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, with full transposition later. Gender pay-gap reporting already applies from 50 staff.
Ireland's new pay-gap reporting rules have started
What happened
On 1 November 2026 new Irish rules on gender pay-gap reports started. Employers with 50 or more staff must now send their pay-gap figures to the government on a website. They must also say the figures are right.
What it means for you
If you have 50 or more staff in Ireland, send your report to the government site as well as publishing it. If the government sends your written statement back, you have 10 working days to fix it. This is not the full EU pay law. That bill has still not been written.
Dates to know
- 1 November 2026The new reporting rules started.
- Around November each yearGender pay-gap reports are due (employers with 50 or more staff).
Source: Irish Statute Book. We check this page every week. Last checked .
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. In the autumn 2026 legislation programme approved by Cabinet on 16 September 2026, that Pay Transparency Bill appears only as heads of bill in preparation, so it has not yet been drafted. The programme instead prioritised a narrower bill on reporting the gender pay gap to the Minister through a central online portal. It was published as the Employment Equality and Institutional Burials (Amendment) Bill 2026 (Bill 95 of 2026) on 7 October 2026 and passed the Dail on 13 October 2026 and the Seanad, without amendment, on 20 October 2026. It was signed on 24 October 2026 as Act No. 37 of 2026, and its gender pay-gap provisions came into operation on 1 November 2026. Regulations in operation from the same day mean employers in scope must now also report their figures and statement to the Minister through the Gender Pay Gap Portal. This Act does not transpose the Pay Transparency Directive.
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. Since 1 November 2026 employers must also report the figures and their written statement to the Minister through the Gender Pay Gap Portal, confirm they are accurate, and fix any statement the Minister sends back within 10 working days (S.I. No. 548 of 2026).
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.
Ireland's pay-gap reporting sits with Teamed
- Reports on the national portal
- June snapshot, November filing
- Pay ranges in ads, once enacted
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 or more (current law) |
| First report due | Around November (current law) |
| Penalties | Not yet set |
Key figures
| Detail | Value |
|---|---|
| Transposition status | Not transposed; Pay Transparency Bill only at heads-of-bill stage in the autumn 2026 legislation programme; 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) |
| Reporting to the Minister (from 1 November 2026) | Employers in scope must report gender pay-gap figures and their written statement via the Gender Pay Gap Portal and confirm accuracy; a statement the Minister returns must be fixed within 10 working days (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, and the separate Pay Transparency Bill for full transposition was still only at the heads-of-bill stage in the autumn 2026 legislation programme approved on 16 September 2026.
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. Since 1 November 2026 they must also send the figures and their statement to the Minister through the Gender Pay Gap Portal.
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.
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