Ciarán Hancock

But that hasn't been decided upon?

Now it is a pay transparency directive so it would kind of make sense to be transparent about the pay, wouldn't it?

Yeah.

You don't want the salary information to be included in the job ad?

Right.

OK.

Mind you, for some employees, it might be the only way they know what somebody else is earning in the organisation or somebody new who's coming into the organisation might be earning.

OK, so will companies have to communicate then for people in a particular role in their company?

Let's say there's 50 people fulfilling a certain role.

Will they have to make that information available to employees?

Might be a bit daunting for some employees that have to approach HR or approach a manager, let's say, to request this information.

Now, let's say somebody working for a company discovers that there is an anomaly, that there are six people doing the same work on the same grade, but actually a couple of them are being paid substantially more than what that individual is getting.

Under the terms of this directive, what will happen in those situations?

OK, so are your members, from what they're telling you, are your members concerned that they're going to have to defend these kind of situations or that they might face equal pay claims going forward?

Now, we had recent gender pay legislation introduced and transparency around gender pay.

So I think it's companies with 50 or more employees, they have to publish the gender pay gaps that may or may not exist across their organisations.

So how does this new directive, how does that differ or build on the gender pay legislation that was introduced a few years ago?

OK.

And in terms of who will be covered by this new directive, are there exclusions, you know, for mom and pop shops, that hardware that might have four or five people or is everybody covered?

So how much is this going to cost employers?