On-demand Training: Gender Pay Gap Reporting – Get it Right & Protect Your Reputation

On-demand Training: Gender Pay Gap Reporting – Get it Right & Protect Your Reputation

We are delighted to be able to bring you our best-selling Gender Pay Gap Information Act 2021 course as on-demand training!

The sessions included in this training course were recorded at a live event in June 2022 following the announcement that the Gender Pay Gap Information Act 2021 (the “Gender Pay Act”) was to commence on 31st May 2022. All provisions of the Gender Pay Act became effective as of that date.

The Gender Pay Act amends the Employment Equality Acts 1998 – 2015 and is to be cited as the Employment Equality Acts 1998 – 2021 (the “Employment Equality Acts”).

The Employment Equality Act 1998 (Section 20A) (Gender Pay Gap Information) Regulations, 2022 (the “Regulations”) which also came into effect on 31 May 2022 provide employers with direction as to the practical implementation of the legislation.

In 2024, the Irish landscape for gender pay gap (GPG) reporting is evolving. With the threshold for required reporting dropping to organisations with 150 employees, and further to 50 by 2025, it's crucial for your business to stay ahead and stay compliant. 

Employers who now employ more than 150 are required to:

(1) Select a snapshot date in June 2024 and;

(2) prepare a report on the gender pay gap in the workplace by December 2024. It is important to note that the obligation under the Gender Pay Gap Act is not just to report as a mathematical calculation of what the gender pay gap is but also to address why it exists and what the employer intends to do about it.

Why is this training important for YOU?

Reporting on your GPG is a mandatory requirement. Taking action to reduce your GPG is also required. Not only is Equality, Diversity and Inclusion seen as essential to most millennials, studies also show that a diverse workforce can boost both innovation and engagement. But, more than that, a balance in pay between male and female employees in your organisation sends a clear message to your employees, potential employees and your competitors – you believe in equality and will strive to be inclusive.

We face a massive skills gap in Ireland and competition for quality candidates is at an all-time high. What message do you think it sends to potential (and existing) employees if the average pay of women is much lower than that of male employees? What message do you think it sends if your GPG is much higher than that of your competitors?

Our speakers cover a range of Gender Pay Gap issues and we have practical lessons from the UK and elsewhere that will help you establish your GPG. We even have a case study from a major Irish employer who has achieved 0% GPG for you to learn from. This event will allow you to get ahead of your competitors by taking any required remedial action now, so that your published GPG report will be more favourable than before.

After completing this training you will:

  • Understand what the gender pay gap is, why it exists and the Regulations that underpin the legislation;
  • Understand the impending legislation, key provisions and specific government recommendations towards tackling the gender pay gap, for example, wage surveys and reporting requirements;
  • Gain valuable lessons learned from other organisations who have faced similar GPG reporting requirements;
  • Discuss how to remove barriers to promotion and foster female labour market participation at senior levels;
  • Identify the challenges and receive practical solutions;
  • Learn how to reduce your risk and rescue your reputation in the event of a poor result
  • Share best practices to ensure equality and diversity is at the forefront of the business agenda;

What you’ll get from this On-Demand training

This on-demand training, held in association with Addleshaw Goddard LLP, includes 6 recorded sessions plus detailed notes and recommendations, handy checklists, supplementary guides, Q&As and practical exercises.

Added Value for Attendees

Understanding and Correcting your Organisation’s Gender Pay Gap

If you discover you have an unacceptable gender pay gap you will need to correct it. To do that, you will need to analyse and understand the reasons for your GPG – they will differ from organisation to organisation and (probably) department to department. Fortunately, the UK Government has published lots of practical suggestions that will help organisations in that jurisdiction and most of them will be useful to Irish employers who find a negative pay gap.

We provide attendees with a number of likely scenarios on the regular causes of a GPG and offer practical solutions for Ireland-based employers to correct any imbalance and create an action plan for improvement. For example, supposing your analysis finds:

  • People get ‘stuck’ at certain levels within your organisation. What should you do?
  • There is gender imbalance in your promotions. How can you correct this?
  • Men and women leave your organisation at different rates. What are the causes of this?
  • You are not doing all that you can to support part time employees to progress. What more can be done?

Who will benefit from this training?

HR professionals and advisors; senior managers/directors responsible for managing risk; anyone interested in or responsible for an equality agenda; employment equality law practitioners; in-house legal counsel.



**Please note the date displayed represents when this course first went live. It has since been updated with the relevant developments for 2024.



Session 1 - What is Gender Pay Gap Reporting and What Needs to be Included? Maura Connolly, Partner, Addleshaw Goddard

Session 2 - Applied Case Study    What Might Your Gender pay Gap Look Like and How Should It be Calculated? Doone O’Doherty, Partner, People and Organisation at PwC Ireland

Session 3 - A Successful Case Study: How to Achieve 0% GPG in Ireland Danielle Bouchier, Diversity & Inclusion Manager at An Post

Session 4 - GPG Across the Water: Lessons Learned from the UK’s Experience Sarah Harrop, Partner, Addleshaw Goddard

Session 5 - Establishing Risk and Rescuing Your Reputation Billy Murphy, Chair of Drury

Session 6 - Discussion Panel: Reinforcing Your Learning and Preparing Your Action Plans

Additional Materials



“It was very informative and factual.”
Rosaleen Perry, Assistant HR Manager, PRA

“The information provided was very clear and well presented.”
Yvonne Hanrahan, HR Manager, Affidea

“Covered the different aspects to think about not just the practical requirements, but the communication piece, statement ideas. The calculations examples were excellent too.”
Jean O'Gorman, HR Manager, Ornella Underwriting Ltd

“I liked the practical examples for the calculations and also how to apply this.”
Adriana Corcionivoschi, HR Officer, Fáilte Ireland

"Really enjoyed the day, great speakers. Great event and well organised, as always."
Louise Magee, Senior Manager HR, SITA

"Very well organised, particularly liked the speakers."
Sarah Byrne, Executive Officer, An Bord Pleanala

"The event was delivered well, good content, good calibre of presenters."
Heather Byrne, Senior HR Business Partner, Brewin Dolphin Ireland

"Speakers not too long, provided concise information, not an information overload."
Denise Kilmartin, HR Manager, St Patrick's Mental Health Services


  • Scott Alexander
    Scott Alexander Head of Learning and Development
    Legal Island

    Scott Alexander joined the CIPD in 1987 and is a certified member of the Mediators’ Institute of Ireland and a member of the Association for Coaching Ireland. Scott was appointed as a member of the Governing Body of Southern Regional College from 1 August 2015. Scott is also a mentor under the CO3 Mentoring Programme for chief officers in the 3rd sector and an HR Committee member for the Bruiser Touring Theatre Company. Scott has over 30 years’ experience in employment relations and employment law. He worked for the Labour Relations Agency in Northern Ireland for 14 years in a variety of roles, including collective and individual conciliation and enquiry point manager, before joining Legal Island as its Head of Learning and Development in January 2006.

  • Maura Connolly
    Maura Connolly Partner
    Addleshaw Goddard

    Maura is head of the Dispute Resolution Department in Addleshaw Goddard's Dublin office, she also leads the Employment & Employee Benefits Law Group.  Maura advises employers and employees on all aspects of employment law including contentious and non-contentious matters. Maura is experienced in civil litigation and has represented clients in employment law tribunals, before industrial relations bodies and in the Courts. Recent experience has included advising an employer on a high profile executive termination, which included wide ranging disputes relating to the executive’s directorship, shareholder and financial interests in the group; advising a registered charity on an investigation arising from a protected disclosure; providing strategic advice to an advertising company on the loss of a major contract and the transfer of its workforce under transfer of undertakings regulations.

  • Doone O'Doherty
    Doone O'Doherty Partner, People & Organisation
    PwC Ireland

    Doone is a tax partner in PwC’s People and Organisation practice. She works with local and international business on employment tax and global mobility. Doone also leads PwC’s Real Time Reporting (‘PAYE Modernisation’) service and sits on their Brexit taskforce team. Doone is passionate about building dynamic teams and delivering a great client experience.

  • Sarah Harrop
    Sarah Harrop Partner
    Addleshaw Goddard

    Sarah advises on all aspects of contentious and non-contentious employment law, and she leads the firm's business immigration practice.  Sarah is an expert in large-scale reorganisations/ redundancy programmes and the employment aspects of corporate and commercial transactions.  Sarah also has extensive experience of advising about complex employment claims.  Her clients include Royal Mail Group Limited and British Airways plc.

  • Billy Murphy
    Billy Murphy Executive Chairman
    Drury Communications

    Billy Murphy co-founded Drury Communications in 1989. He was Managing Director of the firm from 1998 to 2004 and has been Executive Chairman since then. He has been influential in building the business into one of the leading communications consultancies in the Irish market.

    Billy specialises in corporate and financial communications and issue management. In a career spanning over 30 years, Billy has advised many of Ireland’s leading companies and organisations. He has also advised various Government departments, State organisations and semi-state companies. His advice is based on a deep understanding of the dynamics of communications in today’s world together with an ability to grasp complex business issues.

    Billy is Chairman of the Commercial and Marketing Committee for Leinster Rugby and is a member of the Leinster Management Board. He is a fellow of the Public Relations Institute of Ireland.

Event details


4 hours - Complete at your own pace


21 October 2022


Online - Access On-demand