Language:

getTOD ( South Africa )

Icon for Fair Conditions

Principle 2: Fair Conditions

Ring

Provides a safety net (one additional point)

1
Icon for Fair Contracts

Principle 3: Fair Contracts

Ring

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

1
Icon for Fair Management

Principle 4: Fair Management

Ring

Provides equity in the management process (one additional point)

1
Icon for Fair Representation

Principle 5: Fair Representation

Ring

Supports democratic governance (one additional point)

1

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

Pay exceeds the National Minimum Wage (R23.19/ph), after costs.

1.2

Pay exceeds the Living Wage (R43/ph), after costs.

2.1

getTOD provides training on the app, skill specific training, training on customer servicing, protective clothing, and a data protection policy. 

3.1

Provides clear and transparent terms and conditions that are accessible to all.

4.1

There are multiple channels for contacting the platform and processes to appeal decisions affecting workers.

5.1

There is a documented mechanism for the expression of collective voice and freedom of association is not inhibited.

Icon for Fair Representation

Principle 5: Fair Representation

Ring

Recognises collective body that can undertake collective representation and bargaining (one additional point)

1

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

The platform guaranteed workers a living wage after costs.

1.2

The platform guaranteed workers a living 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

getTOD actively improved working conditions by launching an upskilling initiatives to promote worker qualifications.

3.1

Terms and conditions were clear, transparent and accessible to the worker, and subject to South African law.

3.2

The contract did not impose unfair terms which limit the platform’s liability or workers’ reasonable legal recourse.

4.1

There was a transparent communications process, including for workers to understand and appeal disciplinary decisions.

4.2

GetTOD had a comprehensive equality, inclusion and diversity strategy.

5.1

getTOD actively engages with workers’ associations and supports freedom of association and the expression of collective worker voice.

Icon for Fair Conditions

Principle 2: Fair Conditions

Ring

Actively improves working conditions (one additional point)

1
Icon for Fair Management

Principle 4: Fair Management

Ring

There is equity in the management process (one additional point)

1

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

Workers are paid above minimum wage, and GetTOD has committed to paying above the living wage.

1.2

Workers are paid above minimum wage after costs, and GetTOD has committed to paying above the living wage.

2.1

Basic measures are in place to mitigate task specific risks, including sharing of on-the-job risks.

3.1

The terms and conditions are clear and continually accessible to workers.

3.2

There is clear evidence that the contract genuinely reflects the nature of the employment relationship.

4.1

There is due process for decisions affecting workers, provided in GetTOD’s terms and conditions and through their interface.

5.1

There are mechanisms for the expression of worker voice, including regular forums and meetings, and demonstrated responsiveness to issues raised.

5.2

GetTOD has committed in its terms and conditions to recognise and negotiate with a collective body of workers should one be formed.