Is GigCX considered co-employment?

Article |

Just as laws vary around the world for regular employment, they also vary in how they address the individuals who make up the gig economy.

For businesses looking to leverage GigCX, or gig customer service, keeping track of the local legislation for gig-based talent around the world is complex and time-consuming, and in many cases falls outside the scope of CX operations.

Finding a reputable GigCX provider that has its finger on the pulse of gig-based legislation worldwide will save you the headache of managing this on your own.

In this article, you’ll learn how GigCX differs from co-employment, and what to look for when selecting a GigCX platform provider so your business can remain compliant with local gig legislation.

Co-employment vs. GigCX

One of the most important concerns many businesses have about GigCX has to do with legislation surrounding gig-based freelancers and co-employment.

GigCX Experts should be classified as Self Employed or Freelancers. GigCX platforms should be designed to be compliant with gig legislation and protect from risk of co-employment.

When evaluating a GigCX platform, there are six critical factors to consider regarding how Gig Experts operate:

  1. No obligation: Individuals should not be obliged to complete tasks on a regular or frequent basis nor accept any tasks offered.
  2. Control over tasks: Individuals should be able to determine the hours they complete tasks and how they complete tasks, and should not be under direct supervision.
  3. Minimal integration: Individuals should not be sufficiently integrated within the company to have a defined role.
  4. No financial risk: Individuals should not be invested, risk their own capital in the business, nor be personally responsible for any losses arising from the tasks they complete.
  5. Independent: Individuals should be in business on their own account, market their services, and be responsible for the success or failure of that business.
  6. No economic dependency: Individuals should not be reliant on the income from one source to protect their livelihood.

At Limitless, we partner with PwC to provide legal guidance on local gig legislation, which we capture in global and local terms and conditions, ensuring that you stay on the right side of legal and social matters related to paying people for completing tasks in a gig model.

Practicing GoodGig principles

While it’s true that gig-based legislation is in place to keep companies from exploiting gig-based talent, many GigCX providers will do the bare minimum to comply. They don’t have the interests of the gig community at heart.

At Limitless, we’ve gone beyond the minimum. We believe in treating gig-based talent with fairness and respect. That’s why we developed and follow our GoodGig principles to ensure GigCX Experts are treated fairly.

Our mission is to enable people all over the world to earn money on their own terms improving their well-being and lives. Our GoodGig commitment helps us realize this mission.

“The GoodGig principles adopted by Limitless help to provide reassurance to a business looking at the GigCX model because both companies and gig workers can feel reassured that laws are being complied with and there are fair working practices. Limitless looks at the intricacies of local legislation and, overall, all parties know there is a fair process and set of guiding principles in place beneath this, that should work on every level, and across all countries.”

Tilly Harries, Director, PWC

Want to learn more about GigCX? Download our free GigCX Industry Report.

To learn more about how GigCX can improve your customer experience, contact our team of GigCX experts.

This website uses cookies to ensure you get the best experience on our website. Please let us know your preferences.

Please read our Cookie policy.