United Kingdom: guidance on gender pay gap reporting
Gender representation within our UK workforce
For our internal employees, we follow a robust framework in which pay decisions rely exclusively on objective criteria such as role level, scope, criticality and individual performance. This approach helps to remove bias 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 assumes employer-related legal responsibilities on behalf of our client companies. From payroll processing and tax filings to compliance with local employment legislation, we ensure that the necessary legal obligations are met. We refer to these people as ‘External Employees’.
However, it is important to set out how responsibilities are divided between Remote and our clients. Although we manage the employment matters outlined above, defining the scope of roles, setting salary bands and making individual pay decisions remain the responsibility of our clients. Remote does not prescribe pay scales or determine individual salaries; those decisions are made by our clients.
This means that, although Remote ensures compliance with employment law, our capacity to directly influence or change those core salary decisions is limited. We are committed to promoting transparency and fairness in compensation practices and encourage our clients to adopt pay equity best practice, offering guidance and support where possible.
Under UK legislation, our operating model draws a clear distinction between the legal duties of an employer (which Remote fulfils) and the managerial decisions taken by our clients, such as compensation strategies and policies. Accordingly, while Remote assumes the legal obligations of an employer — including compliance with gender pay gap reporting obligations — accountability for any gender pay gap within a client organisation rests with the client, not with Remote as the EOR.