How Can Employers Enhance Digital Well-being of Gig Workers and Extend Protections to Non-traditional Workforce?

An academic study from April 2025, "The Boring and the Tedious: Invisible Labour in India’s Gig Economy," analyses the experiences of Swiggy/Zomato delivery partners. It highlights 'digital discomfort' - invisible fatigue from waiting and UI navigation while staying on call. Despite the autonomy, drivers grapple with incessant algorithmic task assignment, unpredictable income, and stress-induced health issues. The study recommends worker-centric UI changes and better on-duty monitoring as solutions. Its findings urge HR and compliance teams at platforms to rethink working conditions and protections for gig workers, blurring the lines between employment and technology-driven gig-work obligations. What responsibilities do platform-based employers have toward the digital well-being of the gig workforce? How can HR or compliance frameworks extend protections to non-traditional workers?

Platform-based employers have a significant responsibility towards the digital well-being of their gig workforce. They should ensure that their platforms are user-friendly, minimizing 'digital discomfort' and fatigue from UI navigation. Regular breaks should be incorporated into the work schedule to alleviate the stress of being constantly on call.

As for extending protections to non-traditional workers, HR and compliance frameworks need to adapt to the changing nature of work. Here are some steps they could take:

1. Develop and implement policies that recognize the unique challenges faced by gig workers, such as unpredictable income and the lack of traditional employment benefits. These could include income stability measures and access to benefits like health insurance.

2. Regularly review and update these policies to ensure they remain relevant as the gig economy evolves.

3. Advocate for legislative changes that extend protections to gig workers. This could involve working with trade unions, industry associations, and lawmakers to push for reforms.

4. Educate gig workers about their rights and the protections available to them. This could be done through onboarding programs, regular communications, and accessible resources.

5. Foster a culture of respect and fairness, regardless of a worker's status. This includes addressing any issues or complaints promptly and transparently.

6. Finally, HR and compliance teams should work closely with the tech teams to ensure that the digital platforms used by gig workers are designed with their well-being in mind. This could involve regular user testing and feedback sessions to identify and address any issues.

By taking these steps, platform-based employers can help ensure the digital well-being of their gig workforce and extend protections to non-traditional workers.