Upcoming Changes to Equality Legislation: What Employers Need to Know

The Irish Government has introduced the General Scheme of the Equality (Miscellaneous Provisions) Bill 2024, bringing important updates to employment and equality laws. This Bill proposes key amendments to the Employment Equality Act 1998 and the Equal Status Act 2000, aiming to strengthen workplace protections, increase transparency in recruitment, and improve access to justice for individuals facing discrimination.

At MSS – The HR People, we want to ensure our clients stay ahead of these changes and understand how they may impact employers.

Key changes employers should be aware of

 1. Greater Transparency in Recruitment & Pay

• Employers will need to ensure job criteria are justified, necessary, and proportionate to the role.
• Salary details will need to be included in job advertisements to help reduce pay disparities, including the gender pay gap.
• Employers will no longer be able to ask candidates about past salaries, helping to prevent pay inequality from carrying forward.

2. Extended Timeframes for Discrimination Complaints

• The deadline for lodging a discrimination complaint with the Workplace Relations Commission (WRC) will increase from 6 months to 12 months, with a possible extension to 18 months in certain cases.
• This change acknowledges the barriers individuals—especially from marginalised groups—face in seeking redress.

3. Recognition of Intersectional Discrimination

• The Bill explicitly recognises intersectional discrimination, where individuals face bias on multiple grounds (e.g., race and gender).
• This strengthens protections and ensures a more inclusive approach to workplace equality.

4. Targeted Recruitment Initiatives for Underrepresented Groups

• Employers will be permitted to implement positive action measures, such as targeted recruitment campaigns, to support underrepresented groups, including people with disabilities.

5. Updates to Equal Status Complaints & Compensation Limits

• Equal status complaints involving licensed premises will be handled by the WRC, making resolution simpler and more accessible.
• Compensation limits under the Equal Status Act will increase, ensuring penalties are effective and in line with EU standards.
• Adjudicators will have clearer guidelines on awarding compensation, promoting fairness and consistency.

What’s Next?

The Bill is still moving through the legislative process before becoming law. Once enacted, it will introduce new compliance obligations for employers, making it essential to review recruitment policies, pay practices, and workplace equality measures.

At MSS – The HR People, we’re here to help you navigate these changes with expert advice and practical solutions.



Get in touch with our team to discuss how these updates might affect your business!