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

In an era where transparency, fairness, and inclusion are becoming the gold standard for employers across Europe, Ireland is taking a significant legislative step forward. The Equality (Miscellaneous Provisions) Bill 2024 is set to reshape how organisations approach recruitment, pay structures, and workplace equality. While this bill introduces important transparency measures, it does not fully transpose the EU Pay Transparency Directive (Directive (EU) 2023/970). Further legislation will be required before Ireland fully meets its June 2026 deadline for implementation.

What Is the Equality (Miscellaneous Provisions) Bill 2024?

This legislation strengthens Ireland's equality framework, particularly around pay equity and recruitment transparency. It builds upon Ireland's existing equality laws by introducing some elements of the EU Pay Transparency Directive, but does not include mandatory pay reporting obligations. Employers should anticipate additional legislation, to fully implement the Directive's requirements in the coming years.

Key Provisions of the Bill

1. Salary Transparency in Job Ads

The Equality (Miscellaneous Provisions) Bill 2024 introduces a significant amendment to Section 10(1) of the Employment Equality Act (EEA), reinforcing salary transparency in job advertisements. Under this provision, employers must disclose salary levels or ranges in all external job postings.

This requirement goes beyond the EU Pay Transparency Directive, which only mandates that applicants be entitled to request salary information at any stage during recruitment. The Irish legislation ensures that this information is proactively provided in job advertisements, eliminating ambiguity and fostering fairness from the outset.

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 organisations from publishing excessively broad salary ranges.

2. Ban on Asking About Pay History

The Equality (Miscellaneous Provisions) Bill 2024 introduces a crucial amendment to Section 12(3) of the Employment Equality Act (EEA), prohibiting employers from asking job applicants about their previous salary history. This measure is designed to prevent historical pay discrimination from carrying over into new employment contracts, ensuring fairer salary negotiations.

Under this provision, recruiters and hiring managers must not request information regarding an applicant's past earnings at any stage of the hiring process. 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 previous earnings.

Additionally, Section 12(5) of the EEA states that any employer found to be in breach of this rule may face penalties, including fines or legal action from affected employees.

3. Extended Time Limits for Discrimination Claims

The Equality (Miscellaneous Provisions) Bill 2024 introduces a significant amendment to Section 21(2) of the Employment Equality Act (EEA), extending the timeframe for employees to bring discrimination claims. Previously, individuals had six months from the date of the discriminatory act to file a complaint with the Workplace Relations Commission (WRC). Under the new provisions, this period is extended 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. The extension aligns Ireland's framework more closely with international best practices, ensuring that victims of workplace discrimination have a fair and accessible redress mechanism.

Additionally, Section 21(4) of the EEA outlines that the exceptional circumstances clause applies where an individual can demonstrate that they were unable to submit their claim within the standard 12-month period due to factors beyond their control, such as medical issues or undue hardship.

4. Stronger Framework for Equal Pay

The Equality (Miscellaneous Provisions) Bill 2024 reinforces existing equal pay protections by amending Section 15(1) of the Employment Equality Act (EEA). This provision strengthens the principle that employees performing work of equal value must receive equal remuneration, regardless of gender, ethnicity, or other protected characteristics.

While this bill does not introduce mandatory pay reporting obligations, it aligns with broader efforts to enhance pay transparency in Ireland. Employers should be aware that future legislative changes will be necessary to fully transpose the EU Pay Transparency Directive, which must be implemented by June 2026. This Directive will expand pay reporting requirements, introduce stronger salary comparison rights, and reinforce employee protections against pay discrimination.

Additionally, Section 15(4) of the EEA introduces enhanced enforcement mechanisms, enabling employees to challenge pay discrepancies more effectively. Employers found guilty of unjustified pay discrimination may face financial penalties and corrective measures, ensuring that fairness in pay structures is actively enforced.

Why This Matters for Employers

These reforms represent a significant 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.
✅ Update Equality Policies – Make sure employee handbooks and anti-discrimination policies reflect these legal changes.
✅ 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 is a vital step toward closing the gender pay gap and ensuring all employees in Ireland are paid fairly for their work. By enforcing transparency and accountability, this legislation empowers workers and signals a shift toward a more inclusive and equitable workplace culture.

Employers should see these changes as an opportunity, rather than just a compliance requirement. Acting early to implement fair pay policies and transparent recruitment practices will strengthen your organisation's reputation and help attract top talent.

At Workwise, we're here to help you prepare, adapt, and lead through these legal 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 on info@workwisehr.ie to discuss how your organisation can stay ahead of evolving pay transparency regulations.