The Government published its Autumn 2026 Legislative Programme on 16 September, outlining a series of proposed legislative developments that could bring further changes to employment rights and employer obligations in Ireland.
Among the priorities are reforms concerning gender pay gap reporting, employment equality, pregnancy loss leave, pay transparency and employment permits.
While the programme identifies the Government's legislative intentions, the measures are at different stages of development and do not automatically represent changes to existing employment law.
Gender Pay Gap Reporting
The Employment Equality (Gender Pay Gap Information) (Amendment), and Another Matter, Bill was included on the Government's priority publication list.
The legislation seeks to clarify the statutory framework for employers to submit gender pay gap information through a central Government reporting portal.
The development forms part of the continuing expansion of gender pay gap reporting obligations in Ireland, with reporting requirements now extending to employers with 50 or more employees.
The introduction of centralised reporting represents a further step towards greater transparency and accessibility of gender pay information.
Pregnancy Loss Leave and Employment Equality Reform
The programme also includes proposals to introduce a statutory entitlement to five days of paid pregnancy loss leave for employees experiencing a qualifying pregnancy loss before 23 weeks of gestation.
The proposed entitlement seeks to address an existing gap in statutory leave protections, where employees experiencing pregnancy loss before the relevant maternity leave threshold do not have a specific statutory pregnancy loss leave entitlement.
Separately, the Equality (Miscellaneous Provisions) Bill proposes amendments to existing employment equality legislation, including provisions concerning surrogacy leave and pregnancy loss.
These measures remain subject to the legislative process, and their inclusion in the programme does not establish an immediate statutory entitlement.
EU Pay Transparency
The Pay Transparency Bill also features in the Government's legislative programme.
The proposed legislation will provide for the transposition of the EU Pay Transparency Directive into Irish law, introducing further obligations concerning pay information, recruitment practices and gender-based pay transparency.
The Directive is expected to have significant implications for how employers communicate salary information, assess pay structures and respond to employee requests concerning remuneration.
Although the Irish legislation remains under development, the direction of reform is clear: employers will face increased expectations concerning the transparency and justification of pay arrangements.
Employment Permit Reform
The Employment (Miscellaneous Provisions) Bill proposes amendments to the Employment Permits Act 2024.
The proposed changes would provide the Minister with additional powers to adjust the balance of Irish and EEA workers relative to non-EEA workers in certain sectors providing critical care services.
The proposals reflect the Government's continuing efforts to balance labour market requirements with employment permit controls, particularly in sectors experiencing recruitment challenges.
Further Employment Law Reform Ahead
The Autumn Legislative Programme reflects a continued focus on employment equality, transparency and the development of statutory employment protections.
Several proposals remain at an early stage, and their eventual implementation will depend on the progression and final wording of the relevant legislation.
For businesses, the programme provides an indication of the areas likely to receive further legislative attention, particularly in relation to pay practices, equality obligations and employee leave entitlements.
The volume of proposed reform also highlights the increasing complexity of the employment law landscape, with employers required to distinguish between existing statutory obligations, legislation progressing through the Oireachtas and measures that remain under consideration.
Source: Government Legislation Programme – Autumn 2026.