Gender Pay Gap Reporting in Ireland – New Guidance Published
Published on: 13/05/2022
Article Authors The main content of this article was provided by the following authors.
Síobhra Rush Partner, Lewis Silkin
Síobhra Rush Partner, Lewis Silkin
Siobhra rush

Síobhra is a Partner in the Employment, Immigration and Reward department and head of the Dublin office at Lewis Silkin.

She has practised employment law for more than twenty years and has expertise in a wide range of employment law issues, both contentious and non-contentious. She also advises international clients establishing in Ireland – including on contracts of employment, handbooks policies and procedures. She has advised on internal commercial re-organisations, transfer of undertakings, employment issues and the employment provisions in commercial transactions and has represented clients in all adjudicatory bodies in Ireland including the Workplace Relations Commission, the Labour Court, the Circuit and High Courts and the Court of Appeal.

She is consistently ranked in the Chambers Europe legal directory, where she is described by a client as "responsive, proactive and pragmatic, as well as solution-oriented."

The new guidance and frequently asked questions give helpful information, but the regulations setting out the detail of the reporting obligations under the Gender Pay Gap Information Act 2021 (the Regulations) have still to be published.

What will employers in Ireland have to do?

Employers will have to report:

  • mean and median pay gaps;
  • mean and median bonus gaps;
  • the proportion of men and women that received bonuses;
  • the proportion of men and women that received benefits in kind; and
  • the proportion of men and women in each of four equally sized quartiles.

Employers must calculate these statistics for their employees using a snapshot date of their choice in June 2022 and using data from the preceding 12 months. The

Continue reading

We help hundreds of people like you understand how the latest changes in employment law impact your business.

Already a subscriber?

Please log in to view the full article.

What you'll get:

  • Help understand the ramifications of each important case from NI, GB and Europe
  • Ensure your organisation's policies and procedures are fully compliant with NI law
  • 24/7 access to all the content in the Legal Island Vault for research case law and HR issues
  • Receive free preliminary advice on workplace issues from the employment team

Already a subscriber? Log in now or start a free trial

Disclaimer The information in this article is provided as part of Legal Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article. This article is correct at 13/05/2022
Discover the smarter way to deliver staff training (without the stress)! Streamline your company-wide training, enhance your staff's skills, and in increase productivity with our learning management system, AppLI LMS