United Kingdom: overview of gender pay gap reporting
Our representation by gender across the UK
For our internal employees, we follow a strict framework in which compensation is determined exclusively by objective criteria, including role level, scope, criticality, and individual performance. For your reference, this approach helps remove bias from pay decisions and protects our commitments to pay equity and meritocracy.
Remote’s external employees
As an Employer of Record (EOR) in the UK, Remote assumes employment-related legal obligations on behalf of our client companies. From payroll processing and tax filings to compliance with local employment laws, we ensure the necessary legal requirements are met. For clarity, we refer to these workers as ‘External Employees’.
However, it is important to clarify the division of responsibilities between Remote and our clients. While we manage the employment matters described above, defining role scope, setting salary bands, and making individual salary decisions remain with our clients. Remote does not dictate pay scales or decide individual salaries; those determinations are made by our clients.
This means that although Remote ensures compliance with employment regulations, our ability to directly influence or change these core salary decisions is limited. We remain 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 possible.
From a UK legislative perspective, our business model draws a clear distinction between employer responsibilities (which are assumed by Remote) and clients’ managerial decisions, which include compensation strategies and practices. Under our model, while Remote takes on the legal obligations of an employer — including compliance with Gender Pay Gap reporting obligations — accountability for any gender pay gap within client organisations rests with those clients, not with Remote as the EOR.