Ireland: gender pay gap reporting overview
Gender representation across our Ireland team
For our internal employees, we follow a strict framework in which compensation choices rely solely on objective criteria — role level, scope, criticality, and individual performance. This practice helps remove bias from pay decisions and ensures we uphold the principles of pay equity and meritocracy.
Remote’s external employees
As a Temporary Employment Agency (TEA) in Ireland, Remote assumes employment-related legal responsibilities on behalf of our client companies. From payroll processing and tax filings to adherence with local employment legislation, we ensure all statutory obligations are met. We refer to these individuals as ‘External Employees’, and they are included alongside our internal employees for the purposes of gender pay gap reporting.
Remote has limited control over compensation frameworks for External Employees. We make certain clients comply with agency workers’ rules that require External Employees’ pay packages to be comparable with those of permanent staff, but this also means our ability to influence pay disparities among External Employees is constrained. Compensation is largely determined by our client.