EU Pay Transparency Implementation in Ireland

Ireland is steadily progressing toward full implementation of the EU Pay Transparency Directive, positioning itself as a proactive player in advancing workplace equality. In January 2025, the Irish government published the General Scheme of the Pay Transparency Bill, marking a significant step toward transposing the EU Directive ahead of the June 2026 deadline.

The draft legislation outlines key measures designed to tackle the gender pay gap and enhance transparency across the recruitment and employment lifecycle. Employers will be required to disclose salary ranges in job advertisements, adopt objective and gender-neutral job evaluation systems, and avoid requesting salary history from candidates. These changes aim to foster fairness from the outset of the hiring process, empowering applicants to make informed decisions and reducing structural pay inequality.

The proposed law also strengthens employee rights by ensuring access to clear information on pay structures and career progression criteria. Larger employers—those with 250 or more employees initially—will face mandatory reporting obligations, including the publication of detailed pay gap data. Over time, these thresholds will decrease, extending compliance requirements to smaller organizations.

A central component of the legislation is the shift in the burden of proof in cases of pay discrimination. If a pay discrepancy arises, the employer must demonstrate that the difference is based on legitimate, non-discriminatory factors. This not only enhances accountability but also encourages companies to proactively monitor and correct internal pay disparities.

Although the legislation is still in draft form, Ireland's early action signals its commitment to promoting pay equity and preparing employers well ahead of enforcement. Organizations operating in Ireland should begin reviewing their pay policies and HR systems to align with the upcoming legal standards, ensuring a smooth transition once the law is enacted.