Gender Pay Gap Reporting in Ireland: Preparing for 2026
Updated: Sep 3
Gender pay gap reporting in Ireland is entering a new phase.
The public side of Ireland’s Gender Pay Gap Portal launched earlier in 2026, making it easier for employees, customers and the wider public to view and compare gender pay gap reports across different sectors, organisation sizes and reporting years.
For employers, this brings greater visibility to gender pay gap reporting and makes preparation for the 2026 reporting cycle increasingly important.
A more transparent reporting environment
The Gender Pay Gap Portal provides a central location for published gender pay gap information.
This increased transparency means an organisation’s reporting can now be viewed alongside other employers within its sector or of a similar size.
As a result, gender pay gap reporting is becoming more than an annual compliance exercise. The information published can also contribute to how employees, potential recruits and other stakeholders understand an organisation’s approach to pay and workplace equality.
Changes ahead for 2026
Uploading gender pay gap reports to the portal was voluntary during the 2025 reporting cycle.
From the 2026 reporting cycle, however, submission through the portal will become a legislative requirement for organisations within the scope of the reporting rules, however, employers with over 50 employees will be legally obligated to report their gender pay gap information to the Gender Pay Gap Portal.
Employers should therefore make sure they understand their reporting responsibilities, are registered on the portal and have the right information and processes in place ahead of the next reporting deadline.
Getting your data in order
Accurate reporting depends on accurate underlying information.
For employers, this means ensuring payroll, employee and remuneration data is complete, consistent and readily available when the reporting process begins.
Preparing early can help organisations identify gaps in their data, understand any pay differences that emerge and avoid unnecessary pressure as reporting deadlines approach.
It also provides an opportunity to review internal processes and make sure the information being reported accurately reflects the organisation.
Looking beyond compliance
Greater public access to gender pay gap information is part of a wider move towards increased pay transparency.
For businesses, this makes it increasingly important to understand not only what information must be reported, but what that information may communicate to employees, candidates and other stakeholders.
A proactive approach can help organisations prepare for future requirements while strengthening confidence in their payroll and reporting processes.
How we can help
At UHY Farrelly Dawe White, we work with businesses to support accurate, reliable payroll processes and help employers manage their ongoing reporting obligations.
If you would like to discuss your payroll processes or how your organisation can prepare its data for upcoming reporting requirements, speak to our team.
