Gender pay gap reporting in Ireland
Our gender representation in Ireland
For our internal employees, we operate a strict framework in which compensation decisions rely only on objective criteria — role level, scope, criticality and individual performance. This approach reduces bias in pay decisions and supports pay equity and merit-based recognition.
Remote’s external employees
As a Temporary Employment Agency (TEA) in Ireland, Remote fulfils employment-related legal duties on behalf of client companies. From payroll administration 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’, and they are included alongside our own (internal) employees for gender pay gap reporting purposes.
Remote has less control over compensation frameworks for External Employees. We ensure clients comply with agency workers’ regulations that require our External Employees’ compensation packages to be comparable with the client’s permanent staff; however, this limits our ability to influence pay gaps among External Employees. Pay is largely set by the client.