Gender Pay Gap Reporting - What's Next
Oct 30, 2024
In this blog, we are looking at the gender pay gap and what it means in a little more detail.
Legislation is constantly being updated so it's important to be aware of the changes and the impact these changes will have on organisations.
With so much growth and scaling in Irish industry, it is important for all organisations and companies to embrace and comply with the legislation and reporting. It is also critical that companies with an expansion plan on the horizon, are aware and plan ahead with proper HR support and guidance.
What is the Gender Pay Gap?
This is the difference in the average hourly wage of women and men in the workforce.
The Gender Pay Gap Information Act 2021 sets out a list of metrics and organisations are required to report on their hourly gender pay gap against these metrics.
As of 2022, it became a business imperative for organisations of over 250 employees to report on their Gender Pay Gap.
2024 sees this legislation pushed further. Now the number is 150. Organisations with 150 employees must report on their gender pay gap too.
What You Need to Know
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Currently the information must be published on the company's website by December.
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From 2025, the figures are changing again! Organisations of 50 persons and over will now have to report on gender pay gender metrics.
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The reporting will move from December to November each year.
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Seniority of roles is not a consideration.
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Gender Pay Gap reporting is mandatory for public and private sectors.
As a company that focuses on female leadership development, we are delighted with these advances and changes. It has taken time to come into force. Transparency is what is needed in order to make and support a step change. These metrics are vital to organisations continuing on the positive path of diversity, inclusion and equality.
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