For Irish lawmakers, commitment to promoting diversity, equity and inclusion (DEI) continues to be a top priority in 2023. Following the introduction of Ireland’s Gender Pay Gap Information Act (the Act) in 2021, employers continue to be required to report their gender pay gap metrics as a tangible commitment to DEI.

On May 31, 2022, regulations went into effect requiring organizations with more than 250 employees to report their gender pay gap information in December 2022, based on a June 2022 snapshot of the organizations’ employees.

As previously reported, to comply with the Act, employers are required to publish the following information:

• The mean and median hourly remuneration for male and female employees;
• The mean and median hourly remuneration of part-time and temporary male and female employees;
• The mean and median bonus remuneration of male and female employees;
• The percentage of male and female employees who received bonus remuneration;
• The percentage of male and female employees who received benefits in kind;
• The proportion of male and female employees who fall within the lower, lower-middle, upper-middle, and upper quartile pay bands; and
• The employer’s statement explaining the reasons for the differences relating to remuneration that are due to gender and the proposed or implemented measures to eliminate or reduce such differences.

This year, as the second year in effect for employers with more than 250 employees, the 2023 snapshot data will be compared to...

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