Fri, 28 Apr, 2023 - 08:45
Employers can expect ongoing engagement with evolving legal frameworks to support workers in relation fairness, inclusion, flexibility and pay transparency, advises a leading employment law expert.
Síobhra Rush, partner and head of the Dublin Office at Lewis Silkin Ireland, says Irish employers are already engaging with a lot of new workplace regulation.
“The EU Parliament recently adopted the Pay Transparency Directive, which now has to be formally adopted by the Council before being signed into law,” said Síobhra. “This is likely to happen before the end of 2023 and then Ireland will then have three years to implement it.”
The Directive will initially apply to employers with 250 or more workers (who must report their gender pay gaps every year), and to employers with 150-249 workers (who will have to report every three years).
The threshold will be lowered to apply to employers with just 100 workers within five years of the Directive coming into force, and these smaller employers will also have to report gender pay gaps every three years.
“While many larger employers will already have done their first report on their Gender Pay Gap, they will now be required to publish pay gaps for the workforce as a whole, but also to report internally on pay gaps within categories of workers doing the same work, or work of equal value,” Síobhra added.
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