is likely to begin from 2022 onward in different phases as follows:

  • From 2022 for employers with a minimum of 250 employees
  • From 2023 for employers with a minimum of 150 employees
  • From 2024 for employers with a minimum of 50 employees

Background

Prior to the Gender Pay Gap Information Act, the Employment Equality Act 1998 (as amended in 2015) guaranteed the principle of equal pay for equal work by providing employees with the opportunity to bring suit against a company if the employee could provide evidence that another employee of the opposite sex, doing a similar job, was being paid more. Equal pay claims did not arise often as evidence of pay inequality is very difficult to obtain. As a result, there were few penalties, financial or otherwise, for employers who failed to guarantee the principle of equal pay for equal work.

Because gender pay inequalities have not significantly decreased over time, the Irish government, following the lead of several other European governments, has sought to provide greater transparency into company practices by creating a gender pay gap reporting system for both public and private sector companies with a minimum of 50 employees.

Key details

The gender pay reporting obligation aims to oblige employers to measure the difference between female employees’ pay compared to male employees and require those employers to report on their findings and actions considered or taken to the data uncovered.

Public and private sector employers with a minimum of 50 employees will be required to publish data specifying:

  • The difference between the mean and median hourly remuneration for males and females. This data must include both for full and part time employees. 
  • The difference in the mean and median bonus (the exact definition may be provided by the forthcoming regulations) remuneration between females and males.
  • The percentage of male and female employees in receipt of bonuses as well as benefits in kind.

In addition to the data, employers will be expected to provide a narrative discussing reasons for any pay disparities and any measures they have taken, or propose to take, to eliminate reported differentials. The analysis must be published on a central government website.

Forthcoming regulations, that are expected to be published by the end of 2021, may also provide clarifying details on the following:

  • How the remuneration is to be calculated
  • The classes of employers and employees to which the regulations apply (some classes may be excluded by the forthcoming regulations)
  • Types of renumeration to which the regulations may apply
  • A methodology by which to calculate the size of an employer’s workforce
  • The form and frequency of the information that should be published

Enforcement

There will be no financial penalties for employers who fail to take action to reduce their gender pay gap. However, the Irish Human Rights and Equality Commission (IHREC) can apply to civil courts for an order forcing an employer to comply with the Act. In addition, employees can lodge a complaint with the Workplace Relations Commission (WRC), which will be able to investigate and order the employer to comply with the Act.

Employers may also face negative publicity, difficulties retaining talent and potential pay raise demands from their employees. 

Next steps

Employers with more than 50 employees should start preparing for the upcoming implementation of the Act by auditing their employees’ remuneration. Employers may want to start strategic discussions with their internal payroll, human resources and IT departments, as well legal counsels and public relations advisors as needed. Employers should:

  • Ensure that they have the necessary technological resources to support their new reporting obligations
  • Ensure that their reporting obligations are in compliance with relevant data protection laws
  • Plan their internal and external communication strategy regarding their new reporting obligations

If any gender pay differences are identified, employers should work to find the reasons and think about actions that can be taken to reduce them.

Additional resource

Gender Pay Gap Information Act