Equality (Miscellaneous Provisions) Bill 2024: What Employers Need to Know

Ireland is taking a significant step toward strengthening workplace equality with the Equality (Miscellaneous Provisions) Bill 2024. This legislation introduces key reforms aimed at enhancing pay transparency, eliminating discriminatory hiring practices, and improving access to justice for employees. While the bill incorporates some elements of the EU Pay Transparency Directive (Directive (EU) 2023/970), further legislation will be required to fully implement the Directive by June 2026.

Key Provisions of the Bill

1. Salary Transparency in Job Ads

The bill amends Section 10(1) of the Employment Equality Act (EEA), requiring employers to disclose salary levels or ranges in all external job postings. This measure goes beyond the EU Pay Transparency Directive, which only mandates that applicants be entitled to request salary information during recruitment.

Additionally, Section 10(4) of the EEA states that any employer who knowingly provides false salary information in a job advertisement will be guilty of an offence, strengthening accountability and preventing misleading salary disclosures.

2. Ban on Asking About Pay History

Under Section 12(3) of the EEA, employers cannot ask job applicants about their previous salary history. This prevents historical pay discrimination from influencing new employment contracts and ensures fairer salary negotiations.

This aligns with Article 5 of the EU Pay Transparency Directive, which aims to eliminate pay disparities by ensuring that salary offers are based on the role's value rather than an individual's past earnings.

3. Extended Time Limits for Discrimination Claims

The bill amends Section 21(2) of the EEA, extending the timeframe for employees to bring discrimination claims from six months to 12 months, with a possible extension to 18 months in exceptional circumstances.

This change acknowledges the complexities involved in discrimination cases, particularly for employees who may need additional time to process their experiences, seek legal advice, or gather evidence.

4. Strengthened Equal Pay Framework

The bill reinforces equal pay protections under Section 15(1) of the EEA, ensuring that employees performing work of equal value receive equal remuneration, regardless of gender, ethnicity, or other protected characteristics.

While the bill does not introduce mandatory pay reporting, employers should anticipate future legislative changes to fully transpose the EU Pay Transparency Directive, which will expand pay reporting requirements and introduce stronger salary comparison rights.

Why This Matters for Employers

These reforms signal a major shift in workplace equality standards, and businesses must prepare for more changes as Ireland moves toward full compliance with the EU Pay Transparency Directive. Employers should take a proactive approach to these evolving requirements:

• Review Job Ad Templates and Recruitment Policies – Ensure all future postings include salary bands and that interviewers are trained to avoid asking prohibited questions.
• Audit Pay Structures – Conduct internal pay audits to identify and address any unjustified disparities across gender or other protected grounds.
• Prepare for Future Transparency Reporting – Medium to large employers should anticipate upcoming requirements for pay gap reporting and salary comparisons by job category.

Looking Ahead

The Equality (Miscellaneous Provisions) Bill 2024 presents a crucial opportunity for employers to reinforce fair pay practices, enhance workplace transparency, and stay ahead of evolving compliance requirements. By taking proactive steps to align with these reforms, businesses can not only meet legal obligations but also build a strong employer brand, attract high-calibre talent, and foster a more engaged workforce.

Employers should see these changes as an opportunity to establish trust, improve pay equity, and create a workplace where fairness is embedded in every hiring and compensation decision. By acting now, employers can future-proof their organisations, ensuring compliance while fostering a reputation for fairness, transparency, and employee trust.

At Workwise, we're here to help you prepare, adapt, and lead through these changes with confidence. From advisory services to policy reviews and training, our expert team provides tailored support to future-proof your HR function.

📩 Contact us today to discuss how your organisation can stay ahead of evolving pay transparency regulations.