Employees returning to work after furlough leave
As many employers now look to bring staff back from furlough leave, we consider some of the salient issues that employers will need to consider.Read more
One way organisations, particularly supply and demand firms such as Uber and Deliveroo, are streamlining their operations is by offering flexible, short-term or freelance work, rather than permanent jobs.
People that work for gig economy companies are paid based on each ‘gig’ that they do, as opposed to being paid a traditional regular wage.
Supporters of the gig economy say that people who work within it benefit from flexible hours, allowing people to fit their work around their personal lives. In turn, there are benefits to employers too, as they only pay staff when the work is available, minimising unnecessary costs.
Due to the flexible nature of the work, people in the gig economy are usually classed as self-employed contractors so do not have the same employment rights as normal employees such as the right to receive the national minimum wage and holiday or sick pay, leading to concerns that people who work in these roles are open to exploitation.
Numerous cases involving people working in the gig economy have been addressed in tribunals, investigating whether the person working for a gig economy company is genuinely self-employed or whether they should be classed as a worker or employee.
Here are some gig economy cases that we have followed:
Employees benefit from the whole spectrum of employment rights and protections, whereas self-employed contractors do not benefit at all from any employment rights.
Workers are an in-between variation of an employee and a self-employed contractor. They have fewer rights than employees but do benefit from the right to receive the national minimum wage, the right to paid time off and protection from discrimination amongst others.
The employment status of a person is very important because the category a person falls into determines what employment rights they have.
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