Gender pay gap reporting in Ireland
Overview of gender representation at Remote in Ireland
For our internal employees, we operate under a strict framework where compensation is determined solely by objective criteria such as role level, scope, criticality and individual performance. This removes subjective influence from pay decisions and upholds our commitment to pay equity and meritocracy.
Remote’s external employee population
As a Temporary Employment Agency (TEA) in Ireland, Remote fulfils employment-related legal obligations on behalf of our client companies. From payroll processing to tax filings and compliance with local employment laws, we make sure the required legal duties are met. We refer to these workers as ‘External Employees’; they are included in our reporting population alongside our own (internal) employees for gender pay gap purposes.
Remote has less influence over pay frameworks for External Employees. While we ensure clients comply with agency workers’ rules — which require External Employees’ compensation packages to be comparable with permanent staff — this limits our ability to address pay differentials among External Employees. Pay is largely set by our client.