Over the coming months, Pay Transparency is set to become one of the most significant developments in employment law across the EU.

While the Irish legislation transposing the EU Pay Transparency Directive has not yet been finalised, all Member States must implement the Directive by 7th of June 2026. With this deadline now only 20 weeks away, Irish organisations need to be actively preparing to meet these obligations.

One important point that may be overlooked in the scope of the legislation is that certain obligations under the Directive will apply to all Organisations, regardless of size. So even Organisations with small headcounts will have compliance requirements to bear in mind.

In particular, all Organisations will need to be prepared for Employee requests for information on their pay level and the average pay levels for categories of workers doing the same work or work of equal value.

Over the next few weeks, we will be sharing a short series of insights outlining:

• The Employee right to pay information
• What this means in practical terms for HR teams
• Where Organisations are most likely to underestimate the work involved
• The penalties and risks associated with non-compliance with Pay Transparency requirements

We will continue to update our Linea and Linea Leader platforms over the coming weeks and months aligned with both developments and clarifications relating to Pay Transparency.

Should you require advice and guidance the experienced Reward Consultants in Adare Trusted People Partners would be happy to discuss how Pay Transparency may affect your Organisation and how they can support you as you prepare – for further information please contact Neil McCormack at nmccormack@adarehrm.ie today.

Preparing now will help minimise future pressure, risk and exposure.