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Gender Pay Gap Reporting

As we head into the new tax year, 2023, there are many changes that are coming in to effect as a result of Budget 2023. It is important that, you as an employer be aware of these changes from a Revenue perspective and an employee rights perspective as a number of them will affect all employers in some way. Please familiarise yourself with the changes and contact us if you require more information. Below is a brief summary of some of the changes.

Gender Pay Gap Reporting

Came into effect in May 2022
Requires employers to report information on pay by reference to gender to determine if a gap exists

Who is obliged to report?

Public & private sectors with the required minimum number of employees on the relevant date (snapshot date)
To be published on company website 6 months after snapshot date – e.g snapshot date 30^th June to be published by 30^th December.
Reporting obligations being phased in as follows:

Reporting Year	Number if employees employed on the Relevant date
2022	250 or more
2023	250 or more
2024	150 or more
2025 and subsequent years	50 or more

Return to Budget 2023 Update – Changes coming into effect for employers.

To discuss in confidence what the measures mean for you or your business, please contact our team outlined below, or your usual RBK contact.