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SweepSouth ( South Africa )

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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)

1
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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.


1.1

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

2.1

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

3.1

Their updated T&Cs includes simplification of the language and restructuring the content to make the terms and conditions clearer for workers.

3.2

Ensures that no unfair contract terms are imposed.

4.1

The updated T&Cs now includes an appeals process, but only in the event of deactivation. SS have committed to extend the appeal process to include low-ratings, other penalties, disciplinary action etc. and include practical aspects of the appeals process (eg email address to ensure process is accessible to deactivated members) in the contract.

4.2

The updated T&Cs now includes a section on non-discrimination and the onboarding booklet explains how work is allocated.

5.1

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

Icon for Fair Pay

Principle 1: Fair Pay

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

1
Icon for Fair Contracts

Principle 3: Fair Contracts

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Does not impose unfair contract terms (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 at least minimum wage after costs.

2.1

SweepSouth mitigated task specific risks to workers including COVID-related risks.

2.2

SweepSouth provided an upskilling initiative.

3.1

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

4.1

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

4.2

SweepSouth had a policy promoting equality, divesity and inclusion.

5.1

SweepSouth implemented new channels of communication that facilitate freedom of association and the expression of collective worker voice.

5.2

SweepSouth publicly committed to engage in collective bargaining.

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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 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

Basic measures are in place to mitigate task-specific risks, including a health and safety policy and support line.

2.2

There are initiatives to actively improve conditions for workers, including providing death and disability insurance.

3.1

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

4.1

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

4.2

SweepSouth seeks to provide equity in the management process by including marginalised groups, and ensuring non-discrimination towards worker.

5.1

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

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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 Management

Principle 4: Fair Management

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There is equity in the management process or informed consent for data collection (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 earn above the minimum hourly wage in South Africa.

1.2

Workers earn above the minimum hourly wage in South Africa after taking into account costs.

2.1

There are policies to minimise the risks to workers while at a client’s location, as well as a reporting process.

2.2

There is insurance provided to cover workers that is paid for by the platform.

3.1

The terms and conditions are clear and accessible to workers through the app.

4.1

There is a process through which workers can communicate with the platform and raise issues.

5.1

There are regular voice mechanisms, including representatives to provide feedback