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.
Swiggy has policies and mechanisms in place to protect its workers from task-specific risks, including safety training and an SOS button.
There are documented policies to provide safety nets, such as insurance, at no additional cost to workers. Swiggy also has policies that provide for loss of pay and that guarantee no loss of standing in case of prolonged absence from the platform.
Swiggy’s Terms and Conditions are clear, transparent, and accessible in multiple regional languages to workers. The T&Cs are subject to Indian law. Swiggy has a data protection policy that details the types of data collected from a worker and the measures put in place to protect this data.
Swiggy’s T&Cs contain provisions that reduce asymmetry in liabilities and provide compensation in case of an outage of the platform’s application or systems. The T&Cs do not contain any provisions to prevent workers from seeking redress. Swiggy also has a Code of Conduct in place for subcontractors to ensure all workers are offered the same working conditions.
Swiggy has documented channels through which workers can raise grievances. Workers also have the option to contact human representatives for problems and appeal disciplinary actions. Workers have access to the platform’s application even after deactivation. Workers are not penalised for raising concerns.
Swiggy has an anti-discrimination policy for reporting any acts of discrimination against workers. This policy also has deterrent provisions for customers. The platform has adopted policies to provide equal opportunities to the marginalised. Swiggy also conducted an external independent audit of its work allocation algorithm to check it for instances of bias.
The platform guaranteed policies to protect workers from task-specific risks, including insurance and the provision of protective equipment workers.
Swiggy has initiated a loss of pay policy for the health protection of its workers.
Terms and conditions were clear, transparent and accessible to the worker, and subject to Indian law. The ToS also includes a notification period for workers before changes are made
The platform has incorporated clauses to reduce asymmetry in liability and enable worker autonomy during dispute resolution.
The platform guaranteed an effective channel through which its workers can communicate with the platform and appeal disciplinary actions.
Terms and conditions were clear, transparent and accessible to the worker, and subject to Indian law.
The platform initiated clauses to reduce asymmetry in liability and enable worker autonomy during dispute resolution.
The platform had policies in place to tackle discrimination and inequity at various levels, including anti discrimination policies between user groups and periodic algorithmic audits to ensure fair work allocation.
Basic measures are in place to mitigate task specific risks, including provision of accident insurance.
Workers earn above the minimum hourly wage in Bangalore.
Workers earn above the minimum hourly wage in Bangalore after taking into account costs.
There is a channel of communication through the app and call centre, as well as a documented procedure for appealing deactivation.
There are basic individual and collective grievance mechanisms available.
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