United Kingdom: Gender pay gap reporting
Our gender representation in the UK
For our internal employees, we follow a strict framework in which pay decisions rest solely on objective criteria such as role level, scope, criticality and individual performance. This removes bias from decision-making and supports pay equity and merit-based outcomes.
Remote’s external employees
As an Employer of Record (EOR) in the UK, Remote fulfils employment-related legal duties on behalf of our client companies. From payroll processing to tax filings and compliance with local employment law, we ensure the necessary legal requirements are met. We refer to these workers as ‘External Employees’.
However, it is important to distinguish the division of responsibilities between Remote and our clients. While we manage the employment elements described above, defining role scope, salary bands and individual pay decisions remains the client’s responsibility. Remote does not set pay scales or decide individual salaries; those choices are made by our clients.
This means that although Remote ensures compliance with employment regulations, our capacity to directly change those fundamental salary decisions is limited. We remain committed to transparency and fairness in pay practices and encourage clients to adopt pay-equity best practices, providing guidance and support where appropriate.
From the standpoint of UK legislation, our business model draws a clear distinction between employer responsibilities (which Remote assumes) and the client’s managerial decisions, including compensation strategy and practice. Under this model, while Remote accepts the legal obligations of an employer, including compliance with Gender Pay Gap reporting obligations, accountability for any gender pay gap within our clients’ organisations lies with the clients, not with Remote as the EOR.