2026 Ireland Pay Gap Report
The Irish government requires employers with 50 or more employees to report their gender pay gaps. While legislation uses binary gender language, our commitment extends to an inclusive culture where everyone feels included and can be themselves.
Pay equity vs. pay gap
Pay equity examines whether employees are paid equally for comparable work. The gender pay gap measures the average difference in earnings between men and women across our Ireland workforce, regardless of role or level. This report reflects our mean and median pay differences as of June 30, 2026.
2026 Pay Gap Data
(Results are based on a snapshot date of June 30, 2026)
WP Engine’s 2026 average hourly gender pay gap is 7.9% favorable to men. While this represents positive progress, we remain committed to continuing our efforts to further diminish the gap.
Hourly Pay GapThe difference in hourly pay between men and women, as a percentage of hourly pay for all employees
Bonus Pay GapThe difference in bonus pay between men and women, as a percentage of bonus pay for all bonus recipients
Bonus Pay RecipientsThe percentage of men and women who received bonus pay
Benefits In Kind RecipientsThe percentage of men and women who received benefits in kind
Pay QuartilesThe percentage of men and women in each pay quartile based on hourly pay
Overview
(Data excludes part-time and temporary employees, as there are currently none in our workforce.)
The 14.4% median hourly gender pay gap in favor of men is largely influenced by the higher representation of men in senior and technical roles. We remain focused on narrowing this gap by increasing female representation in these areas through targeted leadership development, career progression opportunities, and targeted recruitment practices.
All employee pay gap
In 2026, the mean hourly pay gap narrowed from 8.9% in 2025 to 7.9%, continuing to favor men, while the median remained relatively stable, increasing slightly from 14.2% to 14.4%. Workforce movements during the year reflected changes in representation across levels. Hiring was concentrated entirely at the individual contributor level:
- New Hires: 66% of new hires being men and 34% women.
- Promotions: 57% awarded to men and 43% to women, including senior-level advancement for both men and women.
Overall, the improvement in the mean pay gap, alongside a stable median, reflects modest year-over-year progress. Representation across levels and functions continues to be a key factor influencing the overall gender pay gap.
Bonus pay gap
(Our bonus pay figures include all forms of variable pay, commissions, and bonuses.)
The mean bonus gap remained in favor of women, widening from -5.5% in 2025 to -36% in 2026 primarily due to a larger proportion of the women receiving bonuses are in leadership and management roles. Specifically, 37.9% of the women hold titles of Manager, Senior Manager, Director, Senior Director, or Vice President. In contrast, only 29.6% of the men hold leadership titles which is creating the larger bonus gap in 2026.
Benefits in kind
(Our benefits-in-kind, range from private health insurance to stock options and wellness programs.)
We achieved universal uptake across our workforce, with a 100% participation rate for both men and women.
Reducing or eliminating our pay gaps
Creating greater balance in representation across roles and levels remains central to our approach to reducing the gender pay gap over time.
We remain focused on:
Strengthening the pipeline and representation of women in technical and leadership roles.
Supporting a hybrid working model which allows employees to work from where they do their best work at every stage of their life and career.
Regularly reviewing gender representation and pay outcomes across levels and functions to measure progress and identify opportunities for targeted action.
Our commitment is to prioritise career development, expand access to opportunity, and continue to build a culture rooted in fairness and long-term equity.
