From 250 to 50: Ireland’s Gender Pay Gap Reporting Law Is Changing
Published by MyAnova
14 November 2024
As of June 2024, businesses with 150 or more employees were required to report on their gender pay gap, a move from the previous 250 threshold. But from January 2025 (Happy New Year!) that threshold will plummet to just 50 employees.
The deadline has changed too!
As well as changing reporting requirements, the reporting deadline is moving. From 2025, you’ll need to submit your data by November. That’s only five months from your June snapshot date. Less time for number crunching, data analysing, and generally avoiding the inevitable.
I fall into the 50+ employees, what do I need to report?
• Pay Differences: Differences in average pay between male and female employees, including hourly rates and bonus payments.
• Contract Types: A breakdown of data across different working arrangements, including full-time, part-time, and temporary contracts.
• Benefits and Bonuses: The proportion of male and female employees receiving benefits-in-kind and bonuses, offering a clear view of who has access to additional perks.
• Pay Bands: An analysis of how male and female employees are distributed across four distinct pay bands.
Remember, context is key
It’s not enough to just submit your numbers. You’ll also need to explain why your gender pay gap looks the way it does in a “relevant report”. Employers have to set out the reasons behind the gap and share the actions they’ve taken (or plan to take) to close it.
Where does the data go?
Your gender pay gap report must be published on your website by November 2025. It cannot be quietly filed away; the information must be clearly and publicly accessible.
What happens if we don’t comply?
If the IHREC has reasonable grounds to believe an employer has failed comply, it can make an application to The Circuit Court or Workplace Relations Commission who can issue orders to ensure you comply. If granted, the employer will be in contempt of court if it fails to comply!
What Should You Do Right Now?
Let’s break down the key priorities for employers:
Prepare your data. Your HR system may not hold the data in the format that makes it easier to complete the calculations. Review what is needed, and start cleaning that data up to get it ready.
Understand what you’re reporting: Make sure you’re crystal clear on what’s needed. Your data systems should be set up to easily spit out the statistics you’ll have to share.
Crunch the numbers: Calculate your gender pay gap and identify any lurking issues that contribute to it. Got an equal pay problem? Time to address it. Read this guide to understand the calculations better.
Action time: Start thinking about concrete initiatives to narrow the gap. Actions speak louder than words—and numbers.
Data deep dive: Use analytics to dig deeper. Figure out why some staff groups are more affected than others. Knowledge is power.
Craft your story: This isn’t just about data; it’s about the why. Develop a clear, compelling narrative that you can share internally before you hit “publish.”
Need a helping hand? MyAnova has your back.
If this all sounds daunting, don’t worry.
MyAnova provides the technology and expert support to make gender pay gap reporting simple, precise, and effective. Our consultancy team and pay gap platform can guide you through every step, from analysis to actionable insights, ensuring you understand your data and have a tailored strategy to advance pay equity.
We’ll help you with:
• Data collection and calculations: Collecting, calculating, and validating your gender pay gap data to ensure accuracy.
• Deciphering your data: Contextualising your data so it’s meaningful and not just a wall of numbers, plus representation in easily understandable reports and summaries.
• Creating an action plan: And fast-tracking initiatives for an improved DEI strategy.