Ireland: reporting on the gender pay gap
Gender representation within our Ireland workforce
For our internal employees, we follow a stringent framework in which pay decisions rely exclusively on objective criteria such as job level, scope, role criticality and individual performance. This approach helps to eliminate bias from remuneration decisions and preserves the principles of pay equity and meritocracy.
External employees managed by Remote
As a Temporary Employment Agency (TEA) in Ireland, Remote assumes employment-related legal responsibilities on behalf of our client companies. From payroll processing to tax submissions and compliance with local employment legislation, we ensure the necessary legal requirements are met. We refer to these workers as ‘External Employees’, who are included alongside our internal employees for the purposes of gender pay gap reporting.
Remote exercises limited control over compensation frameworks for External Employees. We ensure clients comply with agency workers’ rules, which require External Employees’ pay packages to be comparable with those of permanent staff; nevertheless, this means our ability to influence pay disparities among External Employees is constrained. Pay is largely determined by our client.