By Jenny Holohan, Director of Outsourcing, HLB Ireland

From this year, businesses in Ireland with 50 or more employees must report their gender pay gap. This requirement is no longer just for large employers. The scope has widened, and so has the expectation that businesses demonstrate transparency, fairness and progress.

While this may feel like another reporting obligation, it goes much deeper than compliance. Your gender pay gap report is a visible statement of how your organisation values and supports its people. It is also something your employees, clients and future hires will read.

At HLB Ireland, we understand that this process can feel unfamiliar or even overwhelming. But with the right support, it does not have to be complicated. In this article, I will walk through what is required, why it matters and how to start preparing now.

What are the new rules?

If your business has 50 or more employees, you are now required to publish an annual gender pay gap report. The key steps are as follows:

• Choose a snapshot date in June each year. This is the reference point for all data in the report.
• Publish your gender pay gap report by November of the same year.
• Include the average hourly pay gap between men and women across your organisation, along with several other key metrics.
• Provide an explanation of the reasons behind any gaps and the measures your business is taking to address them.
• Make the report publicly accessible, either on your website or in another clear and visible format.

From Autumn 2025, the Irish Government will introduce a central reporting portal. Once live, you will be able to publish your report there instead of hosting it on your website.

Why this matters for your business

This is not just a box-ticking exercise. Your gender pay gap report will be read by your employees, your board, your clients and the wider public. It will help shape perceptions of your company culture and leadership.

A well-prepared report builds trust. It shows that you understand your workforce, that you take fairness seriously and that you are willing to make improvements where needed.

On the other hand, publishing an unclear or incomplete report can raise questions and cause confusion. If your organisation is seen to delay, avoid or downplay this obligation, it could lead to reputational risk. This is why action now is so important.

What the report must include

The report looks at the difference in average hourly earnings between men and women. It also requires a breakdown across bonus pay, pay quartiles and the proportion of staff receiving benefits.

You will also need to include:

• A clear explanation of the figures
• The reasons for any gap identified
• Practical steps your business plans to take to improve the situation

This narrative is just as important as the numbers. It gives your data context and shows that you are approaching the issue in a thoughtful, honest and constructive way.

Common challenges businesses face

In practice, the calculations involved can be complex. You need access to accurate data, a solid understanding of how the metrics work and the ability to interpret your findings with care.

Even more challenging can be explaining the results clearly and confidently. Many businesses struggle to put their data into words. Others are unsure what counts as a meaningful step towards improvement.

That is where expert support makes a difference.

How to get started

If you are reporting for the first time, here are five practical steps to help you prepare:

1. Confirm your employee numbers
   Make sure you meet the 50-employee threshold and include all staff types.
2. Select your snapshot date
   Pick a date in June that reflects your typical payroll structure and operations.
3. Gather your data
   Work with your HR and payroll teams to pull the right figures, including salary, hours worked, bonuses and benefits.
4. Draft your narrative
   Start thinking about what your data might show and how you can explain it. Focus on being honest and solutions-focused.
5. Plan for publication
   Decide where you will publish your report and who needs to be involved in reviewing or approving it.

Support you can trust

At HLB Ireland, we help businesses navigate pay gap reporting in a clear and practical way. We understand how to manage the technical side of the process while also helping you tell the story behind your data with confidence and clarity.

Whether you need full reporting support or just a second pair of eyes to review what you have prepared, we are here to help.

If you would like to discuss your business’s reporting obligations or get started with this year’s requirements, please get in touch.

Jenny Holohan
Director of Outsourcing
HLB Ireland
Helping businesses meet their obligations with clarity and care