This follows arguments that Uber may not even be part of the gig economy, due to the company’s similarities to the traditional taxi model.

Whilst the prospect of working flexible hours may seem appealing, it is important that there are protections in place to ensure workers are managed fairly and they are safe under these working arrangements as outlined in a recent article by Fasttrack, the growing pains that the gig economy is currently experiencing. 

Those who are seeking greater regulation for gig workers are calling for the confirmation and extension of existing laws regarding employee rights amongst other options.

It’s clear that these businesses are operating in a space that is yet to be properly defined – which has the potential to exploit individuals and increase risk to their safety.

For those who are currently looking to start up, or currently run, a business based on the gig worker model, it’s important to make sure workers are managed in accordance with the law.

From an engagement point of view, safety information and training, background checks, citizenship and work rights, managing the currency of work licenses, employment contracts, market agreed pay rates, reporting structures are all looked after.

It’s easy to let induction slip by when people are working on an ad hoc basis, but failing to comply with workplace laws has consequences.

It can also cost your business a lot of labour hours if workers haven’t been properly trained.

In a study conducted by the Mandarin in January, 61% of Australians said they believe that new regulations are needed to cover the rapid changes in the gig economy.

Indeed, gig workers themselves are calling for greater regulation.

It should be noted that change is slowly starting to occur. UK law has meant that in December, Deliveroo made income cover available for its UK riders.

This is a step in the right direction and demonstrates that companies are slowly starting to comply with workers’ rights.

One of the proposed solutions is the concept of portable benefits .

Workers could transfer these from job to job, rather than being locked one employer.

This allows for flexibility for workers, as well, as providing a solution to the lack of employee benefits as flexible workers.

There is significant movement towards this in the US, with Brookings Institute discussing the different ways such a concept could be implemented. 

It makes for interesting debate and something that will be followed with great intrigue!