United Kingdom: Gender Pay Gap Reporting
Our Gender Representation in the UK
For our internal employees, we adhere to a rigorous framework where compensation decisions are based solely on objective factors such as role level, scope, criticality and individual performance. This allows us to ensure that bias is removed from these decisions to uphold the principles of pay equity and meritocracy.
Remote’s External Employees
As an Employer of Record (EOR) in the UK, Remote manages employment-related legal obligations on behalf of our client companies. From payroll processing to tax filings and adherence to local employment laws, we ensure that all necessary legal requirements are met. We call these ‘External Employees’.
However, it's important to clarify the division of responsibilities between Remote and our clients. While we handle the above mentioned aspects of employment, the definition of roles’ scope, pay bands and individual pay decisions remains with our clients. Remote does not dictate pay scales or make individual pay decisions; rather, these decisions are made by our clients.
This means that while Remote ensures compliance with employment regulations, Remote’s ability to directly influence or alter these fundamental pay decisions is limited. We are committed to fostering transparency and fairness in compensation practices and encourage our clients to embrace best practices in pay equity, providing guidance and support where possible.
From a UK legislation standpoint, our business model includes a clear distinction between employer responsibilities (which are assumed by Remote) and the client’s managerial decisions, which include compensation strategies and practices. Per our business model, while Remote assumes the legal obligations of an employer, including compliance with Gender Pay Gap reporting obligations, the accountability for any gender pay gap within our client organisations rests with them, not with Remote as the EOR.