Gender pay gap reporting: We’re here to help

Learn how Mercer can help you successfully report and publish your gender pay gap results to comply with new government legislation.
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What is gender pay gap reporting? 

Under Gender Pay Gap reporting rules in Ireland, employers must annually report up to 20 metrics relating to differences in pay between men and women. The reporting requirement applies to all organisations with more than 50 employees.

There will be additional and adjusted reporting requirements from 2027 at latest after the EU’s Pay Transparency Directive is transposed into Irish law.

Mercer can help you with gender pay gap reporting

Mercer provides a range of services to help employers to report, understand, communicate and address their gender pay gaps.

Mercer’s four step approach to mandatory gender pay pap reporting

  • 1. Kick off data request

    Mercer will arrange a kick-off meeting to discuss and explain the planned approach. We will then share a simple data template for you to complete and return to us via our secure data exchange platform.

  • 2. Review and data validation

    Once the data is received, Mercer will review and validate with you via a video conference or through email exchange with questions/answers.

  • 3. First draft of results

    Mercer will run the calculations and produce the first set of results. The results will be shared and discussed during a video conference.

  • 4. Final report

    An eventual adjustment will be made and the results report will be finalized.

Related Insights

What is required when publishing your gender pay gap results?

  •  The difference between hourly remuneration of male employees and female employees (mean and median).
  •  The differences between bonus remuneration of male employees and female employees (mean and median).
  • The differences between the median hourly remuneration of male part-time employees and female part-time employees.
  • The percentage of all male employees and all female employees who were paid bonus remuneration.
  • The percentage of all male employees and all female employees who received benefits in kind.
  • The differences between hourly remuneration of male employees on temporary contracts and female employees  on such contracts (mean and median).
  • The proportions of male and female employees in the lower, lower middle, upper middle and upper quartile pay bands.
 
  • Employers must publish a narrative including:
    o   The reasons for the differences
    o   Measures being taken (or planned to take) to eliminate
         or reduce differences
  • The gender pay gap information must be published on the employer’s website or in some other way that is accessible to all its employees and to the public for three years.
  • The government ultimately envisages making a portal available for publication.
  • The Irish Human Rights and Equality Commission (IHREC) can apply for Circuit Court orders requiring a person to comply with the legislation.
  • An employee can make a complaint to the Workplace Relations Commission but no compensation or sanctions are defined in the regulations.

Managing the gender pay gap narrative

Your gender pay gap report is likely to be of interest to your key stakeholders including employees, clients, shareholders and the media.

To manage the narrative you will need to understand and explain the factors driving any identified pay gap and set out plans for any remedial actions needed. Mercer can support you to to look behind the headline numbers and understand the root causes through:

What you don’t measure, you can’t manage. Gender pay gap reporting gives employers valuable insights into their internal pay and talent dynamics. The logical next steps concern root cause analysis and remedial action.
Danny Mansergh

Head of Career Consulting at Mercer Ireland

We’re here to help you meet your gender pay gap reporting obligations!

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Contact us about your gender pay gap reporting today!

We will help you to conduct your GPG activities carefully and correctly within the government guidelines and timeline.
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