Ireland: gender pay gap reporting
Our gender representation in Ireland
For our internal employees, we operate a strict framework where pay decisions are made solely on objective criteria such as role level, scope, criticality and individual performance. This ensures bias is removed from pay decisions and supports our commitment to pay equity and merit-based progression.
Remote’s external employees
As a Temporary Employment Agency (TEA) in Ireland, Remote handles employment-related legal obligations on behalf of our client companies. From payroll processing to tax filings and ensuring compliance with local employment law, we make sure all the necessary legal requirements are met. We refer to these people as ‘External Employees’, and they are included alongside our internal employees for gender pay gap reporting purposes.
Remote has less control over the frameworks on compensation for External Employees. We ensure that clients are compliant with agency workers’ rules which require that our External Employees’ compensation packages are commensurate with their permanent staff but it does mean that we have less of an ability to influence gaps between External Employees. Pay is largely set by our client.