Gender Pay Gap Reporting Support.
We are working closely with businesses to help them meet this new requirement practically and confidently. Whether you are preparing your first report or scaling up for broader compliance, getting both the narrative and the numbers right makes a real difference.
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Gender Pay Gap Reporting Support
Clarity. Compliance Done Right
From 2025, Irish businesses with 50 or more employees must publish an annual gender pay gap report. This is not just a technical requirement. It is a public reflection of how your organisation treats, rewards, and values its people.
At Dains Ireland, we help businesses meet this new obligation with a smarter, more supportive approach. Our expert team combines payroll insight, compliance rigour, and communication expertise to help you report clearly and credibly. Whether you are preparing your first report or want to improve how you tell the story behind the numbers, we are here to help.
What You Need to Know
If your organisation employs 50 or more people, you are now required to:
- Select a snapshot date in June each year
- Publish your gender pay gap report by November
- Report on metrics including average hourly pay gaps, bonus differences, and pay quartiles
- Provide a written explanation for any gaps and outline the actions your business is taking
- Make your report publicly accessible on your website or another clear format
A government-run central portal is expected to launch in late 2025. Until then, each business must manage publication directly.
Why It Matters
Your gender pay gap report will be read by more than regulators. It will be seen by employees, senior leaders, clients, investors, and future hires. It can influence how your business is perceived by those who matter most.
A rushed or vague submission can raise doubts. A clear and confident report shows leadership. It signals that your business understands its obligations, takes fairness seriously, and is prepared to act.
This is especially important if you are growing, hiring, or actively strengthening your brand.
Our Support Package
We work with businesses across Ireland to make gender pay gap reporting easier, more accurate, and more impactful. Our services include:
Payroll Data Support
We work directly from your payroll systems to extract the relevant figures. This saves your internal team time and ensures your data is clean, consistent, and aligned with reporting standards.
Narrative Guidance
The narrative is just as important as the numbers. We help you write a short explanation that clearly describes the data, outlines likely causes, and demonstrates what your business is doing to improve. This section is often where businesses struggle. We make it easier.
Compliance Review
We double-check your metrics, calculations, and written explanations to ensure your report meets all regulatory requirements. We also help you prepare for the expected public portal rollout in 2025.
Advisory Integration
If your report highlights issues around bonuses, tax, benefits, or internal equity, our wider team can support you with joined-up advice that brings together payroll, tax, and HR.
A Smarter Way to Deliver
This reporting requirement does not need to become a stress point for your internal team. By outsourcing the technical and narrative elements to a trusted advisor, you protect your business and give yourself the time and space to lead with clarity.
We support payroll clients across Ireland from our Swords office in North Dublin. Our gender pay gap support is part of our broader commitment to helping employers manage complexity with confidence.
How to Get Started
We recommend taking five simple steps:
1. Confirm whether your headcount meets the 50-employee threshold
2. Select a suitable June snapshot date based on your normal payroll pattern
3. Gather salary, bonus, and benefit data in partnership with HR or finance
4. Begin shaping your narrative and identifying any actions already underway
5. Plan how and where the report will be published
The earlier you start, the more time you will have to ensure your report is accurate, well-presented, and ready for public scrutiny.
Learn more in our Gender Pay Gap Reporting Guide
Frequently Asked Questions
What if we are just over the threshold?
You are still required to report. The headcount rule is firm and includes part-time staff and some temporary roles. We can help you assess eligibility.
What if we have a small payroll team?
Outsourcing the reporting process lets your internal team focus on strategy and operations. We handle the data and the story.
What if the figures show a significant gap?
You are not expected to eliminate your gap immediately, but you must explain it and outline your planned response. We can help you do this clearly and credibly.
Edel Collier
Payroll Manager
Edel Collier MIPA is Payroll Manager at Dains Ireland, where she leads the delivery of full-cycle payroll services with a focus on accuracy, compliance, and efficiency. A member of the Institute of Payroll & Pensions Administration (MIPA), Edel brings deep expertise and a strong commitment to best practices in payroll management.
What our clients say
The team at Dains Ireland have always delivered a thoroughly professional and dedicated service and have proven to be a supportive and flexible business partner, taking the hassle out of payroll for Milano. We have no hesitation in recommending them to other businesses interested in outsourcing this important service to a firm they can rely on and trust.
They consistently deliver payroll that is accurate, efficient and compliant. It is one less thing to worry about and we would highly recommend them.
Let’s Talk About Your Firm’s Future
Dains Ireland is part of a growing network of like-minded firms across the UK and Ireland, each one proud of their roots, confident in their future, and strengthened by what we build together.
We’re here for firms who want to keep their identity while gaining access to deeper expertise, stronger systems, and a community of leaders shaping the next chapter of independent accountancy.
This is about backing great firms to go further with support, not interference.
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