Ireland: gender pay gap reporting
Our gender representation in Ireland
For our internal employees, we follow a robust framework where remuneration decisions are made solely on objective criteria such as role level, scope, criticality and individual performance. This approach helps remove bias from pay decisions and upholds pay equity and merit-based reward.
Remote’s external employees
As a Temporary Employment Agency (TEA) in Ireland, Remote fulfils employment-related legal responsibilities for our client companies. We handle payroll, tax lodgements and compliance with local employment law, ensuring all statutory requirements are met. We refer to these people as ‘External Employees’, who are included alongside our own (internal) employees in our gender pay gap reporting population.
Remote has less control over the compensation frameworks for External Employees. We ensure clients comply with agency workers’ regulations requiring External Employees’ remuneration to be comparable with permanent staff, but this reduces our ability to influence gaps among External Employees. Pay is largely determined by the client.