Gender Pay Gap Reporting – Updated Guidance Clarifies Some Tricky Issues
Published on: 25/07/2022
Issues Covered:
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 gender pay gap reporting regulations in Ireland were published last month. Straight away, a number of issues with interpretation were apparent. The government has now clarified some (but not all) of these.

In this article, the team at Lewis Silkin explain the issues addressed by the updated frequently asked questions (FAQs) and clarify what employers should be doing.

Adjusting bonus payments

Clarification was needed on how to adjust bonus payments - this was a big issue in the gender pay gap reporting regulations (Regulations). The Regulations are very clear on how to treat bonus payments when calculating an employee’s hourly rate. They say that, unless they relate to a period the same length as the “relevant pay period” (ie,

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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 25/07/2022
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