Pay transparency rules in Ireland
Not yet. Ireland missed the deadline and is transposing in phases. A draft Bill covers pay in job ads and a salary-history ban; full transposition is planned in a later Bill. Ireland already requires gender pay-gap reporting for employers with 50 or more staff.
Ireland has not yet transposed the EU Pay Transparency Directive (Directive (EU) 2023/970). The government confirmed in 2026 that Ireland would miss the 7 June 2026 deadline and implement on a phased basis. The main draft vehicle is the General Scheme of the Equality (Miscellaneous Provisions) Bill 2024, which covers pay information in job adverts (Head 4) and a ban on asking applicants about pay history (Head 5); a separate Pay Transparency Bill is planned for full transposition and is not yet drafted. Ireland already has gender pay-gap reporting under the Gender Pay Gap Information Act 2021, which now covers employers with 50 or more staff: employers pick a snapshot date in June and publish their report within five months, around November, on the national portal. The Directive’s thresholds, dates and a joint pay assessment apply once Ireland fully transposes.
What is the current status in Ireland?
Ireland missed the deadline and is transposing in phases. A draft Bill covers pay in job ads and the salary-history ban; full transposition is planned in a later Bill.
The government confirmed in 2026 that Ireland would miss the 7 June 2026 deadline and implement on a phased basis, and said there would be no penalty for the delay. The General Scheme of the Equality (Miscellaneous Provisions) Bill 2024 covers pay information in job adverts (Head 4) and the salary-history ban (Head 5). A separate Pay Transparency Bill is planned for full transposition.
What does Ireland already require?
Gender pay-gap reporting already applies to employers with 50 or more staff: a June snapshot date, with the report published within five months, around November.
Under the Gender Pay Gap Information Act 2021, employers choose a snapshot date in June and publish their report within five months (so a June snapshot is published by the equivalent date in November) on the national portal at genderpaygapireland.gov.ie.
What will change once Ireland fully transposes?
Pay in job ads, the salary-history ban, the right to pay information, the Directive reporting thresholds and a joint pay assessment at an unexplained 5 percent gap will apply.
Once transposed, the Directive thresholds apply: 250 or more report annually and the 150 to 249 and 100 to 149 bands every three years, with first reports due 7 June 2027 and 7 June 2031 under the Directive baseline. The exact Irish figures are not yet set.
How does this work if you hire through an EOR?
Teamed is the legal employer in Ireland, so existing gender pay-gap reporting and the future transparency duties for your team sit with Teamed. We keep your hiring and pay practices compliant and track both Bills.
At a glance
| Pay shown in job ads | Proposed (Head 4 of the draft Bill) |
|---|---|
| Salary-history question banned | Proposed (Head 5 of the draft Bill) |
| Gender pay-gap reporting from | 50+ under the existing Gender Pay Gap Information Act 2021 (Directive thresholds not yet transposed) |
| First report due | Existing regime: around November (June snapshot, published within 5 months). Directive dates not yet set in Irish law |
| Penalties | Not yet set; the Minister says no penalty for the June 2026 delay |
Key figures
| Detail | Value |
|---|---|
| Transposition status | Not transposed; phased implementation; deadline missed (source) |
| Main draft vehicle | General Scheme of the Equality (Miscellaneous Provisions) Bill 2024: pay in job ads (Head 4) and salary-history ban (Head 5) (source) |
| Second planned vehicle | A separate Pay Transparency Bill for full transposition; not yet drafted (source) |
| Existing gender pay-gap reporting | 50+ employees; June snapshot date, report published within 5 months (around November) on genderpaygapireland.gov.ie (source) |
| Directive thresholds (not yet in Irish law) | 250+ annual and 150 to 249 every 3 years, first due 7 June 2027; 100 to 149 every 3 years, first due 7 June 2031 (source) |
| Penalty position | No Irish penalties set yet (no transposing law); the Minister said there is no penalty for the June 2026 delay (source) |
Frequently asked questions
Has Ireland transposed the EU Pay Transparency Directive?
Not yet. Ireland missed the 7 June 2026 deadline and is transposing on a phased basis. A draft Bill covers pay in job ads and a salary-history ban; a separate Bill is planned for full transposition.
Do Irish employers already report their gender pay gap?
Yes. Under the Gender Pay Gap Information Act 2021, employers with 50 or more staff pick a June snapshot date and publish their report within five months, around November.
Will Irish employers be penalised for the delay?
No. The Minister confirmed there is no penalty for missing the June 2026 deadline. Irish penalties will be set when the transposing law is in place.
Pay transparency is moving at different speeds across the EU. When Teamed is your legal employer in Ireland, these duties sit with us: compliant pay ranges, the salary-history rule, employee pay-information requests, and reporting where it applies. We track the law as it changes so your hiring stays compliant.
