United Kingdom: reporting on the gender pay gap
Gender representation within our UK workforce
For our internal employees, we follow a strict framework in which compensation decisions are founded only on objective criteria — role level, scope, criticality and individual performance. This approach reduces bias in pay determinations and upholds the principles of pay equity and meritocracy.
External employees managed by Remote
As an Employer of Record (EOR) operating in the UK, Remote takes care of employment-related legal obligations on behalf of our client companies. From payroll processing and tax filings to compliance with local employment law, we ensure the necessary legal requirements are met. We refer to these workers as ‘External Employees’.
It is important to set out the division of responsibilities between Remote and our clients. While we manage the employment elements described above, defining role scope, salary bands and making individual pay decisions remains the responsibility of our clients. Remote does not determine pay scales or individual salaries; those choices are made by the client.
Consequently, although Remote ensures compliance with employment regulations, our ability to directly influence or change these core salary decisions is limited. We are committed to promoting transparency and fairness in compensation and encourage our clients to adopt best practice in pay equity, offering guidance and support where appropriate.
From a UK legislative perspective, our business model draws a clear distinction between employer responsibilities (which Remote assumes) and the client’s managerial decisions, including compensation strategies and practices. Under this model, while Remote carries the legal obligations of an employer, including compliance with Gender Pay Gap reporting duties, accountability for any gender pay gap within client organisations rests with the clients, not with Remote as the EOR.