Gender Pay Gap Reporting 2025

The Gender Pay Gap Information Act 2021 requires organisations to report on their hourly gender pay gap across various metrics.  Since 2022, companies with over 250 employees began reporting their gender pay gap.  As of 2024, this requirement was extended to organisations with 150 employees or more.

From 2025, the reporting requirement has been further extended to include organisations with 50 employees or more, bringing potentially hundreds more companies into the reporting net.

The gender pay gap is the difference in the average hourly wage of men and women across the workforce.

Organisations must choose their “snapshot” date in June 2025. The reporting deadline is now 5 months after that date, in November 2025. The reporting period is the 12-month period immediately preceding and including the snapshot date.

For example: An organisation chooses Friday 27 June 2025 as its snapshot date. Its reporting deadline is 27 November 2025, and its reporting period is 28 June 2024 to 27 June 2025.

Companies calculate the pay gap by comparing the average hourly earnings of male and female employees.  Regulations have been published which set out the detail on how these calculations should be made. 

In November, organisations must submit their report via the government portal, which is expected to be launched in Autumn 2025.  This online reporting system will consist of a central portal where all employer reports will be uploaded and can be accessed publicly.

Employers can also  publish a report on their website if they wish, detailing their hourly gender pay gap.  The report should cover various metrics, providing transparency on pay disparities within the organisation.  Employers will have to explain any gap that emerges and outline intended measures to bridge it.

At present there is no specified format for the gender pay gap information and relevant report to be published by the employer for the 2025 reporting cycle, other than that the gender pay gap information must be published on the employer’s website and be accessible to all its employees and to the public, for a period of at least three years beginning with the date of publication.

The standard of reporting to date has been varied, given the lack of a specific format to be completed.  Many organisations have reported the data incorrectly, or have not met the requirements for key reporting dates.  The legislation stipulates that the reports must be accessible for no less than three years, but many employers simply replaced the data on their existing webpage, completely overwriting their previous data.

Ireland’s latest available national gender pay gap was 9.6% in 2022 according to the CSO, while in the EU the average is 12.7% (Eurostat, 2024).  Irish companies are making progress but still have work to do.  The most significant gender pay gaps are in the legal profession (35.1%) and the aviation sector (33.5%), followed by insurance (22.9%), construction (21%) and banking sectors (18.9%).