United Kingdom: Gender pay gap reporting
Gender representation for our UK workforce
For our internal employees, we follow a robust framework in which compensation choices are determined solely by objective criteria — role level, scope, criticality and individual performance. This approach seeks to eliminate bias from pay determinations and to uphold the principles of pay equity and meritocracy.
Remote’s External Employees
As an Employer of Record (EOR) operating in the UK, Remote assumes employment-related legal obligations on behalf of our client companies. This includes payroll processing, tax filings and compliance with local employment legislation, ensuring statutory requirements are met. We refer to these individuals as ‘External Employees’.
However, it is necessary to clarify how responsibilities are divided between Remote and our clients. While Remote manages the employment functions described above, decisions about role scope, salary bands and individual pay remain with the client. Remote does not set pay scales or determine individual salaries; those choices are made by our clients.
Consequently, although Remote ensures compliance with employment regulations, its capacity to directly influence or amend these core salary determinations is limited. We remain committed to promoting transparency and fairness in compensation practices and encourage our clients to adopt pay equity best practices, offering guidance and support where feasible.
Under UK legislation, our business model draws a clear distinction between employer responsibilities — which Remote fulfils — and the client’s managerial decisions, including compensation strategies and practices. Accordingly, while Remote accepts the legal obligations of an employer, including compliance with Gender Pay Gap reporting obligations, accountability for any gender pay gap within our client organisations rests with those clients rather than with Remote in its role as the EOR.