Ireland: Gender Pay Gap Reporting
Our Gender Representation in Ireland
For our internal employees, we adhere to a rigorous framework where compensation decisions are based solely on objective factors such as role level, scope, criticality and individual performance. This allows us to ensure that bias is removed from these decisions to uphold the principles of pay equity and meritocracy.
Remote’s External Employees
As an Temporary Employment Agency (TEA) in Ireland, Remote manages employment-related legal obligations on behalf of our client companies. From payroll processing to tax filings and adherence to local employment laws, we ensure that all necessary legal requirements are met. We call these ‘External Employees’ who also form part of our population in addition to our own (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.