United Kingdom: gender pay gap reporting
Gender representation across our UK team
For our internal employees, we operate under a strict framework in which pay decisions rest solely on objective criteria such as role level, scope, criticality and individual performance. This approach is designed to remove bias from those decisions and to support pay equity and meritocratic practice.
Remote’s External Employees
As an Employer of Record (EOR) in the UK, Remote takes responsibility for employment-related legal obligations on behalf of our client companies. From payroll processing and tax filings to complying with local employment law, we ensure the required legal duties are met. We refer to these individuals as ‘External Employees’.
However, it is important to set out the division of responsibilities between Remote and our clients. While we manage the employment aspects described above, defining a role’s scope, setting salary bands and making individual pay decisions remains the responsibility of our clients. Remote does not impose pay scales or determine individual salaries; those decisions rest with the client.
This means that, although Remote ensures compliance with employment regulations, our ability to directly influence or change those core salary decisions is limited. We are committed to promoting transparency and fairness in compensation practices and encourage our clients to adopt best practice in pay equity, offering guidance and support where possible.
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 strategies and practices. Under this model, while Remote carries the legal obligations of an employer, including compliance with Gender Pay Gap reporting obligations, accountability for any gender pay gap within our client organisations rests with the clients, not with Remote as the EOR.