Your Gender Pay Gap Reporting Questions Answered

At SD Worx Ireland, we’re committed to supporting employers as they navigate Gender Pay Gap (GPG) reporting obligations. At the recent IPASS Conference, we hosted a breakout session on Gender Pay Gap (GPG) Reporting, led by our Country Leader, Eimear Byrne. The session gave attendees a chance to ask their most pressing questions and they didn’t hold back!  

We’ve taken the most frequently asked questions from that session and compiled them here with efficient, clear answers. No time wasting. No jargon. Just facts. 

Whether you're a large enterprise or a growing SME approaching the 50-employee threshold, understanding your obligations early is key. For SMEs, preparing now can help avoid last-minute stress and ensure systems are in place when reporting becomes mandatory. 

 Related Blog: Gender Pay Gap Reporting: What Does it Mean for Irish Employers?

Q: Our company pays everyone equally. Do we still need to publish a GPG report? 
A: Yes. If your organisation has 50 or more employees, you are legally required to publish your Gender Pay Gap report annually, even if the gap is zero. Transparency is key, regardless of the outcome.  

Q: Who monitors GPG reports? 
A: The Irish Human Rights and Equality Commission (IHREC) has oversight powers. Non-compliance can lead to enforcement action, including court orders to compel publication. 

Q: What happens if we miss the deadline? 
A: While there are currently no financial penalties, failure to comply may result in reputational damage, legal action, and public enforcement by IHREC. 

Q: Are public sector bodies with set pay scales required to report? 
A: Yes. GPG reporting applies regardless of pay structure. The focus is on the gap, not just pay rates. 

SME Tip: If your business is close to the 50 employee mark, start tracking relevant data now. Early preparation can help you avoid scrambling when you cross the threshold and ensure your reporting is accurate from day one. 

Q: How is gender identified for reporting? 
A: Employers should use the gender employees have self-identified. If an employee chooses not to disclose their gender, record them as “undisclosed”. This should be noted in your methodology. 

Q: We have non-binary employees. How are they included? 
A: Currently, reporting regulations recognise binary genders. However, inclusive employers should transparently explain how non-binary staff are accounted for in their methodology statement.  

SME Tip: Smaller teams often mean fewer resources. Using an advanced payroll software like MegaPay can save time and reduce the risk of errors, especially when HR and finance teams wear multiple hats. 

Q: What does “work of equal value” mean? Who decides this? 
A: Work of equal value refers to roles that are different but considered equal in terms of effort, skill, responsibility, and working conditions. Employers must conduct job evaluations or rely on internal job grading systems to assess this. 

Q: How do small companies define gaps when roles aren’t clearly structured? 
A: You must still assess job functions and categorise them as best as possible. Job evaluations or grading systems can help bring clarity to less structured environments. 

Q: Will reporting results be made public? 
A: Yes. You must publish the report on your website and ensure it remains accessible for at least three years. 

During the session, it was clear that the audience welcomed the upcoming EU Directive on Pay Transparency. Many participants saw it as a positive and necessary step in reinforcing accountability and consistency across Europe. The directive reflects a broader shift in expectations where fairness, openness, and equal treatment in the workplace are no longer “nice to have”, but essential. 

Related Guide: The EU Pay Transparency Directive: What Irish Employers Need to Know

 That said, some attendees raised concerns around the risk of token compliance. Specifically, there was unease about the possibility of women being placed in senior roles purely to improve reporting outcomes, rather than as part of a genuine effort to promote equity. This sparked a wider conversation about the importance of authentic, strategic workforce planning where initiatives are driven by purpose and not just performance metrics. 

Another key theme was the issue of male underrepresentation in certain sectors, such as healthcare and education. While gender pay gap discussions often focus on women, attendees rightly pointed out that equality must work both ways. Achieving gender balance means recognising and addressing barriers for all groups - creating workplaces where opportunities are fairly distributed, regardless of gender.  

These discussions highlighted that Gender Pay Gap reporting is not just a compliance exercise, it’s a catalyst for deeper reflection on how organisations attract, retain and reward talent. As the legislative landscape evolves, so too must our commitment to meaningful change.  

For SMEs, this shift presents a chance to build inclusive practices from the ground up. Rather than retrofitting policies, smaller organisations can embed fairness and transparency into their culture early, creating a strong foundation for growth. 

Compiling Gender Pay Gap data doesn't have to be a headache. With the right payroll software in place, the entire process becomes more streamlined, accurate, and stress-free. That’s where MegaPay comes in. 

MegaPay includes a dedicated Gender Pay Gap reporting feature, designed to help you extract the data you need, quickly and confidently — saving you time, reducing errors, and supporting full compliance.