Matheson, A&L Goodbody, Arthur Cox, McCann FitzGerald, Mason Hayes & Curran and William Fry are among businesses which were obliged by law to publish a gender pay gap report at the end of 2023.

ILN reported last year on the headline pay gaps ranging from 40 per cent to 61 per cent at these firms, which were the six largest firms by solicitor numbers in the most recent year for which we have data and are often dubbed the Irish legal sector’s ‘Big Six’.

Only one of the six firms — A&L Goodbody — has reported a significant improvement since then, with its mean pay gap for all employees and equity partners shrinking from 64 per cent to 59 per cent. The figure excluding equity partners was unchanged, at 21 per cent.

Matheson saw its mean pay gap for all employees and equity partners stay broadly level at 62 per cent, while the mean pay gap for employees excluding equity partners significantly shrank from 15 per cent to just two per cent.

Arthur Cox remained broadly static, with its mean pay gap for all employees and equity partners increasing slightly from 52 per cent to 54 per cent, while its mean excluding equity partners remained at one per cent.

McCann FitzGerald saw the mean pay gap for all employees and equity partners remain at 52 per cent, while the mean excluding equity partners rose from nine per cent to 14 per cent.

Two firms saw a noticeable increase in the mean pay gap for all employees and equity partners: Mason Hayes & Curran reported an increase from 50 per cent to 56 per cent, while William Fry reported an increase from 40 per cent to 48 per cent.

When equity partners are excluded, William Fry has a mean pay gap of -7 per cent, meaning women are paid more than men. It was virtually zero in the previous year.

The figures relating to equity partners are published by the firms voluntarily as they do not come within the ambit of the Gender Pay Gap Information Act 2021.

Commenting on the findings, Aoife McNicholl, chairperson of the Irish Women Lawyers’ Association (IWLA), told ILN: “IWLA are disappointed to see a general lack of progress in reducing the gender pay gap in the legal sector.

“We note that firms are making efforts to address the reasons for this and we commend those efforts but progress must be accelerated.

“Several firms appear to have identified that issues relating to maternity and paternity leave, caring responsibilities and unconscious bias contribute to the gender pay gap.

“We encourage firms to review and reaffirm their commitment to gender diversity and equality throughout the year to ensure they take action that reaps tangible results so that we might see more significant progress next year.”