Ireland Pay Transparency Law: EUPTD Transposition Status
Local term: pay transparency
As of 28 September 2026: Ireland missed the 7 June 2026 deadline and, at last check, the Pay Transparency Bill had not been published. The Minister has said implementation will be phased and employers will not be penalised for the missed deadline. Existing gender pay gap reporting for employers with 50+ employees continues.
Status snapshot
| Status | No draft yet |
|---|---|
| National instrument | Pay Transparency Bill (not yet drafted). The General Scheme of the Equality (Miscellaneous Provisions) Bill 2024 covers some recruitment transparency measures. |
| Official source | No draft legislation published at last check (28 September 2026). |
Pay gap reporting required before the Directive
Gender pay gap report
| Who reports | Employers with 50+ employees (250+ from 2022, 150+ from 2024, 50+ from 2025) |
|---|---|
| How often | Annually. Snapshot date in June, report published within six months |
| What is reported | Mean and median hourly pay gap, bonus gap, proportion receiving bonuses and benefits in kind, pay quartiles, and gaps for part-time and temporary employees |
| Published or internal | Public. Published on the employer's website or a government portal |
| Legal basis | Employment Equality Act 1998, section 20A (inserted by the Gender Pay Gap Information Act 2021) and regulations |
When Directive (Article 9) pay gap reporting starts
Article 9 reporting covers seven indicators: the mean and median gender pay gap, the mean and median gap in variable pay, the proportion of women and men receiving variable pay, the proportion of women and men in each pay quartile, and the gender pay gap by category of workers.
Not yet legislated.
Things to work on now
- Priority for Ireland. Keep your annual gender pay gap report on track (50+ employees). It already covers several Directive indicators.
- Priority for Ireland. Start adding category-of-worker analysis to your existing reporting. That is the biggest gap between Irish reporting and the Directive.
- Use the Directive as your baseline. The Directive sets minimum requirements (Articles 4 to 10) that national law must include, so preparation is not wasted.
- Job architecture. Build or review gender-neutral job evaluation so you can group roles into categories of workers doing work of equal value (Article 4).
- Data readiness. Check your HR and payroll systems can produce the Article 9 indicators, including variable pay and gaps by category of workers.
- Contracts and recruitment. Review pay secrecy clauses and pay history questions now, as these changes carry little cost.
- Review date. Set a date to check for a published bill, as national timelines can move quickly.
Legislative timeline
- January 2025General Scheme of the Equality (Miscellaneous Provisions) Bill 2024 published
- 9 June 2026Government confirms a phased approach
- September 2026Pay Transparency Bill not given priority drafting status
Frequently asked questions
Has Ireland transposed the EU Pay Transparency Directive?
Ireland missed the 7 June 2026 deadline and, at last check, the Pay Transparency Bill had not been published. The Minister has said implementation will be phased and employers will not be penalised for the missed deadline. Existing gender pay gap reporting for employers with 50+ employees continues.
When does gender pay gap reporting start in Ireland?
Some reporting already applies under national law: employers with 50+ employees publish an annual gender pay gap report. Reporting under the Directive (Article 9), including gaps by category of workers, is not yet legislated in Ireland.
What should employers in Ireland do now?
Keep your annual gender pay gap report on track (50+ employees). It already covers several Directive indicators. Start adding category-of-worker analysis to your existing reporting. That is the biggest gap between Irish reporting and the Directive. The Directive sets minimum requirements (Articles 4 to 10) that national law must include, so preparation is not wasted.