The Fairwork Scoring System entails that each Fairwork Principle is divided into two thresholds. Accordingly, for each Principle, the scoring system allows a first point to be awarded corresponding to the first threshold, and an additional second point to be awarded corresponding to the second threshold. The second point under each Principle can only be awarded if the first point for that Principle has been awarded.An explanation of how we assess platforms against these principles and the information and evidence that we gather and analyse when we make our assessment can be found here.The above scores should be read in conjunction with these explanatory notes.Platforms are awarded a point where there is verifiable evidence to demonstrate that the platform has achieved the relevant threshold. A blank score therefore means that there was no verifiable evidence to award a point.A platform can therefore receive a maximum Fairwork Score of ten points.Fairwork scores are updated on a yearly basis.
An explanation of the conditions that need to be met for a threshold to be achieved can be found here.
Guaranteed payments via escrow model.
New job alert features mitigate unpaid time.
Expanded safety and harassment policies.
Clear published contracts.
Tasks can be rejected; Terms are fair.
The platform meets all required thresholds. The company has mechanisms to ensure workers are always paid, such as requiring advance payments from clients and processes to address unfair rejections.
The platform has measures to promote job availability, such as waiting lists.
The platform meets all required thresholds. The research team found measures to mitigate health and safety risks. For instance, Prolific’s policies prohibit abusive and violent behaviour, and guides requesters away adding anything to the job that the worker might be uncomfortable doing.
The platform meets all required thresholds. The study found evidence that the company has clear and available contracts and policies.
The platform meets all required thresholds, including not imposing non-compete clauses on workers, encouraging clients to give workers information about how their work will be used, and ensuring that workers can refuse tasks without consequences for their standing or reputation on the platform.
The platform has measures to reduce and sanction unfair work rejections.
To mitigate the oversupply of workers and overwork, the platform implemented a waitlist.
The platform has policies to protect workers from risks that arise from the processes of work and clear reporting channels for these situations.
The company made its terms more accessible and understandable, with a quick explainer version, and introduced a 30-day notice period before changes to the terms.
Workers are free to choose the tasks and their schedules.
The platform was also able to evidence progressively strengthened efforts to provide due process for workers, including in disputes with clients, with a clear mediation process.
The company added an anti-discrimination and abuse section to its terms with accompanying penalties.
There are systems to promote on time payments and to mitigate unfair rejections of work
There are comprehensive content standards and a process for violations to be flagged. There is a privacy policy in line with GDPR provisions. Research posted on the platform must be approved by the relevant research ethics body
The Terms and Conditions state that workers can appeal any decisions and provide instructions on how to do so
There is an anti-discrimination policy in the Terms and Conditions
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