Ireland – Are you ready for Gender Pay Gap Reporting?

The Gender Pay Gap Reporting Information Act was introduced into law in July 2021. Since then we have been awaiting the publication of the regulations to provide clarity on what must be contained in the report.This long-awaited document was published on 10 May 2022.

If you have 250 or more employees you must satisfy your obligations under this Act in 2022.

Are you prepared? Do you know what you must include?
Firstly, you must choose your snapshot date. This can be your chosen date but must fall in June 2022. You must then report your gender pay gap no later than 6 months from this date i.e. in December 2022.

The calculations you must provide are as follows:

- The mean and median gap in hourly pay between men and women

- The mean and median gap in bonus pay between men and women

- The mean and median gap in hourly pay of part-time male and female employees

- The mean and median gap in hourly pay of temporary male and female workers

- The percentage of men and of women who received bonus pay

- The percentage of men and of women who received benefits-in-kind

- The proportions of male and female employees in each of the four equally sized quartiles: the lower, lower middle, upper middle and upper quartile pay bands.

In addition to the above, employers must include a statement setting out, in the employer’s opinion, the reasons for the gender pay gap in their organisation and what measures are being taken/ proposed to eliminate or reduce the gender pay gap.

This data must then be published on the employer’s website or another easily accessible location for employees and members of the public and must reman available for at least 3 years.

Smaller employers must also prepare for reporting with organisation with 150 or more employees being required to report their gender pay gap in 2024 and those with 50 or more employees having to report in 2025.

The UK introduced the Gender pay gap in 2017 and within this time the gender pay gap has reduced (from 18.4 in 2017 to 15.4 in 20211). Additionally, it assisted employers in identifying gender diversity issues they had not prior to that and has caused employers to think further about their gender diversity and best they can assist.

In Ireland, from Eurostat data published in thejournal.ie it referenced how the Gender Pay Gap in 2019 was 11.3%, which was below the then European average of 14.1%.3 Using the metrics as listed above is likely to present a different number. Gender pay gap reporting is important so we can have comparable data and monitor it nationally, by sector, by organisation, year on year, in the hope that there will be additional and faster progress in closing the gap.

Further information can be obtained on How to report on the Gender Pay Gap from gov.ie by clicking here.

Should you require any support please do not hesitate to contact me on rosanne@edgerhr.ie or connect with me on LinkedIn here: Rosanne Edger | LinkedIn

References:
1. Gender Pay Gap in the UK: 2021, Office for National Statistics, Gender pay gap in the UK - Office for National Statistics (ons.gov.uk)

2 Lessons from 5 years of gender pay gap reporting in the UK, Lus Laboris, 6 May 2022, Lessons from 5 years of gender pay gap reporting in the UK - Ius Laboris

3 Ireland’s gender pay gap is better than the EU average – what else can be done to fix it?, thejournel.ie, 24 January 2022, Ireland's gender pay gap is better than the EU average - what else can be done to fix it? (thejournal.ie)

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