Call us on
0161 941 2426
The term ‘gig economy’ burst onto the scenes in 2009. The phrase was coined during the peak of the financial crisis when many unemployed people made extra money by ‘gigging’ or taking on more than one part-time job.
More recently we use this phrase when referring to self-employed people who work for a company. We have also witnessed the rise of Unicorn companies (privately held companies in the venture capital industry) such as Airbnb and Uber who thrive by contracting self-employed people.
Millennials are leading the way and make up the majority of the gig economy which reflects their desire to ditch the 9 to 5 and create a more flexible working pattern for themselves to suit their lifestyles.
With well over 2 million people in the UK (Uber report to have around 50,000 registered drivers in London alone) working this way it is important that they are aware of the modern workers’ rights.
Employee, worker or self-employed?
Working for a company means that the person can be classed as an employee, a worker or self-employed. Let’s explore briefly the meaning behind each of these terms.
The gig economy
Companies who rely on gig economy workers, instead of recruiting official employees, base their business model on flexibility. They can use their self-employed people for more hours during busy times, but equally cut their hours when not needed.
EU employment rights
Employers in the EU, including the UK, are required to inform everyone who works for them about all essential aspects of their role on the first day in the job to stop them abusing the flexibility in the labour market. This includes:
The employer must allow someone who works for them to take on another job, only give them one probationary period with a maximum of six months and provide compensation for work which has been cancelled at short-notice.
These rules apply to someone who works at least three hours a week on average per four weeks. They do not apply to those who are genuinely self-employed and work for themselves.
UK gig economy reforms
The latest Taylor review of modern workplace practices details reforms to come into force in 2020.
We’re here to help
If you are affected by any of the issues raised in this blog, please get in touch with our friendly team of HR professionals on 0161 941 2426.
“"A small organisation making big changes wanting calm and clear support on how to deliver a restructure programme: P3 supported us on all elements; with a timetable of activity for Board so they felt confident all steps were in place and importantly all staff were considered and supported; process roll-out guidance; production of letters for staff; 1:1 support for me, the MD, as we handled the emotional and personal challenges that any restructure generates, as most importantly it's about people. Thank you P3"”
It’s that time again – the season of the Christmas party! A time for staff to let their hair down, dress up and enjoy a night of fun and frivolity. These events are;
October was the month of ‘will we?’ or ‘won’t we?’ The uncertainty surrounding Brexit still hangs in the air, not making it easy for organisations to prepare for the future. In our;
Get the latest updates from P3 and great advice on how your HR can be improved.