Gender pay gap statement template for Irish employers
If your figures show gender differences, Regulation 6(4) of S.I. No. 264/2022 requires a written statement setting out, in your opinion, the reasons for the differences and the measures (if any) you are taking or propose to take to eliminate or reduce them.
A simple structure
- Our results. Your snapshot date, headcount, mean and median hourly gaps, and the share of women in the upper and lower quartiles.
- What the gender pay gap is (and isn't). It compares average hourly pay of all men and all women, whatever their role. It isn't the same as equal pay for like work.
- Reasons for our gap. Specific causes in your own workforce, for example role mix at senior levels, part-time patterns or bonus eligibility.
- Measures we have taken. Concrete actions already completed.
- Measures we propose to take. Planned actions with a timeframe.
- How we will track progress. A figure you will report on next year.
- Sign-off. Name, title and date.
Tips for a good statement
- Use facts about your organisation that someone could check, not general statements.
- Explain each figure that stands out, including small groups where one or two people move the result.
- Make sure no individual can be identified.
- Only describe measures you have actually taken or genuinely plan.
- Check that the figures quoted match the figures in your report.
Get a pre-filled draft
With a PayGap Pro report, the statement is pre-filled with your own figures and [bracketed] prompts for the parts only you can write, and you can download it as a Word document. Paid reports also list areas you may want to look into based on your figures (guidance, not legal or HR advice).
Last updated 2026-10-16. Guidance, not legal advice. Sources: S.I. No. 264/2022 and S.I. No. 212/2025 (Irish Statute Book).