Mandatory gender pay gap reporting is new to Ireland and is likely to attract media attention and potential comparisons, particularly for multinational and higher profile companies. Deciding how best to communicate the gender pay gap – if it exists – will be important in averting any particular anxieties which may arise for employees and their representatives in particular.
Ireland’s unadjusted 11.3% gender pay gap, last reported in 2019, is below the then EU average of 14.4% (down to 13% in 2020 without Ireland, Greece and the UK reporting) and is explained largely by education, occupation, working time and enterprise size. It is pretty typical of most other EU states and addressing the EU gender pay gap is a key focus for the EC’s gender equality policy. It is also important for Europe in addressing the estimated 30.1% pension gap feeding the at-risk-of-poverty rate disparity between the sexes.
What organisations are in scope?
The first compliance deadline looms this December for employers of more than 250 employees. The workforce threshold numbers will decline on a staggered basis over the next two years but smaller employers with less than 50 employees are exempt.
Picking a snapshot date for reporting
The Employment Equality Act 1998 (Section 20A)(Gender Pay Gap Information) Regulations 2022 detail the reporting requirements for employers in Ireland. Organisations in scope this year (having more than 250 employees) are required to pick a snapshot date from last June and to report the results no later than 6 months later, December 2022.
Continue Reading New Gender Pay Gap reporting – deadlines loom in Ireland