On 31 May 2025, the Irish government enacted new gender pay gap reporting rules through amendments to the Employment Equality Act 1998.
The amended regulations expand reporting obligations to more businesses, shorten the publishing timeline, and pave the way for a new centralized public reporting portal. For global employers operating in Ireland, these changes require immediate attention to ensure compliance.
Ireland Gender Pay Gap Reporting Rules’ New Threshold: 50 Employees in 2025
Previously, only employers in Ireland with 150 or more employees were required to report gender pay gap data. The 2025 Regulations reduce this threshold to just 50 employees, bringing a significantly wider pool of employers into scope.
This change is especially important for small to mid-sized companies operating in Ireland, particularly those who may not have been subject to these obligations before. Employers in this new category should take steps to understand the reporting requirements, establish internal systems for capturing accurate pay data and ensure their HR and legal teams are trained on the Irish gender pay gap reporting framework.
Revised Timeline for Reporting Obligations
In addition to the reduction of the employee threshold to 50 employees, the reporting deadline has been shortened. Employers must now publish their gender pay gap report within five months of their chosen “snapshot date” (which must be in June), with a final deadline of end of November. Previously, the deadline was six months, typically falling in December.
This shift requires employers to act faster and more efficiently in preparing and analyzing their data.
Introduction of a Centralised Public Reporting Portal
Earlier in March 2025, Ireland's Minister for Children, Disability and Equality announced plans to launch a centralized online portal for gender pay gap reporting. Scheduled to go live in Autumn 2025, the portal will serve as a central repository for all company reports and a searchable public database to promote transparency and accountability.
The portal will allow easier access to company data and comparisons between organizations, adding greater public visibility to gender pay gap performance.
Implications for Irish Employers
With these changes now in effect, employers should:
Verify headcount to determine if they meet the new 50-employee threshold.
Select a snapshot date in June and ensure readiness to report within 5 months.
Review data collection systems and begin compiling required metrics.
Stay alert for the launch of the new portal and prepare to submit data through it once live.
Plan for EU-level changes under the upcoming EU Pay Transparency Directive, which may further reshape pay reporting standards in the years ahead.
How Atlas Can Help
At Atlas, we help global employers stay ahead of regulatory changes in every country where they operate. Whether you're navigating gender pay gap reporting for the first time or expanding your operations in Ireland, our global employment platform and local HR experts provide the tools and guidance you need to stay compliant.