key Contacts: Patrick Walshe – Partner

Minister for Children, Disability and Equality, Norma Foley, has announced that the new gender pay gap reporting portal will be launched in Autumn 2025.

Come the 1st of June 2025, employers with 50 or more employees will be required to publish a gender pay gap report on the online portal.

This portal will bring reports from all private and public sector employers together for the first time. This portal will also be fully searchable by the public.

The current position is that in-scope employers are only required to publish their gender pay gap report on their own website. It is estimated that approximately 6,000 organisations will now be required to report their gender pay gap on the online portal.

Employers must choose a date in June each year as their “snapshot date” for collecting the relevant data. They will then have five months from this date to provide their Gender Pay Gap Report. The reporting date has also been brought forward by one month, moving the deadline for reporting from December to November each year.

Gary Rooney v Twitter (ADJ-00044246)

Under the Unfair Dismissals Act 1977 (as amended) (the Act), qualifying employees who are unfairly dismissed and suffer a financial loss may be entitled to an award of up to two years’ remuneration.

The meaning of “remuneration” under the Act has been addressed in Gary Rooney v Twitter, where the Workplace Relations Commission (WRC) have also awarded a record sum of €550,131.00.

The WRC engaged in a detailed examination of different elements of compensation including performance bonuses, equity grants, and future loss of earnings to determine what constituted remuneration. Ultimately, the WRC confirmed that equity grants, when directly linked to employment and paid through payroll, qualify as remuneration for the purposes of the Act. However, the Adjudicating Officer declined to include the performance bonus due to its discretionary nature.

The WRC also addressed future loss of earnings, which have historically been a challenging component of an employee’s claim. In this case, the WRC awarded €200,000.00 based on the likelihood of continued financial loss. 

The WRC considered multiple factors when assessing this aspect of the award including;

  • the claimant’s ability to secure equivalent employment;-
  • the nature of deferred compensation:- and
  • broader economic risks.

The decision is currently under appeal.

Key Contacts