2025 Ireland Gender Pay Gap Report

Each year, we publish gender pay gap figures for our entities in Ireland, reflecting our dedication to transparency as we work towards greater parity.

This year’s report highlights both areas of progress and those that require continued focus.

• J.P. Morgan Hedge Fund Services Ltd has reported decreases in the majority of its pay gaps including mean and median hourly pay gaps and the mean bonus pay gap.
• Given the size of the entity, Chase Paymentech Europe Ltd is included in our review for the first time and its median hourly and bonus pay gaps are lower than those of our other legal entities.

It’s important to note that the metrics disclosed in this report are a measure of pay gap and not pay equity. A pay gap is a calculation of the median and average pay difference when comparing the compensation of all women within an organization to the compensation of all men within an organization. One factor driving our pay gap is a larger proportion of men relative to women in senior, higher paid roles. A pay gap does not measure pay equity, or take into account important differences such as job level, experience, geography, work hours and other factors that generally influence pay.

The Local Management Committee in Ireland, together with the firm’s senior leaders, remains committed to working with our teams year after year to create meaningful and lasting change.

Marc Hussey Senior Country Officer Ireland

J.P. Morgan Hedge Fund Services

Key findings for our J.P. Morgan Hedge Fund Services legal entity:

• Majority of pay gaps decreased slightly YoY, primarily driven by internal staff movements between legal entities.
• The mean hourly pay gap narrowed, influenced by the increase in female representation across the top 3 pay quartiles.
• Reduction in the mean bonus pay gap to 78.9% (down from 80.4% in 2024.) Driven by changes in female representation.
• Slight increase in the median bonus pay gap to 28.0%.
• 96.2% of female employees received a bonus in 2025, slightly higher than the 94.6% of male employees who received a bonus in the same period.

Chase Paymentech Europe

Key findings for our Chase Paymentech Europe legal entity:

• Due to exceeding the threshold of 50 employees, the entity is included in the review for the first time.
• The mean bonus pay gap at 36.5% is influenced by a lower percentage of females receiving a bonus.
• The median hourly and bonus pay gaps are slightly lower compared to those of other legal entities.
• 87.3% of women and 95.7% of men received a bonus.

J.P. Morgan SE – Dublin Branch

Key findings for our J.P. Morgan SE - Dublin Branch legal entity:

• Slight decline in female representation across the top 3 pay quartiles.
• 92.3% of female employees received a bonus, slightly higher than the 91.0% of male employees paid a bonus in the same period.
• Increase in the mean bonus pay gap to 49.0%, driven by internal staff movements between legal entities.
• Slight increase in the median bonus pay gap to 36.0%.
• Almost identical distribution of benefits in kind among men and women.

Global Shares Ireland

Key findings for our Global Shares Ireland legal entity:

• Female representation in the upper pay quartile has increased to 37.2%.
• Reduction of female representation in the upper middle quartile to 31.7% driven by changes in female representation within pay quartiles.
• Increase in the mean bonus pay gap to 72.0%.
• Reduction in the median bonus pay gap to 11.5% (down from 29.2% in 2024.)
• 94.8% of female employees received a bonus in 2025, up 15.2% points relative to 2024, slightly higher than the 93.2% of male employees who received a bonus in the same period.
• There has been a large increase in employees receiving benefits in kind compared to 2024.