Gender Pay Gap Report
Ireland 2025
At Workhuman, we believe in building more human workplaces where people are recognized and celebrated for who they are and what they do, and that starts with our own.
As part of our commitment to diversity, inclusion, and belonging, we completed a robust analysis of Pay Equity across the company in partnership with a leading external specialist, as well as an additional analysis to determine our Gender Pay Gap in Ireland in line with the Gender Pay Gap Information Act 2021.
Pay Equity
In 2024, we found that Workhuman provided equal pay to both men and women for similar work, and we are happy to report that this is still the case for our analysis of 2025. We believe that all our employees should be paid fairly for similar work and are committed to continuing to review and maintain pay equity as the organization grows and changes. As part of that work, we regularly conduct internal equity reviews to ensure fair compensation decisions at key touchpoints in the employee lifecycle: at time of budget review for requisitions, at time of offer, and at time of promotion. In addition, our Compensation team runs broader periodic reviews.
Gender Pay Gap is the difference in the average hourly pay of men and women across the workforce regardless of factors that legitimately influence pay such as job level.
Pay Equity is the difference between the remuneration of two groups when they are doing similar work, i.e., equal pay for similar work.
Representation of Women in Workhuman
In Ireland each year, we are legally obliged to issue a Gender Pay Gap report, a report whose results are typically a reflection of gender representation in leadership. To run these analyses, we take a snapshot approach that looks at the 12 months preceding June 30, 2025, for all of our Ireland-based employees, taking into consideration all relevant earnings such as salary, bonus, benefits in kind (BIK), etc.
This year we have the gender mean (average) pay gap increased from 21% to 23%. Other findings about our Ireland-based workforce include:
- For all employees, Workhuman’s median pay gap is 27%, compared with 25% in 2024.
- 42% of employees at Workhuman are women and 54% are men. (4% not declared).
- 47% of leadership roles in Workhuman are held by women.
- In 2024, 30% of employees in the upper pay band were women. In 2025, this has decreased by 1% to 29%.
- We’ve also seen a decrease in women’s representation in the upper middle quartile, from 38% in 2024 to 30% in 2025.
- We continued our membership of the Irish chapter of the 30% Club with the aim of supporting more women into senior and board roles this year.
Gender Pay Gap Reporting: Hourly Pay
Employee Type | Mean Hourly Pay Gap | Median Hourly Pay Gap |
|---|---|---|
| All Employees | 23% | 27% |
| Part-Time Employees | 67% | 67%* |
| Fixed Term Employees | -24% | -11%* |
| * Where a gap is represented as a minus figure, it is in favour of women. | Mean Pay Gap is the % difference in the average hourly rate of pay of men and women. | Median Pay Gap is the % difference between the rate of pay of the middle most men and middle most women. |
| Mean Hourly Pay Gap | |
|---|---|
| All Employees | 23% |
| Part-Time Employees | 67% |
| Fixed Term Employees | -24% |
| Median Hourly Pay Gap | |
|---|---|
| All Employees | 27% |
| Part-Time Employees | 67%* |
| Fixed Term Employees | -11%* |
Gender Pay Gap Reporting: Bonus & BIK
| Mean Bonus Gap 20% Mean Bonus Gap is based on the difference in the average bonus pay of men and women expressed as a percentage. | 100%of women received a bonus | 89%of women received a BIK (100% of women are eligible to receive a BIK. Percentage above represents only those that have opted in.) |
| Median Bonus Gap 22% Median Bonus Gap is based on the difference in the median (middle most) bonus pay of men and women expressed as a percentage. | 100%of men received a bonus | 95%of men received a BIK (100% of men are eligible to receive a BIK. Percentage above represents only those that have opted in.) |
100%of women received a bonus | 89%of women received a BIK (100% of women are eligible to receive a BIK. Percentage above represents only those that have opted in.) |
100%of men received a bonus | 95%of men received a BIK (100% of men are eligible to receive a BIK. Percentage above represents only those that have opted in.) |
Quartile Pay Bands: Gender Distribution
Additional Definitions
- The mean gender pay gap:
- This calculation shows the difference in the average hourly rate of pay of relevant men and women expressed as a percentage.
- The median gender pay gap:
- This calculation is based on the difference in the middle most / midpoint hourly rate of pay of relevant men and women expressed as a percentage.
- The mean bonus gender pay gap:
- This calculation is the difference in the average bonus pay of relevant men and women expressed as a percentage.
- The median bonus gender pay gap:
- This calculation is the difference in the median (middle most) bonus pay of relevant men and women expressed as a percentage.
- The proportion of men and women receiving a bonus/BIK payment:
- These two calculations require an employer to show the proportion of relevant men who were paid any amount of bonus pay or received a BIK, and the proportion of relevant women who were paid any amount of bonus pay or received a BIK.
- The proportion of men and women in each quartile pay band:
- This calculation shows the proportions of relevant men and women in four quartile pay bands, which is done by dividing the workforce into four equal parts. These quartile pay bands are established when making the calculation, so any other pay banding used in a workplace is not applicable.