A New Era of Pay Transparency: Gender Pay Gap Portal Launching Autumn 2025
From Autumn 2025, a major shift is coming for Irish employers: the launch of a fully searchable Gender Pay Gap Reporting Portal. This new portal marks a significant step forward in promoting transparency and accountability around workplace pay disparities between men and women.
Why This Matters
Currently, businesses subject to gender pay gap reporting obligations must publish their reports on their own websites. However, with the upcoming launch of the new centralised portal, all in-scope employers will be required to upload their reports directly to this online system. The public will be able to search, view, and compare reports from approximately 6,000 organisations – creating new visibility into pay equality across sectors.
This development reflects growing societal and governmental pressure to close the gender pay gap, which stood at 9.6% in Ireland in 2022, according to Minister Norma Foley.
Who Is Affected?
From 1 June 2025, the threshold for reporting drops significantly:
- All employers with 50 or more employees will be required to report.
- This includes companies entering the scope of the legislation for the first time – many of whom may be unfamiliar with the steps required.
If your organisation meets the threshold, now is the time to prepare. The earlier you begin collecting and analysing your pay data, the easier it will be to meet the new requirements.
Reporting Timeline
There are two key dates you need to remember:
- Snapshot Date: Any date in June 2025 chosen by your organisation to capture employee data.
- Reporting Deadline: The corresponding date in November 2025 (e.g. if your snapshot date is 10 June, your report is due by 10 November).
This November deadline is a shift from previous years, where reports were due in December. This gives employers five months to prepare and submit their data.
What Goes in the Report?
Each report must include:
- Gender pay gap metrics based on hourly pay, bonuses, and more.
- An explanation or narrative addressing any gaps identified.
Under the new system, employers must submit this information via the official portal, but they can also still publish additional detail on their own websites.
Increased Public Visibility
The new searchable portal will make comparing gender pay gaps across employers easier than ever. This enhances transparency and puts reputational pressure on organisations with persistent or unexplained pay disparities.
Next Steps for Employers
Whether you’re reporting for the first time or already familiar with the process:
- Review your internal data collection methods
- Identify a snapshot date early
- Plan ahead to avoid missing the November deadline
- Ensure your narrative addresses any pay disparities clearly and constructively
If you’re unsure where to start, it’s important to seek reliable information early. The Irish Human Rights and Equality Commission (IHREC) and the Department of Children, Equality, Disability, Integration and Youth both provide up-to-date guidance on gender pay gap reporting requirements.
And if you need legal advice or tailored support with your report, the team at Employment Matters is here to help you navigate your obligations with confidence and clarity.
🔗 Useful resources:
