EU Pay Transparency Directive · Ireland
Ireland is phasing the Directive into law now. Answer seven questions and get an instant readiness score you can act on. No sign-up needed to see it.
Email me my snapshot and next steps
Your score and the two or three things to prioritise first, sent to your inbox to keep.
Your session is a 90-minute working session with a chartered HR practitioner, plus a written readiness report covering your risk areas, benchmarked, with a prioritised action list. The assessment is built on recognised EIGE and Ibec job-evaluation methodology. Fixed price, fixed scope.
Why this exists
The Pay Transparency Directive is built for organisations big enough to be caught by it but too small to have a dedicated reward function. The firm where HR is already doing two or three other jobs. The obligations are real, and the expectation on employers has never been higher.
The Directive's first pay gap reports fall due in 2027, on top of the annual report Irish employers with 50 or more staff already publish. The organisations that prepare now, in the quiet window before enforcement, do it calmly and at low cost. The ones that wait will be doing it in a scramble, under scrutiny, paying a premium for help. This session is built to put you in the first group.
