2025 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 can thrive as their authentic selves.
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, 2025.
2025 Pay Gap Data
(Results are based on a snapshot date of June 30, 2025)
The Central Statistics Office’s data indicates an average hourly gender pay gap of 9.6% in Ireland, favoring men. For 2025, WP Engine’s average hourly gender pay gap is 8.9%, favorable for men. While our gap is lower than the Central Statistic’s Office, we remain committed to evolving our efforts to diminish it further.
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 14.2% median hourly pay gap favoring men is primarily caused by higher male representation in senior and technical roles. Recent workforce changes amplified this dynamic. We are addressing this by continuing to focus on increasing female representation in these roles through leadership development and inclusive recruitment.
All employee pay gap
In 2025, the mean hourly pay gap shifted from -14.6% (favoring women) to 8.9% (favoring men), with the median rising to 14.2% (favoring men). Evolving workforce dynamics reflect a higher concentration of men in senior roles, influenced by new hires, promotions, and attrition.
- New Hires: 70.6% were men, joining across levels including senior and VP roles.
- Attrition: Senior-level departures among women contributed to increased median and pay gaps.
- Promotions: Promotions were more balanced (59% men, 41% women).
Bonus pay gap
(Our bonus pay figures include all forms of variable pay, commissions, and bonuses.)
The mean bonus gap showed meaningful progress, narrowing from -33.9% (favoring women in 2024) to -5.5% (still favoring women in 2025), influenced by the same workforce dynamics detailed above. This shift reflects greater parity in bonus pay, we recognize the need for continued progress.
Benefits in kind
(Our benefits-in-kind, range from private health insurance to stock options and wellness programs.)
We achieved near-universal uptake across our workforce. The high participation rate of 100% for women, and 98.3% for men, highlights the value our employees place on our benefits and our dedication to supporting the well-being of all team members. The minor difference for men is attributed to one employee enrolling after the reporting date.
Reducing or eliminating our pay gaps
Our greatest opportunity for lasting change is achieving balanced representation across all levels and functions.
We are actively working to:
Increase the representation of women in technical and leadership roles.
Invest in Ireland-based talent through targeted internal development and external partnerships.
Strengthen our pipeline of diverse candidates at every level by ensuring an inclusive and equitable recruitment process.
Our commitment is to prioritise career development, expand access to opportunity, and continue to build a culture rooted in fairness and long-term equity.
