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Uber Eats ( South Africa )

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Principle 1: Fair Pay

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

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

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Principle 3: Fair Contracts

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Provides clear and transparent terms and conditions (one point)

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Does not impose unfair contract terms (one additional point)

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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.


2.1

UberEats implemented safety features including contactless delivery during COVID, as well as initiatives to mitigate for loss of earnings, together with the improvements in safety features.

2.2

UberEats offered COVID food vouchers and educational opportunities through a partnership with the African Management Academy Institute.

4.1

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

4.2

The platform implemented policies to protect workers against any form of discrimination, and it has taken active steps to remove barriers to access by people from disadvantaged groups. Uber has established a Fairness Working group.

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Principle 1: Fair Pay

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

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Principle 2: Fair Conditions

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Actively improves working conditions (one additional point)

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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 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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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.


1.1

Workers are paid above minimum wage.

2.1

Basic measures are in place to mitigate task specific risks, including an emergency button.

3.1

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

Icon for Fair Pay

Principle 1: Fair Pay

Ring

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

Ring

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

Ring
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 equity in the management process or informed consent for data collection (one additional point)

1
Icon for Fair Representation

Principle 5: Fair Representation

Ring

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

Ring

There is a collective body of workers that is recognised, and that can undertake collective representation and bargaining (one additional point)

Ring

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

There are multiple documented policies that address the risks of driving on the platform, including relating to safety.

2.2

There are practices that seek to improve working conditions on the platform, including insurance and active safety measures.

4.1

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