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NoSweat ( South Africa )

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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 4: Fair Management

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Prevents discrimination and promotes equity (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 one ‘basic point’ to be awarded corresponding to the first threshold, and an additional ‘advanced point’ to be awarded corresponding to the second threshold. The advanced point under each Principle can only be awarded if the basic point for that Principle has been awarded. The thresholds specify the evidence required for a platform to receive a given point.

Platforms are only awarded a point when there is evidence to show that the platform fulfils the threshold set in a Principle. As such, a 0 score means either there was no verifiable evidence to award a point or the platform failed to fulfil the given threshold. A platform can therefore receive a maximum Fairwork Score of ten points. Fairwork scores are updated on a yearly basis.

Find out more about the principles used to calculate this score.


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

3.1

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

3.2

The contract does not impose unfair terms which limit the platform’s liability.

4.1

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

5.1

NoSweat has channels of communication that facilitate freedom of association and the expression of collective worker voice.

5.2

NoSweat publicly committed to engage in collective bargaining.

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

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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 one ‘basic point’ to be awarded corresponding to the first threshold, and an additional ‘advanced point’ to be awarded corresponding to the second threshold. The advanced point under each Principle can only be awarded if the basic point for that Principle has been awarded. The thresholds specify the evidence required for a platform to receive a given point.

Platforms are only awarded a point when there is evidence to show that the platform fulfils the threshold set in a Principle. As such, a 0 score means either there was no verifiable evidence to award a point or the platform failed to fulfil the given threshold. A platform can therefore receive a maximum Fairwork Score of ten points. Fairwork scores are updated on a yearly basis.

Find out more about the principles used to calculate this score.


1.1

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

1.2

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

2.1

Basic measures are in place to mitigate task specific risks, including requiring clients to comply with health and safety guidelines.

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, including clear channels for appealing decisions, provided in the terms and conditions and through the interface.

5.1

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

5.2

NoSweat has committed publicly to recognise and negotiate with a collective body of workers should one be formed.

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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
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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)

1

Notes

The Fairwork Scoring System entails that each Fairwork Principle is divided into two thresholds. Accordingly, for each Principle, the scoring system allows one ‘basic point’ to be awarded corresponding to the first threshold, and an additional ‘advanced point’ to be awarded corresponding to the second threshold. The advanced point under each Principle can only be awarded if the basic point for that Principle has been awarded. The thresholds specify the evidence required for a platform to receive a given point.

Platforms are only awarded a point when there is evidence to show that the platform fulfils the threshold set in a Principle. As such, a 0 score means either there was no verifiable evidence to award a point or the platform failed to fulfil the given threshold. A platform can therefore receive a maximum Fairwork Score of ten points. Fairwork scores are updated on a yearly basis.

Find out more about the principles used to calculate this score.


1.1

Workers on the platform are paid hourly rates. There is evidence of a documented policy for a minimum hourly wage that is in excess of the minimum wage in South Africa.

1.2

Earnings on the platform are above the the local minimum wage after taking into account costs.

2.1

There is a documented policy that ensures clients on the platform agree to protect the workers health and safety in compliance with South African regulations.

2.2

Jobs are actively reviewed by the platform. Clients have to agree to “Fair and Safe Work Guidelines.” Workers can confidentially raise concerns or complaints about health and safety conditions.

3.1

Terms and conditions are available to workers in a clear and accessible format.

4.1

There is a process through which workers can communicate with the platform and raise issues. In the event of the contract being terminated, the platform interface is still available for appeal.

4.2

There is a documented policy of informed consent for data collection. The collection of data is minimised by the platform.

5.1

Workers can confidentially raise grievances and request action on a complaint.


Fairwork data is collected through desk research, data supplied by platforms, and interviews with platform workers. In this case, our minimum threshold of worker interviews was not met. We invite any workers on this platform to get in touch or submit evidence about any of this platform’s scores.