United Kingdom: Gender pay gap reporting
Overview of our gender representation in the UK
For our internal employees, we follow a strict framework that bases compensation solely on objective criteria such as role level, scope, criticality and individual performance. This approach helps remove bias from pay decisions and upholds the principles of pay equity and meritocracy.
Remote’s external employees
As an Employer of Record (EOR) in the UK, Remote fulfils employment-related legal obligations for our client organisations. From payroll processing to tax filings and complying with local employment law, we ensure the necessary legal duties are met. We refer to these individuals as ‘External Employees’.
It is important to distinguish the split of responsibilities between Remote and our clients. Although we administer the employment functions described above, defining role scope, setting salary bands and making individual pay determinations remain the responsibility of our clients. Remote does not prescribe pay scales or decide individual salaries; those decisions are made by the client organisations.
Consequently, while Remote ensures compliance with employment regulations, our capacity to directly influence or change these core salary decisions is limited. We are committed to promoting transparency and fairness in compensation and we encourage clients to adopt pay-equity best practices, offering guidance and support where feasible.
From the standpoint of UK legislation, our business model draws a clear distinction between employer duties (assumed by Remote) and managerial choices made by clients, including compensation strategies and practices. Under this model, although Remote accepts the legal obligations of an employer — including compliance with Gender Pay Gap reporting requirements — responsibility for any gender pay gap within a client organisation rests with that client, not with Remote as the EOR.