Gender Pay

Gender Pay Gap:

Mandatory gender pay gap reporting was introduced in Ireland in 2021 through the Gender Pay Gap Information Act. CC HR & Legal helps organisations better understand the law and the required reporting obligations. We assist organisations in drafting the necessary policies and updating their existing employment policies to ensure compliance with the legislation. We also guide HR departments and Boards and help them put a plan in place to eliminate any pay differences.

Gender Pay Gap reporting is mandatory for companies employing more than 250 employees. Employers publish information relating to pay in order to be transparent about any differences in pay attributable to gender. Where there are differences, employers must set out the size of those differences. Employers must also publish a mandatory statement setting out the reasons for the differences and the measures taken or proposed to be taken to eliminate or reduce such differences. Mandatory gender pay gap reporting will extend to employers with 150 or more employees in 2024 and to employers with 50 or more employees from June 2025.

How is the gender pay gap calculated?

The gender pay gap is calculated by finding the mean and median pay gap between the male and female employees in an organisation. The mean pay gap relates to the difference between male and female average hourly wages across the entire organisation. The median pay gap relates to the difference between the middle-paid female and the middle-paid male’s hourly wage, if all male and female employees were listed separately in order of pay from highest to lowest.

Are there sanctions for non-compliance?

Strictly speaking there are no financial penalties for non-compliance or compensation to employees for breaching the Gender Pay Gap Act. However, employees can bring claims against their employers to the Workplace Relations Commission for failure to comply with their obligations. Of course there is also the potential reputational damage incurred should a company be exposed for any substantial variances in pay.