Guide to Gender Pay Gap Reporting in Ireland 

The Gender Pay Gap Information Act was signed into Irish law in 2021 and began having practical effect in 2022 for employers with more than 250 employees. In 2024 this advanced to employers with more than 150 employees, and in 2025 this will apply to employers with more than 50 employees. Under the Act, employers are required to publish information on their gender pay gap – specifically, gender based differences in mean and median hourly remuneration, mean and median bonus payments and the percentage of employees paid a bonus or benefits in kind. Each organisation is also obliged to publish a broader explanation, giving the underlying reasons for any gap, and the measures the organisation intends to take to address it. All of this will be public information, published either on the organisation website or made available on a central portal which the government intend to ultimately provide.

The mandatory gender pay gap reporting obligations began in 2022 and applied to all employers with 250+ employees. The Act widened the scope to employers with 150 or more employees in 2024 and to employers with 50 or more employees in 2025. Affected employers are required to publish 20 metrics including differences in mean and median hourly remuneration, mean and median bonus payments and the percentage of employees paid a bonus or benefits in kind. Each organisation is also obliged to publish a broader explanation, giving the underlying reasons for any gap, and the measures the organisation intends to take to address it.