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Gender Pay Gap Reporting 2025: What Ireland’s Nonprofits Need to Know

From November 2025, thousands of smaller employers will fall under gender pay gap reporting laws — here’s how to prepare.

Introduction

From 2025, many nonprofit and charitable organisations across Ireland will face a new legal requirement: to publish a gender pay gap report.

Under changes to the Gender Pay Gap Information Act 2021, the threshold for mandatory reporting has dropped from 150 employees to just 50 employees. According to the Department of Children, Disability and Equality, this means over 6,000 additional organisations will now need to comply.

For many nonprofits, this will be their first experience of gender pay gap reporting — and understanding the new regulations, timelines, and data requirements will be critical to compliance.

Understanding the 2025 Reporting Rulest

The Gender Pay Gap Regulations (2025) outline clear steps that employers must take.

Organisations must select a snapshot date in June 2025 to analyse employee pay and then publish their report no later than November 2025 — a full month earlier than in previous years.

Key reporting obligations include:

  • Calculating mean and median pay gaps for full-time, part-time, and temporary employees.

  • Assessing the percentage of male and female employees who received bonuses or benefits in kind (including share options, now covered by the 2024 Regulations).

  • Dividing employees into quartiles based on hourly pay to show gender distribution across pay levels.

  • Providing an explanation for any pay gaps and outlining measures being taken to close them.

Unique Challenges for the Nonprofit Sector

Nonprofit organisations often operate with limited administrative and financial resources. Many may lack dedicated HR departments or centralised data systems, making pay analysis and reporting more complex.

However, compliance shouldn’t be seen as a burden — it’s an opportunity. Addressing pay disparities can improve staff morale, transparency, and trust. Nonprofits that proactively tackle gender imbalance often see enhanced reputation, stronger retention, and better candidate attraction.

Turning Compliance into Strategy

Beyond legal compliance, gender pay gap reporting can be a powerful strategic HR tool.

  • Promoting equality: Addressing pay gaps promotes fairness and inclusion across all levels of the organisation.

  • Recruitment advantage: Transparency on pay can enhance an organisation’s credibility and attract socially conscious talent.

  • Reputation and funding: Funders increasingly value organisations demonstrating equality, accountability, and fair pay practices.

Is Your Organisation Ready?

With the November 2025 deadline approaching, nonprofit employers should begin collecting pay data early and considering the narrative they will include in their report. The narrative should explain any pay differences and outline the practical steps being taken to reduce them over time.

External professional support can make the process smoother — especially for smaller organisations lacking internal HR analytics capacity.

How Ormonde Solicitors Can Help

At Ormonde Solicitors, our team advises employers and nonprofit boards on compliance with employment equality and gender pay gap reporting obligations.

We provide:
✅ Practical guidance on report preparation and timelines
✅ Legal advice on equality compliance and data interpretation
✅ Assistance with drafting your organisation’s gender pay gap narrative

If your organisation is preparing to publish its first report, now is the time to start.

📞 Get in touch today to discuss your compliance plan for 2025:
👉 www.ormondesolicitors.ie

📞 Contact us today for confidential guidance.

Disclaimer: This article is for general information purposes only and does not constitute legal advice.

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    We are honoured to share that Ormonde Solicitors & Employment Matters has been named the Business All-Star Labour & Employment Law Practice of the Year 2025. This prestigious recognition from the All-Ireland Business Foundation reflects our ongoing commitment to fair workplace practices and expert legal representation, led by the dedication and vision of Sean Ormonde. We are deeply grateful to our loyal clients, dedicated team, and the AIBF for their continued support and trust.