Gender Pay Gap Reporting – What Employers Need to Know in 2025
- nicolamernagh0
- 29 minutes ago
- 3 min read
From June 2025, new rules now apply to Gender Pay Gap (GPG) reporting in Ireland, which may impact your company. For the first time, companies with 50 or more employees are required to publish their pay gap data, bringing a wider number of employers into the threshold for reporting. This is a significant shift, designed to bring greater transparency, fairness, and equality into the workplace.
At UHY FDW, we know these changes may feel like a big step. But with the right preparation and support, you can meet the requirements with confidence.
What is Changing?
Every year, employers must now:
Choose a snapshot date in June.
Collect data covering the previous 12 months.
Submit the report to be accessible to the public on the new centralised portal, launching this autumn.
The Workplace Relations Commission (WRC) and the Irish Human Rights and Equality Commission (IHREC) oversee compliance with this, and employees can raise complaints if their employer fails to comply.
The report must cover:
Mean and median gender pay and bonus gaps.
Proportion of male and female employees receiving bonuses and Benefits in Kind (BIKs).
Proportion of men and women across the four pay bands.
Compliance will be overseen by the Workplace Relations Commission (WRC) and the Irish Human Rights and Equality Commission (IHREC).
Key Steps to Get Gender Pay Gap Reporting Right
Audit your payroll data – Make sure your pay data is complete, accurate, and ready for analysis.
Spot the gaps – Run an internal review to identify any disparities and dig into the possible causes.
Prepare your statement – Every report must include a narrative explaining the figures and, importantly, the actions your organisation is taking to close the gap.
Bring employees on the journey – Open, transparent communication with your employees helps build trust and reinforces your commitment to equality.
Check your policies – Review recruitment, promotion, and bonus structures to ensure they actively support fair and equal opportunities.
Take the Next Step
If you are an employer with 50 or more staff, now is the time to start preparing for June 2025.
Choose your snapshot date in June – Choose any date in June as your snapshot date, choosing one that makes sense for your company
Prepare to report by November – you must report within 5 months of your chosen snapshot date. For example, an employer who chooses 26 June as their snapshot date has a reporting deadline of 26 November. You, the employer, must calculate the number of employees by reference to those employed on 26 June 2025 and calculate those employee’s remuneration for the period from 27 June 2024 to 26 June 2025, inclusive
Review pay structures
Conduct internal audits
Engage with employees
Review internal policies
Contact any member of our Payroll Team today to find out how we can support your business.
Why It Matters
Reporting is not just about meeting a legal requirement. It is about showing your people, your clients, and your community that you are committed to fairness and equality. When done well, it can strengthen trust in your business and position you as an employer of choice.
How We Can Help
Our payroll specialists are here to make the process clear and straightforward.
We provide:
Data Audit & Cleansing – reviewing your HR and payroll data to ensure it is accurate and GPG reporting-ready.
Gender Pay Gap Calculations – delivering a full analysis including pay and bonus gaps, and quartile distribution.
With our expertise, you will meet your obligations smoothly, save valuable time, and have confidence that your reporting is accurate.
Read our guide: Gender Pay Gap Reporting – A Guide for Employers in 2025
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