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MrD ( South Africa )

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Principle 1: Fair Pay

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Ensures workers earn at least the local minimum wage after costs (one point)

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

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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 5: Fair Representation

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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.


2.1

Mr D provides insurance cover for injury, task specific training, protective clothing, advise on unsafe areas, or prevent placement of orders that require delivery in unsafe areas, and a formal data protection policy.

3.1

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

3.2

Ensures that no unfair contract terms are imposed.

4.1

Platform has provided an example of their Standard Operating Procedures (SOP) which satisfy all the requirements of this principle.

4.2

Platform has provided a description of the work allocation algorithm and a company statement on EDI. They are growing representation of women in the worker pool and providing opportunities to exercise religious beliefs.

5.1

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

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Principle 1: Fair Pay

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

1
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Principle 5: Fair Representation

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Includes freedom of association and worker voice mechanisms (one point)

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Recognises collective body 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

The vast majority of workers earned at least 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.

2.2

Mr D provided a comprehensive COVID fund and a “Rent to Own” bike scheme.

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

Mr D had a comprehensive equality, diversity and inclusion (EDI) policy.

Icon for Fair Pay

Principle 1: Fair Pay

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Guarantees workers earn at least the local minimum wage (one point)

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Guarantees workers earn the minimum wage plus costs (one additional point)

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Icon for Fair Conditions

Principle 2: Fair Conditions

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Mitigates task-specific risks (one point)

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Actively improves working conditions (one additional point)

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Icon for Fair Contracts

Principle 3: Fair Contracts

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Clear terms and conditions are available (one point)

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

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Icon for Fair Management

Principle 4: Fair Management

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There is due process for decisions affecting workers (one point)

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

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Icon for Fair Representation

Principle 5: Fair Representation

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There are worker voice mechanisms and freedom of association (one point)

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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.