With growing focus on pay transparency and equality in the workplace, Irish employers must take note of important changes in how gender pay gap (GPG) data should be collected, reported and published. PKF Brenson Lawlor's Business Solutions team is pleased to publish this handy guide to help organisations navigate the evolving legal landscape, turning compliance into an opportunity.
Why is this important now?
The legislation on gender pay gap reporting began with the Gender Pay Gap Information Act 2021,followed by detailed Regulations (including S.I. No. 212 / 2025) that set out how employers must gather and publish gender pay gap metrics.
From 2025 onwards, the threshold requiring mandatory reporting is being lowered to employers with 50 or more employees, meaning that approximately two-thirds of all employers in Ireland will now have to mandatorily engage with this regulation and publish their report.
Failure to comply can carry reputational risk and may result in intervention by the Workplace Relations Commission (WRC).
Who must report and when?
- Employers with 50 or more employees on a chosen “snapshot date” in June 2025 must report for the 2025 cycle.
- You must select a snapshot date during June, and then publish your GPG report within five months of that date (so a snapshot date of 30th June would mean a deadline of 30th November).
- You must keep your published report publicly available for three years.
What must be included in your report?
By law, the report must present certain key metrics and narrative commentary:
- Mean and median hourly pay gap between men and women
- Mean and median bonus pay gap
- Mean and median hourly pay gaps for part-time and temporary workers
- The percentage of men and women receiving bonuses or benefits-in-kind
- The proportion of men and women in each of four salary quartiles
In addition to the data, the employer must provide a statement of reasons for any pay gap and outline measures being taken or proposed to reduce or eliminate the gap.
How to calculate and publish the data
- Use the 12-month period preceding your chosen June snapshot date (for example 1 June 2024 – 31 May 2025 if the snapshot date is 1st of June).
- Include all employees employed on the snapshot date, even if on leave or not rostered that day; exclude agency-paid staff and independent contractors who invoice via business-to-business arrangements.
- Publication must be on your website (or accessible to staff and public) and remain available for at least three years. A central government portal is planned but not yet mandatory.
Strategic implications for your business
Compliance is non-negotiable but the requirement is also a chance to:
- Review pay structures, benefits and progression pathways to ensure fairness.
- Strengthen your employer brand by demonstrating leadership in equality.
- Improve data systems and HR-analytics, which support wider business insights.
- Mitigate risk of adverse publicity or regulatory scrutiny.
Common pitfalls to avoid
- Choosing the wrong snapshot date or missing the publication deadline.
- Excluding part-time or temporary workers incorrectly.
- Presenting quartile data inaccurately (this is one of the most frequent reporting errors).
- Failing to verify that your published narrative aligns with your data and shows genuine action.
How PKF Brenson Lawlor can help
Our team offers tailored support to help you:
- Determine whether your organisation falls in scope and choose the optimum snapshot date.
- Calculate your pay gap metrics correctly and analyse underlying causes.
- Draft a compelling narrative that explains the gap, outlines actions and demonstrates genuine commitment.
- Design and publish a report that meets legislative requirements and best-practice standards.
- Advise on data infrastructure, HR processes and communication strategy to embed progress.
For expert help with your gender pay gap reporting – and to turn it into a strategic advantage rather than simply a compliance task – speak to our Head of Payroll, Paula Sheanon.
