Sources of Irish Salary Information

Solid factual information provides a realistic understanding of what salary to expect and ask for. This resource lists reliable salary information for the Irish market to help you prepare for salary negotiation.

Irish National Government Salary Data Sources

In Q4 2019, the average weekly earning was €784 across all sectors. Considered across 52 weeks, this amounts to €40,748. Overall salaries increased 1.8% in 2019 (Hays.ie). Hiring is continuing in some sectors despite the pandemic.

Irish Industry-Specific Salary Information

The national Central Statistics Office (CSO) of Ireland data, shows us that a significant factor in earnings is industry sector. Locate your sector here, noting the change overtime from 2014 as the line moves towards Q4 2019 (towards the right).

CSO Earning Per Week by Industry Sector

CSO Earning By Industry Sector By Employer Size

Professional Bodies – Salary Information by Industry Sector

Source: Engineers Ireland membership, January 2020, n=1,692

CSO Earnings By Gender

CSO Earnings by Region For Women

Data Source https://www.cso.ie/en/statistics/earnings/

Income is broken out across ‘income bands’. For example in 2011, the average income for men was €33,364, and for women €24,515. These graphs show the number of women who earn within each pay band. 249 thousand women earned between €10,000 and €19,000. By contrast 225 thousand men earned over €50,000.

This information shows that it is particularly important for women to compare themselves not only to female professional peers but also to their male colleagues.

Irish Income by Income Band Women 2011
Irish Income by Income Band Men 2011

As we see above the best paid sector in Ireland’s continues to be the information and communication sector. In this industry, men (purple) made up almost 70% of people employed (CSO, 2019). Similar every Irish economic sector has a gender pay gap as outlined above. There’s more on the trajectory of Ireland’s Gender Pay Gap here.

There continues to be a gender pay gap not just in technology but in each of these sectors as shown below. This is not an individual problem, its a systemic problem.

Source: Eurostat GPG by Sector NACE Rev. 2

Private Sector Industry Salary Surveys

A key information source is to seek out leading industry groups in your sector. Membership may be required to access all resources.

Irish Recruiter Salary Guides

Companies say that 48% of applicants have unrealistic expectations around salary. (Hays, 2019). But what is realistic?

Online Salary Indices

Market Alignment – Open Positions

Whether or not you are considering a move away from your current employer, considering open positions means you have ‘bench-marked’ your salary, or target salary, in line with current market expectations.

  • Recruitment agencies
  • Your Company
  • Competitors
  • Consider who else is hiring

Sharing Salary Information

Sharing salary information amongst colleagues is a critical way that women have uncovered unequal pay. Consider with whom you may be in a position to share information about both salary and benefits. Perhaps you, like Samatha Barry, can nurture a whisper network worth 10 thousand.

Ask “Does this range seems appropriate?”

Ask: “Is this salary range I am targeting, too high or too low?

Tips:

  • Make it clear this is about you and your fair pay, not about them.
  • Ask professionals in your industry who work in similar roles.
  • Ask both men and women; you may well find that the men have higher salaries and bonuses.
  • Do you have a connection who already works where you are interviewing? A conversation about ‘what it’s like to work there’ is worth the time investment. Ask about what benefits the organization typically offers.
  • Consider also with whom you would be willing to share your own salary information.

“What is the worst that can happen if you ask your colleagues what they are being paid? 

Probably that it is uncomfortable and they tell you to mind your own business.  On the two occasions I asked male colleagues what they were paid. There was a gap of 14%- 16% in basic pay even though I had more senior responsibilities in one case and made more of a contribution to the bottom line in the other.  That money will go to someone, either your boss or your more confident colleagues; if you negotiate at least it can go to you.”

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