February 19, 2024
Sodium Valproate (Epilim) Inquiry
In November 2020, the Minister for Health, Mr Stephen Donnelly, announced that an inquiry would take place into the historical licensing and use of the epilepsy drug Sodium Valproate (also...
The Employment Equality Act 1998 (Section 20A) (Gender Pay Gap Information) Regulations 2022 (the “Regulations”) were published on the 3rd of June 2022.
We’ve previously reported on the introduction of Gender Pay Gap (“GPG”) reporting on International Women’s Day. Most of the detail outlined then by the Minister for Children, Equality, Disability, Integration and Youth, Mr Roderic O’Gorman, still applies.
The Regulations provide a framework for employers to calculate any GPG present within their organisations and from June companies with over 250 employees are required to report on their GPG in 2022 by law. The Regulations will extend to companies with more than 150 employees by 2024 and to companies with more than 50 employees by 2025.
It is important that employers in companies with more than 250 employees familiarise themselves with the calculations outlined in the Regulations. For example, each report is required to include the following calculations:
From June 2022, employers with more than 250 employees are also required to publish their GPG reports on their website, or where they do not have a website, in physical form. These reports must remain available to view for three years from the date of publication. The reports must be published or made available no later than six months after the relevant time period covered in the report.
What’s more, each employer publishing a report must include a written statement listing the reasons for any differences in pay between male and female employees.
If required, the statement should also include measures that have been taken to rectify any gender-based gaps.
It’s essential that employers are familiar with the Regulations, including calculations, timelines and publication requirements for GPG reporting. Employers will need to understand the calculations required and have processes and reporting mechanisms in place to ensure they are compliant.
About the Author: Nikita Kelly, Solicitor on the Employment Team
Contact our office
Make an enquiry