Addressing gender pay inequity remains a key objective for governments globally. Recently, Ireland and Portugal have introduced new reporting requirements whereas the US, which is more advanced in this area, has set a new deadline for pay data as part of the annual workforce data report.

For more information on how these regional developments will impact employers, see below.


Ireland is now a step closer to mandatory gender pay gap reporting. The Irish government published the much anticipated Gender Pay Gap Information Bill in April. With mandatory gender pay gap reporting spreading across Europe, Ireland’s legislation is already several years behind its English speaking neighbor’s (the UK law went into effect in 2017) and several others, and not expected to come into effect until late 2019 at the earliest.

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The Labor Ministry will prepare a report the first semester of the year regarding overall pay equity practices using information available generally, as well as company specific data based on information companies must submit as part of their regular employment related filings. The Labor Ministry will then submit the report to the Labor Authorities so that any discrepancies between the salaries of men and women can be investigated. After the initial data collection and reporting occurs, if any unjustified differences in pay are detected, the Labor Authorities will have 60 days to notify a company that it must submit an evaluation plan. 

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United States

All employers with 100 or more workers in the US have until September 30 to provide the EEOC with pay data as part of the annual workforce data report known as the EEO-1.

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For more information on Gender Pay and Pay Equity, access  our Gender Pay Hub.

thumbnail of gender pay report


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