Ireland: gender pay gap reporting
Gender representation in Ireland
Please be advised that, for our internal employees, we operate a stringent framework in which compensation decisions are determined solely by objective criteria such as role level, scope, criticality and individual performance. This methodology is designed to remove bias from pay determinations and to uphold the principles of pay equity and meritocracy.
Remote’s external employees
As a Temporary Employment Agency (TEA) in Ireland, Remote fulfils employment-related legal obligations on behalf of its client companies. From payroll processing to tax filings and compliance with local employment law, we ensure that all statutory requirements are met. We refer to these workers as ‘External Employees’, who are included alongside our own (internal) employees for the purposes of gender pay gap reporting.
Remote has limited influence over compensation frameworks for External Employees. We ensure clients comply with agency workers’ rules, which require that External Employees’ compensation packages are comparable to the client’s permanent staff; however, this does reduce our ability to address pay differentials among External Employees. Compensation is largely determined by the client.