Gender Pay Gap Reporting – What has changed in 2025?

Gender pay gap reporting has been in place in Ireland now for three years. In this time, employers with more than 250 staff have been submitting reports on pay in their organisation, illustrating where gaps appear in the pay received by male and female members of staff. Introduced as part of the Employment Equality Act 1998 (section 20A) (Gender Pay Gap Information) Regulations 2022, these regulations have sought to promote gender equality by drawing attention to historic inequalities in society.

Now these regulations have changed. From 2025 onwards, employers in Ireland with more than 50 employees are required to publish gender pay gap reports. The scope of the regulations is widening and while this will provide a much clearer picture of the working environment in Ireland, it will also create new challenges for many employers.

Changes at a glance:

There are three key changes employers should be aware of. We have already seen that the number of organisations who must report has increased. Alongside this, the annual deadline for reporting has changed, and a new portal for submitting reports has been developed.

1. New Organisations Eligible:
   Under the initial 2022 requirements, reporting was required only from organisations with over 250 employees. In 2024 this was revised down to organisations with over 150 employees, and now in 2025 it has been revised down again to organisations with over 50.Expanding the scope of the requirements will expand awareness of gender inequality in society. More organisations will become aware of their own pay gap and will be armed with the data they need to go about resolving this.

2. New Reporting Deadline:
   Under the changed regulations, the method for making a gender pay gap report has two steps. First, an organisation must choose a snapshot date anytime in June. The report will present the organisation as it stands on that date in June. The deadline for publishing the report is five months after the chosen snapshot date. For instance, an employer who chooses 1^st June as their snapshot date has a reporting deadline of 1^st November. Parties familiar with the previous gender pay gap reporting requirements will note that previously six months were available between the snapshot date and the reporting deadline. This has been revised down by one month.

3. New Reporting System:
   Prior to 2025 organisations were required to publish their gender pay gap reports either on their own website or through another method accessible to all employees and the public. Now, a new gender pay gap reporting portal will be launched in Autumn 2025. Employers will now report their data via the portal, with the option of publishing the report on their own website if they wish. The portal will provide the public with a searchable platform to access pay gap data.

What remains the same in gender pay gap reporting?

The change to the number of organisations required to make reports will be transformational for those brought under the scope of gender pay gap reporting. The new deadline and portal are also important changes. However, the remainder of gender pay gap reporting remains much the same as before.

Employers will still be required to provide statistics on remuneration, bonuses and benefits. The requirement to report on metrics such as the average and median hourly pay gaps, bonus gaps, and distribution of male and female employees across pay quartiles, is still in effect. So too is the requirement that the report disclose the percentage of employees who receive bonuses and benefits-in-kind, along with identifying any disparities in these areas.

Reporting these statistics will, the legislation hopes, encourage organisations to identify inequities, reflect on their practices, and take steps to cultivate a fairer workplace. Reporting will also foster accountability and push companies to view pay equity as not merely a compliance measure but as an integral driver of trust, morale, and inclusivity.

Empowering Equality Through Insightful Reporting

At Crowleys DFK, we understand that gender pay gap reporting is more than a compliance requirement it’s a strategic opportunity to foster transparency, trust, and transformation within your organisation. We can offer end-to-end support to help you meet your obligations and leverage your data for meaningful change.

Our services include:

• Data Collection & Analysis
  We help you gather and validate the required data—covering pay, bonuses, benefits-in-kind, and working hours—ensuring accuracy and completeness.
• Report Preparation & Submission
  We prepare your gender pay gap report in line with the latest guidance from the Department of Children, Equality, Disability, Integration and Youth.
• Narrative Development
  Beyond the numbers, we help you craft a compelling narrative that contextualises your data, outlines your action plan, and communicates your commitment to equity.
• Strategic Advisory
  Our consultants provide insights into workforce composition, pay structures, and progression pathways, helping you identify and address root causes of pay disparities.

Ready to Report with Confidence?

Whether you’re preparing your first report or refining your approach, we’re here to help. Contact Brian O’Donoghue, Manager in our Accounting & Financial Advisory Department, to learn more about our gender pay gap reporting services.