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Publication duties
Ireland and the UK both require the report on the employer's own website. Employees and the public must be able to reach it. Ireland: publish within 5 months of a chosen June snapshot date. UK: within 12 months of 31 March or 5 April. Both: keep it up at least 3 years.
A reference note from Dan Malone, who builds software products.
The rule
“publish the information referred to in paragraph (1)(a) and a relevant report (where required under paragraph (1)(b)) on the relevant employer’s website in a manner that is accessible to all the relevant employer’s employees and the public”
The facts
| Field | Value |
|---|---|
| Ireland — who must report | An employer with 50 or more employees on the snapshot date. S.I. 212/2025 cut the threshold from 150 to 50 on 31 May 2025. Source |
| Ireland — snapshot date | The employer picks a date in June each year. The pay period is the 12 months ending on that date. Source |
| Ireland — deadline | Publish not later than 5 months after the snapshot date. S.I. 212/2025 replaced the original 6 months with 5 months. Source |
| Ireland — where it goes | On the employer's own website, accessible to all employees and the public. An employer with no website must show it in physical form for inspection. The place is the registered office or principal place of business. The hours are normal business hours. Source |
| Ireland — how long it stays up | The information and the report must stay on the website, or available for inspection, for not less than 3 years. The 3 years run from the date of publication. Source |
| Ireland — narrative statement | The employer must publish a written statement when the figures show a difference referable to gender. The statement gives the reasons and the measures taken or proposed. It goes out at the same time as the figures. Source |
| Ireland — central portal from 2026 | The Gender Pay Gap Portal opened on 18 November 2025 for voluntary uploads. The public side opened on 18 June 2026. Submission becomes a legal requirement for the 2026 cycle, and the own-website duty continues. Source |
| UK — who must report and when | An employer with 250 or more employees on the snapshot date. Snapshot is 31 March for most public authorities and 5 April for private, voluntary and other public bodies. Source |
| UK — deadline | Publish within 12 months of the snapshot date. The cut-off is 23:59 on 30 March for most public sector employers and 23:59 on 4 April for the rest. Source |
| UK — where it goes and for how long | On the employer's own website, accessible to all employees and the public, for at least 3 years. The employer must also publish on the website the Secretary of State designates. Source |
| UK — signed statement | Private, voluntary and other employers must add a written statement that the figures are accurate. A director or equivalent signs it. For other bodies the signatory is a designated LLP member, a general partner, or the most senior employee. Public authorities under S.I. 2017/353 have no signed-statement duty. Source |
| UK — what happens on failure | The EHRC sends a warning notice, then may investigate and issue an unlawful act notice. It may seek a court order where an organisation does not comply with a statutory compliance notice. Breaching the court order is an offence punishable by an unlimited fine. 10 organisations missed the 2025 deadline. Source |
The artefact
What goes wrong
/01
Missing the date. The Irish window runs 5 months from the June date the employer picked. A late-June snapshot gives no extra time.
/02
Publishing only to the government portal, an intranet or a careers page. Both countries require a page on the employer's own public website.
/03
Taking the page down after the news cycle. Each year's report must stay reachable for at least 3 years from its own publication date.
/04
Replacing last year's page with this year's, which ends the earlier report's 3-year term early.
/05
A scanned or image-only PDF that screen readers and search engines cannot read. Or a link that breaks at the next site redesign.
/06
Publishing the numbers without the required statement. Ireland needs the reasons and measures narrative. The UK private and voluntary sector needs the signed accuracy statement.
/07
A group publishing one combined page when each in-scope legal entity carries the duty separately. The duty attaches to each “relevant employer” as defined in the regulations. See Regulation 2 of S.I. 264/2022 and regulation 1(2) of S.I. 2017/172.
Who supplies this
Irish government portal for employer submissions. Mandatory from the 2026 cycle. It does not replace the employer's own website page.
https://www.genderpaygapireland.gov.ie/
The designated site UK employers must also publish to, alongside their own website page. It also lets anyone search and compare published data.
https://gender-pay-gap.service.gov.uk/
Pay gap and pay equity analytics software. Produces the mean, median, bonus and quartile figures the page must show.
https://www.payanalytics.com/
Pay equity platform with country-by-country reporting guides, including Ireland. Used to compute and track the required metrics.
https://synd.io/
Pay gap analytics built around UK reporting. Produces the quartile and bonus breakdowns and supports the narrative statement.
https://www.gapsquare.com/
Send the duty, the deadline and where it has to sit. What comes back is a written scope for the page, or a straight answer that you do not need one.
Send the briefLast checked 2026-09-01 · Published 2026-09-01
This page is reference material, not legal advice. Your advisor owns what applies to you.