United Kingdom: gender pay gap reporting
Gender representation: our UK profile
For internal employees, we follow a strict framework in which compensation is determined only by objective criteria such as role level, scope, criticality and individual performance. This approach removes bias from pay decisions and upholds pay equity and meritocratic principles.
Remote’s external employees
As an Employer of Record (EOR) operating in the UK, Remote assumes employment-related legal duties on behalf of our client companies. From payroll administration and tax filings to compliance with local employment law, we meet the requisite legal obligations. We refer to these staff as 'External Employees'.
It is important to clarify how responsibilities are split between Remote and our clients. Although Remote manages the employment processes described above, responsibility for defining role scope, salary bands and individual pay rests with the client. Remote does not set pay scales or decide individual salaries; those determinations are made by the client.
Consequently, even though Remote ensures compliance with employment law, our ability to directly change fundamental salary decisions is limited. We remain committed to promoting transparent and fair compensation practices and urge clients to adopt pay-equity best practices, offering guidance and support where practical.
Under UK legislation, our business model draws a clear line between employer duties (assumed by Remote) and clients' managerial decisions, such as compensation strategy. Accordingly, although Remote fulfils employer legal obligations — including Gender Pay Gap reporting duties — responsibility for any gender pay gap within client organisations lies with the client, not Remote in its capacity as EOR.