Gig Economy Payroll & Benefits: Worker Support

Is your gig economy business looking to bolster compliance and staff perks after the landmark Uber ruling by the Supreme Court?

We are a commercial partner like no other when it comes to gig economy payroll & benefits. Hive360 works with you to create cost savings on your Payroll, Pension Administration, and Employee Benefits. We’ll improve your process efficiencies and reduce your overheads, adding value to your business.

£100 per worker per annum – average annual contribution to profit working with Hive360. Find out how.

But we do things a little differently to the traditional employer PAYE payroll providers. We take a holistic view that focuses on compelling cost savings to your gig economy business whilst looking to provide significant Commercial Gains.

We also, however, focus on boosting your workers’ experience, Employee Engagement, and their well-being. This is achieved by including our branded Employee Benefits & and Well-Being App as standard.

Gig Economy Worker

Is The 'GIG' Up?

The UK Supreme Court’s recent decision in the employment status of Uber's drivers will have far-reaching implications for businesses operating in the gig economy. This huge decision means 70,000 Uber drivers are now seen as 'workers' and not self-employed contractors. Thus, they are now to be given key workplace rights such as a minimum wage, holiday pay and auto-enrolment into a pension.

The court came to its decision based upon 4 key areas:

  1. Uber set the fare, which meant they dictated how much drivers could earn.
  2. Uber set the contract terms, drivers had no say.
  3. Because Uber controls requests for rides, the company could penalise drivers if they rejected rides.
  4. Uber have the ability to end a driver's contract if they received a number of bad reviews through Uber's rating system. This is a form of monitoring.

Will My Business Be Affected?

Does your business have similarities to Uber in the way they engage with their use of contractors or gig workers? If the answer is yes, then now could be the time to start reviewing your model and begin looking towards gig economy payroll & benefits. 

Peter SteelCIMA’s general counsel and vice-president of Professional Standards and Conduct, suggested considering the relationship between Uber and its drivers mentioned above. He also believes that we should be asking the following questions:

  1. How much control over the contractors’ work do we exercise?
  2. Do we give them the equipment for performing those services?
  3. Do we allow contractors to delegate or sub-contract the service?
  4. What degree of financial risk do the respective parties take?
  5. To what extent can the contractors actually manage the way in which they work or the volume of work they undertake for us?

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