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M4Jam ( South Africa )

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Principle 2: Fair Conditions

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Provides a safety net (one additional point)

1
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Principle 3: Fair Contracts

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

1
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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

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

1.2

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

2.1

M4Jam provides training on the app, skill specific training, training on customer servicing, and a data protection policy. 

3.1

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

4.1

The latest version of the T&Cs satisfies all requirements. 

4.2

Evidence has been provided of continuing involvement with a social upliftment organization called the Fanaka Foundation. Discrimination policies are documented in the T&Cs.

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Principle 3: Fair Contracts

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Does not impose unfair contract terms (one additional point)

1
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Principle 5: Fair Representation

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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 vast majority of workers earned a living wage after costs.

1.2

The vast majority of workers earned a living wage after costs.

2.1

There was a documented policy to protect workers from task-specific risks, including insurance for task-related injury.

2.2

M4Jam provided additional training opportunities and COVID payouts.

3.1

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

4.1

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

4.2

M4Jam incorporated equality, diversity and inclusion strategies through its social upliftment activities.

5.1

M4Jam had mechanisms to facilitate freedom of association and the expression of collective worker voice.

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Principle 2: Fair Conditions

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Actively improves working conditions (one additional point)

1
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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)

1
Icon for Fair Representation

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)

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.

1.2

Workers are paid above minimum wage after costs.

2.1

There are basic measures in place to mitigate task specific risks.

3.1

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

4.1

M4Jam provides due process for decisions affecting workers, with a clear policy and appeals channels.

4.2

There are policies and practices to promote equity, including by extending opportunities to the most marginalised communities.

5.1

M4Jam has mechanisms for the expression of worker voice, including digital groups.