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Urban Company ( India )

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Principle 1: Fair Pay

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Ensures workers earn at least a local living wage after costs (one additional point)

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Principle 5: Fair Representation

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Assures freedom of association and the expression of collective worker voice (one point)

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Supports democratic governance (one additional point)

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Notes

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.


1.1

Urban Company guaranteed its workers a local minimum wage after costs.

2.1

There was a documented policy to protect workers from task-specific risks, including insurance and the provision of protective equipment workers.

2.2

Urban Company has a documented loss of pay policy for the health protection of its workers

3.1

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

3.2

The platform has incorporated clauses to reduce asymmetry in liability and enable worker autonomy during dispute resolution.

4.1

There was an effective channel through which workers could communicate with the platform and appeal disciplinary actions.

4.2

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.

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Principle 1: Fair Pay

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Ensures workers earn at least a local living wage after costs (one additional point)

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Principle 3: Fair Contracts

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Provides clear and transparent terms and conditions (one point)

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Ensures that no unfair contract terms are imposed (one additional point)

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Icon for Fair Representation

Principle 5: Fair Representation

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Assures freedom of association and the expression of collective worker voice (one point)

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Supports democratic governance (one additional point)

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Notes

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.


1.1

Urban Company guaranteed its workers a local minimum wage after costs.

2.1

There was a documented policy to protect workers from task-specific risks, including insurance and the provision of protective equipment workers, as well as having a comprehensive COVID response.

2.2

Urban Company has initiated a loss of pay scheme for its workers.

4.1

There was an effective channel through which workers could communicate with the platform and appeal disciplinary actions.

4.2

The platform had policies to ensure non-discrimination between user groups.

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Principle 3: Fair Contracts

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The contract genuinely reflects the nature of the employment relationship (one additional point)

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Principle 5: Fair Representation

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There is a collective body of workers that is recognised, and that can undertake collective representation and bargaining (one additional point)

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Notes

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.


1.1

There is sufficient evidence that workers are paid above the minimum wage.

1.2

There is sufficient evidence that workers are paid above the minimum wage after work-related costs are taken into account.

2.1

There is sufficient evidence that workers are protected from on-the-job risks, including insurance policy and an emergency helpline.

2.2

The company has taken initiatives to actively improve conditions for workers, such as skilling programs and redesigning of equipment

3.1

The terms and conditions are available to workers in a clear and accessible format, and Urban Company has committed to translating workers’ contracts into local languages.

4.1

There is a clear process through which workers can communicate. There is a documented process to appeal decisions affecting them, including the platform interface remaining available even when workers are suspended.

4.2

There are policies and practices in place to ensure non-discrimination between user groups. Urban Company has added a non-discrimination clause which prohibits customers discriminating against workers.

5.1

There is a documented mechanism for the expression of worker’s voice, and demonstrated responsiveness to issues raised.