Companies have to record gender pay gaps for the first time in June

Employers of 250 or more employees will have to calculate their gender pay gap for the first time this June and publish the report at the end of the year.

An electronic law that forces businesses to disclose details about the difference in the wages of their male and female workers will soon be implemented.

Children and Equality Minister Roderic O’Gorman yesterday said the rules that come into force for the law will be published in the coming weeks.

Details of the reporting deadlines were released as new codes of practice were introduced to ensure equal pay and eliminate harassment in the workplace.

A spokesman for the department said employers can choose a date in June to provide a “snapshot” of workers’ wages and calculate the pay gap by their gender.

The data will be based on employee remuneration for the 12 months prior to this date.

They were then asked to submit this information within six months and before the end of December.

“The snapshot date is in June,” he said.

“They then have six months to provide information for the reporting date, which will be in December.”

In their reports, employers must include details of the difference between average and hourly wages. The median pay gap would reflect the entire salary range within an organization, while the median pay gap would exclude those with unusually high earnings.

Reports must include details of bonuses and average and average wage differences for part-timers and those on temporary contracts.

Men’s and women’s workers in different wages will also be included.

Employers will be required to issue a statement about the reasons for their pay disparity and the measures planned to reduce it.

Reporting requirements will expand to employers with 150 or more employees by 2024 and those with more than 50 employees by 2025.

There are plans for an online reporting system next year.

Meanwhile, the Irish Equality and Human Rights Commission has introduced two new codes of practice aimed at ensuring equal pay and eliminating harassment in the workplace.

The Equal Pay Practices will provide workers and unions with advice on how to resolve wage disputes and challenge wage inequality.

The Code of Practice for Sexual Harassment and Harassment in the Workplace explains what sexual harassment is and how to prevent it.

It also sets out how the workplace should handle sexual harassment if or when it occurs and how to prevent it from recurring.

Sinéad Gibney, chief commissioner of the Irish Equality and Human Rights Commission, said that “under all circumstances, sexual harassment or harassment in the workplace is acceptable”.

“Although not all pay disparities are gender-based, it is important for International Women’s Day to highlight the unequal pay for women, who see it as work,” she said. The work and contributions of women are undervalued, belittled and belittled”.

Mr O’Gorman said while it was not just a matter of gender, it was appropriate that these measures to tackle pay gap and sexual harassment should be introduced the week of International Day. Women because these issues can have a disproportionate impact on women. workers. Companies have to record gender pay gaps for the first time in June

Fry Electronics Team

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