Adare Reward and Pay Equity Services

The Gender Pay Gap Information Act obliges Employers with a headcount of 50 or more to report on their Gender Pay Gap in 2025. The reporting requirement includes the publication of a significant number of different measurements, most notably the differences in mean and median hourly remuneration, bonus payments, and the percentage of Employees paid a bonus or benefits in kind. The purpose of the legislation is to show whether there are differences in remuneration referable to gender and, if there are such differences, the extent of such differences. There is also an additional requirement for Employers to publish statements setting out the reasons for such differences and the measures (if any) taken, or proposed to be taken, by those Employers to eliminate or reduce such differences.

The Adare Gender Pay Gap Reporting service provides a step-by-step process to enable the delivery of a fully compliant Gender Pay Gap Report, including:

• Client Onboarding & Data Collection in accordance with required metrics.
• Calculation of your gender pay gap to identify any equal pay risks or other systemic issues giving rise to the gap.
• Data Analysis & Gap Identification (for reporting purposes).
• Legal Compliance Check.
• Report Drafting & Client Review.
• Final Report Submission & Ongoing Support.

What will the Report include?

• An overview of gender representation across the Organisation.
• A simple, easy-to-understand explanation of each of the key GPG metrics disclosed and the underlying Organisation-specific factors that contributed to each of the main GPG metrics disclosed.
• Actions that specifically address each of the areas identified as contributing to the Gender Pay Gap.

Key Benefits

• Expertise and Quality: Adare has specialised knowledge and experience that will lead to an enhanced experience and quality of your Gender Pay Gap Report.
• Communications Strategy: Adare can support the creation of your Gender Pay Gap narrative and develop your Communications Strategy.
• Strategic Enablement: By providing a fully compliant Gender Pay Gap report, Adare can support, assist, and deliver tailored strategic initiatives to create a further return on investment on key HR Metrics.
• Comprehensive Services: Adare offers a wide range of services that can address your organisational or individual employee needs under Reward & Pay Equity.

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The purpose of a Salary & Benefits benchmarking process is to compare your Organisation’s compensation and benefits packages against industry standards, competitors, or market data to ensure competitive and fair employee compensation. At near full employment, Organisations must differentiate their business and their Employee Total Reward to truly distinguish themselves in order to attract and retain key talent.

The Adare Salary & Benefit Benchmarking process involves:

• Identifying the roles, job levels, and benefits to benchmark.
• Deciding the geographic and industry scope (local or national comparison).
• Gathering internal compensation and benefits data.
• Reviewing total compensation, including base pay, variable pay, perks, and non-monetary benefits.
• Identifying the relevant market benchmarking data sources.
• Matching job roles and levels.
• Analysing the market data.
• Evaluating internal pay equity.
• Developing benchmarking recommendations.
• Report drafting & client review.
• Final report submission & ongoing support (if required).

Key Benefits

• Ensure Competitive Compensation – Helps attract and retain top talent by offering salaries and benefits that align with industry standards.
• Maintain Internal and External Equity – Ensures fair pay among employees within the company and in comparison to competitors, reducing wage gaps and dissatisfaction.
• Support Budget and Compensation Planning – Provides data-driven insights for setting salary structures, managing payroll costs, and making informed compensation decisions.
• Enhance Employee Satisfaction and Retention – Competitive pay and benefits contribute to higher morale, motivation, and long-term employee commitment.
• Ensure Compliance and Reduce Legal Risks – Helps Organisations adhere to minimum wage laws, equal pay regulations, and industry best practices.

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Actioned Steps

• Assess Current Pay Practices – Audit salary structures and policies against legal requirements.
• Development of a Clear Pay Transparency Policy – Define:
  • How salary structures are set and updated.
  • Employee rights to pay information.
  • Steps to request salary and pay gap data.
• Ensure Compliance with EU Regulations – Address legal requirements such as:
  • Disclosing salary ranges in job postings.
  • Justifying pay differences above 5%.
  • Providing employees access to salary information.

Return on Investment

• Avoids Legal Penalties & Non-Compliance Risks – Ensures alignment with EU pay transparency laws, preventing fines.
• Promotes Pay Fairness & Employee Trust – Employees see a structured, unbiased pay process.
• Improves Workforce Planning – Transparent salary structures support better talent retention and workforce management.
• Enhances DEI & Corporate Reputation – Demonstrates commitment to equal pay, boosting company credibility.

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Actioned Steps:

• Engagement with key stakeholders to define communication objectives – ensuring messages align with business goals (e.g., trust, fairness, compliance).
• Segmentation of employee audiences – tailored messaging for different groups (e.g., executives, managers, general staff).
• Development of clear messaging – key messages may include:
  • Company pay philosophy and fairness commitment.
  • How salaries are determined (job roles, market data, performance).
  • Employee rights under pay transparency laws.
• Selection of communication channels – using multiple channels to reach employees effectively such as employee handbooks & HR portals, town hall meetings & leadership Q&A sessions, email announcements & intranet updates.
• Management communication – development of FAQs and template scripts to communicate transparently and confidentially discussing salaries.

Return on Investment

• Enhances Employer Brand & Talent Attraction – Candidates prefer companies with clear and fair pay practices.
• Reduces Employee Uncertainty & Anxiety – Transparent communication prevents speculation and dissatisfaction.
• Improves Retention & Engagement – Employees trust the company’s pay structure, reducing turnover risk.
• Aligns with Compliance Requirements – Ensures employees understand their rights under transparency laws.

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