Two of my employees have recently asked how their wages compare with others in the business. I employ over 60 people in a food production facility that has been running for more than 20 years, and this is the first time I’ve ever been approached about pay in this way. Their queries have left me feeling uneasy. My concern is that it may encourage more staff to ask the same questions, which could create unrest. Am I required to give out details about what other employees are earning, and how should I handle this properly?
ANSWER: It’s understandable that this has come as a surprise after two decades without these kinds of conversations.
However, your employees’ questions reflect wider change in the workplace, rather than a problem specific to your business. Their queries relate to the Wage Transparency Act 2026, also called the EU Pay Transparency Directive.
This legislation is designed to tackle the gender pay gap and ensure fairness across the workplace. All EU countries, including Ireland, must introduce it into national law by 7 June 2026.
Many businesses are still unprepared. The ifac Food and Agribusiness Report found that while over half of employers (54%) are aware of the changes, fewer than a third (29%) have started to prepare. So, you’re not alone in feeling caught off guard. The important thing is to understand what’s coming and take early steps. So what are the key changes ahead?
Right to pay information: employees will have a legal right to request details about their pay compared with others doing similar or equivalent work. You won’t be asked to share individual salaries, but rather average pay levels broken down by gender.
For instance, if a female supervisor wants to know how her pay compares with male supervisors, you’ll need to provide that information. If a gap is uncovered, you may be expected to justify it or correct it.
End of pay secrecy: clauses in contracts that forbid staff from discussing pay will no longer be enforceable. Employees will be free to talk about their salaries, and employers will need to ensure pay structures are fair and transparent.
If your contracts include confidentiality around wages, these should be updated. The focus will shift away from secrecy and toward fairness.
Pay transparency for applicants: when hiring, you will need to disclose either the salary or the pay range upfront. Terms like “competitive salary” won’t be allowed. For example, a production role in your business might need to state: “Salary: €28,000–€32,000.” The idea is to set clear expectations and reduce hidden inequalities at the recruitment stage.
Why it matters
For some employers, this may feel like extra paperwork. But preparing now offers real benefits:
Trust: where employees believe they’re paid fairly, loyalty and morale improve. Recruitment: younger generations expect openness on pay and may favour businesses that provide it. Fewer disputes: clear, structured pay policies reduce the risk of grievances or legal claims. These changes also align with the Gender Pay Gap Information Act 2021, which already requires large employers to report pay differences. In time, the threshold will apply to businesses with as few as 50 staff, bringing you directly into scope. How to respond
You don’t need to provide detailed information to the two employees immediately. Instead, acknowledge their request, explain that transparency rules are on the way, and confirm that the information will be shared in line with the law.
Then, begin preparing with the following steps:
Review pay structures: check for inconsistencies among employees in similar roles. If gaps exist, ensure they’re explainable and fair.
Update contracts: remove confidentiality clauses about salary.
Plan recruitment practices: decide how you’ll present salary ranges in future job adverts.
Seek professional advice: accountants, HR consultants, or legal specialists can help design fair and compliant systems.
While the adjustment will involve effort, it’s also an opportunity to strengthen your business. Fair and open pay systems build loyalty, help attract skilled people, and protect against disputes.
The best approach is to prepare early. By doing so, you’ll avoid the pressure of rushing at the deadline and position your business as proactive and fair.
Andrew Brolly.
Andrew Brolly is fractional CFO with ifac, which is the professional services firm for farming, food and agribusiness.
Two of my employees have recently asked how their wages compare with others in the business. I employ over 60 people in a food production facility that has been running for more than 20 years, and this is the first time I’ve ever been approached about pay in this way. Their queries have left me feeling uneasy. My concern is that it may encourage more staff to ask the same questions, which could create unrest. Am I required to give out details about what other employees are earning, and how should I handle this properly?
ANSWER: It’s understandable that this has come as a surprise after two decades without these kinds of conversations.
However, your employees’ questions reflect wider change in the workplace, rather than a problem specific to your business. Their queries relate to the Wage Transparency Act 2026, also called the EU Pay Transparency Directive.
This legislation is designed to tackle the gender pay gap and ensure fairness across the workplace. All EU countries, including Ireland, must introduce it into national law by 7 June 2026.
Many businesses are still unprepared. The ifac Food and Agribusiness Report found that while over half of employers (54%) are aware of the changes, fewer than a third (29%) have started to prepare. So, you’re not alone in feeling caught off guard. The important thing is to understand what’s coming and take early steps. So what are the key changes ahead?
Right to pay information: employees will have a legal right to request details about their pay compared with others doing similar or equivalent work. You won’t be asked to share individual salaries, but rather average pay levels broken down by gender.
For instance, if a female supervisor wants to know how her pay compares with male supervisors, you’ll need to provide that information. If a gap is uncovered, you may be expected to justify it or correct it.
End of pay secrecy: clauses in contracts that forbid staff from discussing pay will no longer be enforceable. Employees will be free to talk about their salaries, and employers will need to ensure pay structures are fair and transparent.
If your contracts include confidentiality around wages, these should be updated. The focus will shift away from secrecy and toward fairness.
Pay transparency for applicants: when hiring, you will need to disclose either the salary or the pay range upfront. Terms like “competitive salary” won’t be allowed. For example, a production role in your business might need to state: “Salary: €28,000–€32,000.” The idea is to set clear expectations and reduce hidden inequalities at the recruitment stage.
Why it matters
For some employers, this may feel like extra paperwork. But preparing now offers real benefits:
Trust: where employees believe they’re paid fairly, loyalty and morale improve. Recruitment: younger generations expect openness on pay and may favour businesses that provide it. Fewer disputes: clear, structured pay policies reduce the risk of grievances or legal claims. These changes also align with the Gender Pay Gap Information Act 2021, which already requires large employers to report pay differences. In time, the threshold will apply to businesses with as few as 50 staff, bringing you directly into scope. How to respond
You don’t need to provide detailed information to the two employees immediately. Instead, acknowledge their request, explain that transparency rules are on the way, and confirm that the information will be shared in line with the law.
Then, begin preparing with the following steps:
Review pay structures: check for inconsistencies among employees in similar roles. If gaps exist, ensure they’re explainable and fair.
Update contracts: remove confidentiality clauses about salary.
Plan recruitment practices: decide how you’ll present salary ranges in future job adverts.
Seek professional advice: accountants, HR consultants, or legal specialists can help design fair and compliant systems.
While the adjustment will involve effort, it’s also an opportunity to strengthen your business. Fair and open pay systems build loyalty, help attract skilled people, and protect against disputes.
The best approach is to prepare early. By doing so, you’ll avoid the pressure of rushing at the deadline and position your business as proactive and fair.
Andrew Brolly.
Andrew Brolly is fractional CFO with ifac, which is the professional services firm for farming, food and agribusiness.
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