I woke this morning to read about the welcomed approval by the Cabinet of the Gender Pay Gap Information Bill.
Under this new Bill, not only will private sector businesses be required to disclose specification information, it will also apply to the public sector. It seems the initial intention of the Bill is to target larger organisations who employ 250 or more employees, and in time this minimum threshold will ultimately be reduced to target employers who employ 50 or more.
Not only does the Bill propose to consider salaries, it will also include employees on an hourly wage as well as considering additional benefits such as bonuses and benefits in kind.
We will have to wait and see if this Bill actually gains the momentum that it desperately needs to. In any event, at least Irish employers can look to their UK colleagues to see how they managed and adjusted their practices on practical basis to ensure they were in line with UK gender reporting requirements.
The general scheme of the Gender Pay Gap Information Bill, published by Minister for Justice Charlie Flanagan after it received Cabinet approval, will compel employers with a certain number of staff to publish information on the gender pay gap in their firm. The regulations will apply to employers with 250 or more employees initially, then to those with 150 or more, and finally those with 50 or more. They will apply to the public as well as the private sector. Hourly pay In addition to differences in hourly pay, information on differences in bonus pay, part-time pay and pay of men and women on temporary contracts will be among the data that must be published. The regulations may also require publication of differences in pay by reference to job classifications.