United Kingdom: gender pay gap reporting
Gender representation within our UK team
For our internal employees, we operate under a strict framework where remuneration decisions are determined solely by objective criteria such as role level, scope, criticality and individual performance. This ensures bias is removed from those decisions and upholds the principles of pay equity and meritocracy.
Remote’s external employees
As an Employer of Record (EOR) in the UK, Remote takes on the employment-related legal duties for our client firms. We handle everything from payroll and tax filings to complying with local employment laws to make sure legal obligations are satisfied. We refer to these workers as ‘External Employees’.
However, it is important to be clear about how responsibilities are split between Remote and our clients. Although we manage the employment aspects listed above, defining role scope, setting salary bands and deciding individual salaries sits with our clients. Remote does not set pay scales or determine individual salaries; those decisions rest with the client.
That means although Remote ensures employment law compliance, our capacity to directly change or influence these core salary decisions is limited. We remain committed to promoting transparency and fairness in pay practices and we encourage clients to adopt best practice approaches to pay equity, offering guidance and support where we can.
Under UK legislation, our business model draws a clear line between employer duties (which Remote fulfils) and clients’ managerial choices, including compensation strategies and practices. Accordingly, while Remote takes on the legal obligations of an employer — including Gender Pay Gap reporting — responsibility for any gender pay gap within a client organisation lies with that client, not with Remote as the EOR.