Gender Pay Gap Reporting: What’s changing for Irish businesses?

The gender pay gap remains a barrier to true equality in businesses. Discrepancies in pay across genders continue to exist, which not only hinders individuals but also organisations. Ensuring your gender pay gap report is complete isn’t just a moral responsibility; it’s a practice that we consider to be commercially astute, too.

The report requires employers to conduct detailed data analysis; however, the rules have changed again. From this year, businesses with 50 employees or more will be subject to Gender Pay Gap reporting obligations. Previously, only employers with 150 or more employees were subject to these requirements.

Why is the gender pay gap so significant?

Many might think of the report as just another box they need to tick. However, it’s more than that. It’s an essential tool that employers who are serious about fairness, transparency, and building a stronger workplace can use to shine a light on where inequality still exists. Not only that, but it can also help businesses to take meaningful steps to close the gap. By reviewing and understanding the data, employers can identify trends, address systemic issues, and foster a culture where talent is recognised and rewarded equally. It’s not just about compliance – it’s about doing what’s right for your people and, ultimately, your business.

What needs to be calculated in the gender pay gap report?

• Mean hourly remuneration gap
• Median hourly remuneration gap
• Mean bonus remuneration gap
• Median bonus remuneration gap
• Mean hourly remuneration gap of part-time employees
• Median hourly remuneration gap of part-time employees
• Mean hourly remuneration gap of temporary contract employees
• Median hourly remuneration gap of temporary contract employees
• % of male employees who were paid bonus remuneration & % of female employees who were paid bonus remuneration
• % of male employees who received benefits in kind & % of female employees who received benefits in kind
• Percentage of males and females when divided into four quartiles, ordered from lowest to highest pay
• Lower remuneration quartile pay band
• Lower middle remuneration quartile pay band
• Upper middle remuneration quartile pay band
• Upper remuneration quartile pay band

Employers must choose a ‘snapshot’ date in June of the relevant reporting year. They then have up to six months to prepare their calculations before the reporting deadline, which is set at six months following the snapshot date. The remuneration data on which the calculations for reporting are based will reflect employees’ remuneration for the 12-month period that precedes the chosen snapshot date.

In addition, if any pay gaps are identified, the reasons must be clearly stated, and any measures being taken or proposed to reduce or eliminate the pay gap must be noted. You must publish the report on your business’s website.

Gender pay gap reporting requires employers to conduct detailed data analysis; as such, it’s essential to ensure you have not only the right tools but also the right expertise to carry out the task. It’s much more than just presenting numbers and ticking a box- it’s essential to have a deep understanding of those figures and communicate what they represent and signify.

Going beyond the gender pay gap report

Tackling the gender pay gap isn’t just a job for HR teams- it must become a business-wide commitment. Publishing your report is the first step, but meaningful change requires a broader perspective and a long-term approach. Here are some practical actions every business should consider:

• Look beyond the headline figures: Go deeper than the basic reporting requirements. Analyse your data to uncover what’s driving the gap. Are there fewer women in leadership roles? Do some departments lack gender balance?
• Tell the full story: Use your report to communicate clearly, not just the numbers, but what they mean and what you’re doing about them. A transparent and well-thought-out narrative builds trust with your people and your broader stakeholders.
• Support women’s career growth: If your senior teams are heavily male, it’s time to take action. Review your talent development strategy and invest in pathways that support women’s advancement into leadership roles.
• Recruit fairly from the start: Bias in hiring often sets the tone for pay disparities. Take a hard look at your recruitment processes to ensure diverse candidate pools and consistent, fair salary offers.
• Rethink flexibility: Flexible working isn’t just a perk; it can be a game-changer for those balancing care responsibilities and work commitments. When done right, it helps level the playing field and supports career progression for everyone.
• Track progress, not just performance: This isn’t a one-off report- it’s an ongoing responsibility. Set clear internal goals, monitor them regularly, and be ready to adapt. Progress happens when businesses stay accountable.

Gender pay gap reporting is about more than compliance. It’s an opportunity to drive real change, strengthen your culture, and demonstrate your commitment to fairness and opportunity for all.

Our team understand the complexities and the challenges that can come with preparing your gender pay gap report. With the right expertise and resources, managing this process can be a seamless experience.

If you would like to discuss any aspect of the gender pay gap reporting process, please do not hesitate to get in contact with Eva Chambers, Justyna Kowalska or your usual AAB contact.