Thursday, 14 May 2026
09:30 - 12:50
(
3 hours 20 mins )
Online
June 2026 is coming quickly, and for many organisations, pay transparency still feels unclear. You may have read guidance, attended a webinar or started internal discussions, but still be unsure what actually needs to be done and where to begin.
Do we need everything in place by 7 June? Will it be phased in? And where is the government’s toolkit that has been promised?
This half-day online event is designed to give you that clarity. It brings together employment law experts from A&L Goodbody and a Work & Rewards specialist from Willis Towers Watson to explain what the Directive means in practice and how to respond.
You will get a clear update on where Irish legislation stands, alongside practical guidance on job evaluation, pay structures and handling employee questions. The focus is on helping you move from uncertainty to a plan you can stand over.
This event is for professionals who are:
Designed for HR professionals, employment law advisers, reward specialists and managers involved in pay decisions who need to prepare for the June 2026 changes.
Book your place and get clear on what to do before June 2026.
Here's what to expect at Pay Transparency: Action Plan for HR
The aim is to keep the conference as topical as possible, and the content of the programme may change depending on developments in transposing Irish legislation.
Laura McKee, Knowledge Partner at Legal Island, introduces the day ahead.
The EU Pay Transparency Directive is coming. June 7 is circled on the calendar. And if you are quietly wondering, “So… what exactly are we meant to be doing by then?”, you are not alone.
This session is for anyone who would like fewer rumours, fewer panic emails, and a clear explanation of where things actually stand.
Triona Sugrue, Senior Practice Development Consultant and Kate Heneghan, Associate in the Employment Group at A&L Goodbody LLP will cover:
This is about turning uncertainty into a plan for HR.
A 15-minute Q&A with Triona Sugrue is included.
The principle is simple: people should be paid fairly for work of equal value. The challenge is making sure your system can clearly demonstrate that.
Under the Pay Transparency Directive, employers will need a job evaluation approach that is objective, consistent and capable of standing up to scrutiny. That means moving from good intentions to a practical, structured framework that can be applied across the organisation.
This session focuses on how to make that happen.
During this session, Gabriella Bergstedt, Work & Rewards, Senior Director, Willis Towers Watson will explore:
You will leave with a clearer understanding of how to translate the Directive’s requirements into a workable framework, and how to build a system that supports fairness, transparency and long-term confidence in your pay structures.
A 15 minute Q&A with Gabriella Bergstedt is included.
Theory is useful. But this is where it gets real.
Gabriella Bergstedt, Work & Rewards, Senior Director, Willis Towers Watson will guide you through a practical case study exercise designed to show how job evaluation principles work in action.
Together, we will look at how to apply objective criteria to real roles, test consistency in decision making, and identify where frameworks hold up, and where they need tightening.
You will also hear:
This is a hands-on session focused on practical application, shared learning and building confidence in your approach.
Gabriella is based in WTW’s Irish office and has +25 years of Rewards experience split between being a Rewards consultant and working in global multinational companies, predominantly in headquarters Rewards positions
Gabriella’s focus has been to lead work to align and transform local Rewards processes into global ones that are fit for the future and each company’s culture, including change management and communications,. Projects have included, in particular, Job Architecture and Levelling, but also Annual Salary Review process, STI and LTI plans, Fair Pay analysis and reporting, Global Benefits Broker Management, SAP SuccessFactors implementation.
Being a native Swede, Gabriella has been working on ensuring compliance with the Swedish Gender Pay Legislation since early 2000’s and has supported Irish clients with the Irish Gender Pay Gap Reporting requirements since they became effective.
Before rejoining Willis Towers Watson in 2019, Gabriella’s work experience included global rewards positions in Sweden and Denmark within High Tech (Sony Ericsson Mobile), Shipping/Energy (AP Møller - Maersk) and Pharma (LEO Pharma). She now provides support to both Irish, European and Global clients in a variety of Work and Rewards areas.
Kate Heneghan is an associate in A&L Goodbody's Employment group and advises a wide range of clients from various business and industry sectors. Kate advises on all aspects of the employment law relationship, both contentious and non-contentious. This includes advising clients on internal HR processes as well as supporting and advising HR and business managers on workplace disputes and workplace restructuring. Kate also represents clients in settlement negotiations and claims before the Workplace Relations Commission and the civil courts.
Tríona Sugrue is a Knowledge Consultant in the firm’s Employment Practice Group. Tríona has extensive experience advising on all aspects of contentious and non-contentious employment issues and representing parties in employment disputes before the Workplace Relations Commission, the Labour Court and the civil courts. She provides professional support to the Employment Practice Group and clients in relation to all aspects of employment law. She is a lecturer in Employment Law at the Law Society of Ireland and regularly contributes to publications on employment law topics. She is co-author of Labour and Employment Compliance in Ireland.
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