Why does the GPG Matter?

Legislation

In 2021, the Irish Government passed the Gender Pay Information Act, requiring organisations to report on their hourly gender pay gap across a range of statistics.

What this means

Incrementally from 2022 to 2025, Irish organisations with 50+ employees will have to publish reports about their GPG’s. Failure to do so may result in liability.

Employer Benefits

Inclusive business teams have been proven to make better decisions 87% of the time and have higher retention rates than their non-inclusive competitors.

Monetary benefits

Companies with low diversity in general make an average of 29% less money.

Employee Benefits

Ireland's 2021 gender pay gap stood at around 14%. While this may be slightly less than the EU average, the goal should be pay equality.

The right thing to do

Irish women have been undercompensated and underrepresented forever. The time is now to secure gender equality for future generations.

How we can help

The HR Company’s Gender Pay Gap Tool provides all the necessary features to ensure that your organisation will avoid GPG related liability. Whether that be by closing unnecessary gaps or by justifying existing ones, our tool will help your organisation to understand and explain it’s GPG’s. Our Tool can…

Compare the wage of a curious employee with that of one of their peers. Employees often desire information about their pay in relation to others, and our tool offers a safe and monitored option for employees to gain this information.

Identify where pay gaps exist between the two co-workers. This analysis spans across information including education levels, position-related experiences, performance in the workplace, and more.
Explain why the gaps exist. Whether gaps may be due to something simple, such as education level, or an amalgamation of influences, our tool will be able to pinpoint why your company may be paying one individual more than another. From here, your organisation will be able to take cautionary measures.
Protect your business from GPG related lability. Whether this means providing evidence in the face of an aggrieved employee or justification in the face of the WRC, your organisation will know that it is covered.

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.

<50 Employees

€9.55

Monthly

50-148 Employees

€15.55

Monthly

150-249 Employees

€25.55

Monthly

250+ Employees

Monthly

€35.55

Sign up for an in-person GPG  Demo today!

    Want to learn more about what the Gender Pay Information Act means for your business?

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