Gender Pay Gap Reporting: Getting it Right

In December 2022, private and public sector employers of 250 or more employees will have to report their first gender pay gap information. Gender pay reporting obligations will extend to employers with 150 or more employees in 2024 and to employers with 50 or more employees in 2025. In addition to reporting on their gender pay gap information, in-scope employers will also be required to publish, a statement setting out in the employer’s opinion, the reasons for its gender pay gap and the measures (if any) being taken or proposed to be taken by the employer to reduce or eliminate that gap.

This webinar aimed to guide employers through all elements of gender pay gap reporting.

Mary Brassil, partner in McCann FitzGerald’s Employment, Pensions & Incentives Group, provided an overview of the regulations to include which employers, employees and pay periods are within scope. She focused on the information to be reported and how key metrics for the calculations are defined. Mary also provided guidance on the measures that employers can put in place to address any gender pay gap.

Patrick Gallen, partner in Grant Thornton’s People and Change Consulting practice, spoke on the Gender Pay Gap Report as an opportunity for increasing Diversity Inclusion and Belonging within a business. He covered how to discuss GPGR findings in the context of DVIB and make meaningful steps towards increasing DVIB in general.