United Kingdom: gender pay gap reporting
Our gender representation across the UK
For our internal employees, we follow a robust framework in which pay decisions rely only on objective criteria, such as role level, scope, criticality and individual performance. This approach helps remove bias from those decisions and upholds the principles of pay equity and merit-based progression.
Remote’s external employees
As an Employer of Record (EOR) in the UK, Remote takes on employment-related legal obligations for our client companies. From payroll processing and tax filings to complying with local employment laws, we make sure the required legal steps are completed. We refer to these as ‘External Employees’.
However, it is important to set out the split of responsibilities between Remote and our clients. Although we manage the employment aspects described above, defining role scope, setting salary bands and making individual pay decisions remain the responsibility of our clients. Remote does not set pay scales or determine individual salaries; those choices sit with the client.
This means that, while 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 practices and encourage our clients to adopt best practices in pay equity, offering guidance and support where we can.
From the perspective of UK legislation, our business model draws a clear line between employer responsibilities (which Remote assumes) and the client’s managerial decisions, including compensation strategies and practices. Under this model, while Remote fulfils the legal obligations of an employer — including Gender Pay Gap reporting — accountability for any gender pay gap within our client organisations rests with the clients, not with Remote as the EOR.