On 19th February 2021, the UK Supreme Court ruled that ride-hailing drivers must be treated as “workers” rather than self-employed contractors. This means that these drivers are now entitled to some employment rights and protections associated with more traditional form of employment, such as national minimum wage and holiday pay. This ruling from the highest court in the land could affect an estimated 40,000 ride-hailing drivers and can have wide implications on the whole gig economy.
Will this affect you?
TUC research indicates that the UK’s gig economy workforce has doubled since 2016, with nearly 1 in 10 workers performing casual work at least once a week in 2019. Similarly, workers are increasingly turning towards short-term opportunities to top up their income. The world of work is changing fast, and with this court ruling it’s important for employers to fully understand the pros and cons of different employment models, as well as their exposure to legal or PR risks.
Cooplers are already treated as workers
Our flexible workers have always been and will continue to be engaged by Coople as workers. We therefore ensure that they are always paid the national minimum wage or above. As their employer, we also take care of Right to Work checks and manage their national insurance contributions and employee benefits. Cooplers have always been entitled to holiday pay, pension contributions and statutory payments (sick pay, maternity and paternity). As part of our mission to make flexible work a rewarding experience, we also provide avenues for progression to our workforce.
Find out more about how Coople are striving to provide a rewarding work environment for everyone. Alternatively, learn more about our pricing and how this reflects the employment model we offer to our flexible workers.