Tara Daly

We're all a bit like that.

But I think, you know, yes, there is an element of most SMEs when they're advertising, they may not put the rate on it all the time.

But, you know, at some stage it will be disclosed, whether that's through the telephone interview or when they meet them at the interview stage.

At some stage, they will be made aware of what the salary range is.

But, you know, I think everybody has that level of, you know, let's see what the experience is of the individual and let's get a gauge of that.

We do need that flexibility still in terms of, you know, deciding on the right rate for a particular person for the business.

Yeah, I think, yeah, there is some truth to that, that people will be more inclined to apply more immediately if there's a rate written on it.

But most employer candidates will inquire either, as I said, on the phone or at the interview stage.

And most employers will give them an indication of what that is, whether it's it may not be in the advertisement, but they will certainly give them some sort of indication of what that is.

But I do think, yeah, people do at some stage need to know that information.

So, you know, that's not unreasonable.

Well, I think the first point that I would make is that we do need to differentiate between the larger organisations and the smaller organisations.

So a company with 5,000 employees cannot be treated the same as somebody with 50 plus employees.

You know, we do need to have some sort of different structures there to take into account the reality of the lack of resources that are internally within a smaller organisation versus a very large organisation.

You know, the joint pay assessment is already factored into the pay transparency directive.

I do feel that that's probably going to provide a lot of what's needed in terms of making this a success.

But ultimately, from our point of view, it will be, you know, making sure that hopefully there's a differentiation between the larger organisations, their obligations and the smaller companies.

And also factoring into it that, you know, we need time to prepare.

At the moment, we don't have the legislation, so...

We're looking for a more multi-year plan where we've actually practical application can take place to make it a success, which ultimately is a good thing for everybody and everyone wants it to be a success.