Gender Pay Gap Reporting - A Guide For Employers in 2025

The gender pay gap is the difference in the average hourly wage between men and women across an organisation’s workforce.

In Ireland, the Gender Pay Gap Information Act 2021 requires organisations to report on their hourly gender pay gap across a number of key metrics. This reporting aims to increase transparency and encourage meaningful action toward workplace equality.

Who Must Report

Since the introduction of the legislation, the thresholds for mandatory gender pay gap reporting have evolved:

• 2022: Organisations with 250 or more employees were required to report.

• 2024: The threshold lowered to organisations with 150 or more employees.

• 2025: For the first time, organisations with 50 or more employees must report on their gender pay gap.

If your organisation now meets the 50-employee threshold, it’s essential to understand your obligations under the law..

Where to Find the Regulations

The full legal framework and calculation details are set out in the following regulations:

• The Employment Equality Act 1998 (section 20A)(Gender Pay Gap Information) Regulations 2022

• The Employment Equality Act 1998 (section 20A)(Gender Pay Gap Information)(Amendment) Regulations 2024

• The Employment Equality Act 1998 (section 20A) (Gender Pay Gap Information) (Amendment) Regulations 2025

These regulations clarify how the calculations must be made, the reference periods, and the reporting deadlines.

The expansion of gender pay gap reporting to organisations with over 50 employees marks a significant step toward greater workplace equality in Ireland. For employers, it’s not just a compliance issue - it’s an opportunity to reflect on your culture, policies, and progress toward inclusion.

Connect with our team of experts - we will keep you informed and help ensure you’re fully prepared for the changes and reporting regulations.

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Source: gov.ie