Ireland: gender pay gap reporting
Gender representation within our Ireland team
For our internal employees, we follow a strict framework that bases pay determinations exclusively on objective criteria such as role level, scope, criticality and individual performance. This approach helps to reduce bias in compensation decisions and preserves pay equity and meritocratic principles.
External employees managed by Remote
As a Temporary Employment Agency (TEA) in Ireland, Remote handles employment-related legal obligations on behalf of our client companies. We manage tasks from payroll processing and tax filing through to compliance with local employment laws to ensure that legal requirements are met. We refer to these workers as ‘External Employees’, and they are included alongside our internal employees when compiling gender pay gap reports.
Remote has limited influence over how pay frameworks for External Employees are set. We ensure that clients meet agency workers’ rules requiring that External Employees receive compensation comparable to permanent staff, although this reduces our ability to address pay differences among External Employees. Overall, pay levels are primarily determined by the client.