Introducing Our Gender Pay Gap Reporting Partner

The HR Company has partnered with CompenSense to make gender pay gap reporting straightforward for Irish employers. Together, we combine hands-on HR guidance with an accurate reporting tool, helping you meet your legal obligations, calculate your figures correctly, and publish a compliant gender pay gap report with confidence. 

How We Can Help

Gender pay gap reporting is a legal requirement for Irish employers with 50 or more staff under the Gender Pay Gap Information Act 2021, and getting the calculation right protects your organisation from compliance risk. Take advantage of our accurate and efficient reporting methodology to generate a legally required report and understand the payroll patterns behind it.

Our Gender Reporting Tool

With our Gender Reporting Tool, you will have a legally required document in minutes.

Simple To Use

Easy-to-navigate reporting tool that helps you stay fully compliant.

Accurate Algorithms

Automatically calculate all required gender pay statistics for accurate, error-free reporting.

Drag And Drop

Effortless compliance. Follow the guide, upload payroll data, generate a report quickly.

What Are Ireland’s Gender Pay Gap Reporting Requirements? 

Any employer with 50 or more employees must report their gender pay gap under the Gender Pay Gap Information Act 2021, as amended by the 2025 Amendment Regulations. The rules set a fixed rhythm each year, built around three dates:

  • Snapshot date: Chosen in June, this is the single day your payroll data is measured against.
  • Reporting deadline: Your figures go live by November, published on your own website and through the Gender Pay Gap Portal
  • Retention period: once published, your report must stay accessible for a minimum of three years.

Missing any of these dates leaves an employer out of step with its legal obligations, which is where a structured reporting process, rather than a manual spreadsheet exercise, earns its place.

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Specific GPG Report Requirements

For organisations that must report on their Gender Pay Gaps, they must ensure that they have accurate and comprehensive data on the following:

  • The mean and median hourly wage gap, the former reflecting the entire pay range in an organisation and the latter excluding the impact of unusually high earners.

  • The mean and median bonus pay wage gaps between male and female employees.

  • The mean and median pay gaps for part-time employees and for employees on temporary contracts.

  • The proportions of male and female employees in the lower, lower middle, upper middle and upper quartile pay bands.

  • The number of male and female employees who received benefits in kind.

  • Employers are also required to publish a statement setting out, in the employers’ opinion, the reasons for the gender pay gap in their company and what measures are being taken or proposed to be taken by the employer to eliminate or reduce that pay gap.

The EU Pay Transparency Directive: What’s Coming for Employers 

The EU Pay Transparency Directive (2023/970) sits alongside Ireland’s existing compliance landscape, introducing robust new obligations over the coming years. Following the passing of the EU’s June 2026 transposition deadline, the Department of Children, Disability, Equality, Integration and Youth confirmed that Ireland is adopting a phased implementation framework as domestic legislation undergoes final drafting. 

Crucially, these incoming EU rules do not replace the current obligations that employers already fulfil under the Gender Pay Gap Information Act 2021. Instead, they build directly on top of them. Under the core mechanics of the Directive, if an employer’s data reveals an unexplained gender pay gap of 5% or more within any specific category of workers performing work of equal value, they face a legal mandate. If this gap is not objectively justified or remedied within six months, the employer must proactively launch a formal Joint Pay Assessment in cooperation with worker representatives.

How The HR Company Supports Your Reporting 

Calculating a gender pay gap accurately takes more than a spreadsheet formula. It means auditing payroll data, applying the right methodology, and writing a clear narrative statement that explains the numbers. Our HR audit service checks that your payroll and employment data is structured correctly before reporting season, and our HR consultancy team can help interpret what your gender pay gap figures mean for your wider people strategy.

Talk to us before your snapshot date to make sure your data is ready.

Choice of Packages

Choose the level of service you require: self-service reporting, assisted reporting or something more bespoke?

Choose the level of service you require: self-service reporting, assisted reporting or something more bespoke?

Self-Service Reporting

Tailored to your requirements.

€499

What’s Included

  • Drag and Drop Payroll Data

  • Instant Legally Compliant Report

  • Algorithmic Accuracy, No Errors

  • Dedicated Support

Most Popular

Assisted Reporting*

Tailored to your requirements.

€1000

What’s Included

  • Expert-Led Data Structuring

  • Tailored Template Customization

  • Rigorous Data Validation & Cleansing

  • End-to-End Project Management & Insights

Custom Reporting

Tailored to your requirements.

Contact us for quote.

What’s Included

  • Fully Bespoke Report Design

  • Custom Data Metrics

  • Dedicated Consultation & Revisions

  • Flexible Delivery Formats

Gender Pay Gap Reporting FAQs

Gender pay gap reporting is a legal requirement under the Gender Pay Gap Information Act 2021 for employers with 50 or more staff. Employers calculate the difference between average hourly pay for men and women across the organisation, then publish the figures with a written explanation of the gap and the steps being taken to close it.

Any organisation with 50 or more employees must report, following the 2025 threshold change that extended the requirement down from 150 employees. Employers below this threshold are not currently required to report, though this may change as EU rules phase in over the coming years.

Employers choose a snapshot date in June, then publish their figures through the Gender Pay Gap Portal and on their own website.

A report needs mean and median hourly and bonus pay gaps, part-time and temporary contract pay gaps, the gender split across pay quartiles, and benefits-in-kind figures. Employers also publish a written statement explaining the gap and the actions planned to reduce it.

It’s an EU-wide law adding further pay transparency obligations on top of Ireland’s existing reporting rules, set out in Directive (EU) 2023/970. It includes joint pay assessments where an unexplained gap of 5% or more is found.

Our Gender Pay Report Partner tool lets you drag and drop payroll data into a guided process that generates your legally required report. Choose self-service, assisted, or fully bespoke support depending on how much hands-on help your team needs.

Get Your Gender Pay Gap Report Sorted Before Your Snapshot Date

Reporting season comes round every year. Talk to The HR Company about auditing your payroll data and choosing the right level of support for your gender pay gap report.