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Speed read
Cabinet approved the General Scheme of the Gender Pay Gap Bill Information Bill ) early yesterday.
The Minister for Justice and Equality, Mr Charlie Flanagan, confirmed that "while Ireland compares relatively well with the rest of the EU as regards the size of the gender pay gap – 13.9% compared with an EU 28 figure of 16.7% in 2014 – simply put, we want gender equality in Ireland and we are (19459007)
Last month we highlighted the Government's intention to introduce legislation equality. in and out of men and women. Gender pay gap (GPG) reporting in Ireland is a significant step closer to realizing today.
General Scheme of the Bill
Posted by admin at 2:22 AM Email This BlogThis! Private Pay Equity (GPG) and bonus pay gaps. While this obligatory reporting will affect the employees with over 250 employees, the Bill sets out to narrow this scope to 150 employees within three years and, ultimately, to all employees.
1 . What needs to be reported?
The General Scheme of the Bill provides that the Minister for Justice and Equality will make recommendations in respect of (i) prescribing the clbades of employing and employing to the regulations; (ii) how to calculate the number of employees an employ has; (iii) how to calculate the pay of employees; and (iv) the form, manner and frequency with which information is to be published.
The information to be published will include the differences between:
(i) the average hourly pay of male and female employees;
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(vi) the mean pay of male and female employees;
(viii) The median pay of male and female employees
Affected employers will also be required to publish details of the female and male employees (i) who were paid bonus pay; (ii) who received benefits in kind; and (iii) who are in the lower, lower middle, upper middle and upper range pay bands. It is also possible that the regulations will be amended by reference to
2. How will the reporting obligations be enforced?
The General Scheme of the Bill will amending Ireland's employment equality legislation to include bespoke "enforcement powers" in respect of GPG information. GPG reporting obligations.
These officers will be required to report to GPG reporting obligations. (19659003) Where the Irish Human Rights and the Equality Commission has a Disputed Approach to Discrimination and Discrimination. 19659003] 3.
Yes – as currently being considered by the General Scheme
An employee will be able to refer to a complaint that he / she will have failed to comply with. with its GPG reporting obligations to the Director General of the Workplace Relations Commission. The Director General will inquire into a decision. Where the decision is made in the context of the use of GPG reporting obligations.
An appeal to the Labor Court, by the employer, can take place within the days of the Director General's decision. This argument will be heard in private, at the request of the employer or the employer,
The Labor Court may order a specified course of action to ensure compliance with the GPG reporting obligations. The General Scheme of the Bill does not contain wording on the potential of fines or other monetary sanctions.
The employer action points are
Conclusion
The prospect of GPG reporting is gaining momentum and will be more likely to occur in the future. Irish employers, having had the benefit of seeing UK GPG reporting regulations, now have an invaluable opportunity to stress the GPG in their organization and take steps to address any issues.
The General Scheme of this Bill is being submitted to the Joint Oireachtas Committee on Justice and Equality for pre-legislative scrutiny. We will continue to track the progress of the future and provide them with the best possible guidance.
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