Gender pay gap reporting for Irish employers — what the demo showed
Employers in Ireland with 50 or more employees must publish gender pay gap figures every
November, from a June snapshot. The EU Pay Transparency Directive adds category-level
reporting and a joint pay assessment trigger at a 5% unexplained gap. Parity turns that
into a four-step job.
The four steps you just saw
Upload — a payroll CSV/XLSX export; parsed in memory only.
Map & categorise — columns mapped automatically; AI proposes categories of work of equal value with a written rationale; a person confirms every judgement.
Review metrics — all statutory S.I. 264/2022 metrics with n-counts and legal sources, quartile distributions, and a flag on any category at or above a 5% unexplained gap.
Report pack — a drafted narrative specific to your numbers (the part HR actually dreads), an editable approval flow with an audit trail, a branded PDF and a submission-shaped CSV.
The three commitments
Raw pay data never goes to an AI provider. Only aggregates (category names, headcounts, computed percentages) are sent — enforced in code and by tests.
Ephemeral by default. Source files are destroyed after processing; only aggregates and the report are kept, unless you explicitly opt in to retention.
EU hosting only. Frankfurt, Germany.
The regulatory position moves. Metric definitions live in configuration with
per-metric legal citations, so when the Irish Pay Transparency Bill lands, updating Parity is a
definitions change — not a rebuild. Current figures should always be re-verified against
gov.ie guidance at reporting time.
Parity is built by Devensis. Contact: d@devensis.com