PODCAST | More questions than answers about worker rights in gig economy
SA and Africa in general are behind the curve in implementing laws dealing with the ‘gig’ work
02 November 2021 - 11:15
byEvan Pickworth
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In the latest edition of Business Law Focus, host Evan Pickworth interviews executive in the Employment Law practice at ENS Africa, Dion Masher, on redefining employment for the gig economy.
Join the discussion:
SA and Africa in general are behind the curve in implementing laws dealing with the “gig” economy.
Business Day law and tax editor Evan Pickworth. Picture: REBECCA HEARFIELD
The definition of “employee”, for instance, comes with many layers of protection for those who qualify, while independent contractors do not receive the same level of safeguards.
But if those working in the gig economy do not fall within the ambit of either “employee” or “independent contractor”, then how best to regulate them? The recent Uber decision in the UK provides interesting guidance on how to treat workers in the gig economy, as they should be entitled to a level of protection.
It is clear a purposive interpretation of existing laws will be critical as the fourth industrial revolution takes off.
The rights and obligations of employers when replacing their workforce with machines, bots and AI are among the upcoming labour law challenges to prepare for.
Support our award-winning journalism. The Premium package (digital only) is R30 for the first month and thereafter you pay R129 p/m now ad-free for all subscribers.
Business Law Focus
PODCAST | More questions than answers about worker rights in gig economy
SA and Africa in general are behind the curve in implementing laws dealing with the ‘gig’ work
In the latest edition of Business Law Focus, host Evan Pickworth interviews executive in the Employment Law practice at ENS Africa, Dion Masher, on redefining employment for the gig economy.
Join the discussion:
SA and Africa in general are behind the curve in implementing laws dealing with the “gig” economy.
The definition of “employee”, for instance, comes with many layers of protection for those who qualify, while independent contractors do not receive the same level of safeguards.
But if those working in the gig economy do not fall within the ambit of either “employee” or “independent contractor”, then how best to regulate them? The recent Uber decision in the UK provides interesting guidance on how to treat workers in the gig economy, as they should be entitled to a level of protection.
It is clear a purposive interpretation of existing laws will be critical as the fourth industrial revolution takes off.
The rights and obligations of employers when replacing their workforce with machines, bots and AI are among the upcoming labour law challenges to prepare for.
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