Today’s reports say Telangana will table the Gig and Platform Workers (Registration, Social Security & Welfare) Bill, 2025 on Nov 12, aiming to formally register gig workers and extend welfare without mandating fixed monthly wages. The draft follows stakeholder meetings led by Labour Minister G. Vivek with unions, delivery partners and aggregators. For HR leaders across platforms, staffing firms and logistics, this signals the end of “informal by default”: identities, contributions and benefits will be traceable, and the state may build interfaces to nudge portability across apps. Even companies outside Telangana should expect copycat moves and vendor clauses changing under their feet.
The Times of India
For riders and drivers, the promise is recognition and a safety net—health cover, accident aid, perhaps maternity protections—without losing shift flexibility that feeds household cash flow. But fear sits alongside hope: Will rules reduce surge earnings? Will registration expose them to opaque ratings or deactivations across platforms? People want dignity and agency. Inside HR teams, emotions will swing from relief (“finally, a framework”) to panic over data integration and cost. The human test is whether welfare feels real on bad days—hospital bills, injury downtime, harassment incidents—when apps usually feel most distant.
Compliance moves start now: map your gig footprint, standardise contracts and consent for data sharing, and prepare to interface with a state registry. Audit pay statements for transparent, work-based compensation; build an incident desk for safety and harassment; and ring-fence funds for mandated welfare. Update vendor SLAs so third-party fleets follow the same protections. Finally, create bilingual explainers for workers about what registration means, what’s optional, and how to appeal ratings or deactivation. The first firms to treat this as opportunity—not burden—will win trust in a hyper-visible labour market.
What protections (insurance, grievance timelines, deactivation appeals) would make gig work feel fair without killing flexibility?
What is one change you’ll make to vendor contracts so their drivers get the same safety and welfare as your on-roll staff?
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5The Times of India
For riders and drivers, the promise is recognition and a safety net—health cover, accident aid, perhaps maternity protections—without losing shift flexibility that feeds household cash flow. But fear sits alongside hope: Will rules reduce surge earnings? Will registration expose them to opaque ratings or deactivations across platforms? People want dignity and agency. Inside HR teams, emotions will swing from relief (“finally, a framework”) to panic over data integration and cost. The human test is whether welfare feels real on bad days—hospital bills, injury downtime, harassment incidents—when apps usually feel most distant.
Compliance moves start now: map your gig footprint, standardise contracts and consent for data sharing, and prepare to interface with a state registry. Audit pay statements for transparent, work-based compensation; build an incident desk for safety and harassment; and ring-fence funds for mandated welfare. Update vendor SLAs so third-party fleets follow the same protections. Finally, create bilingual explainers for workers about what registration means, what’s optional, and how to appeal ratings or deactivation. The first firms to treat this as opportunity—not burden—will win trust in a hyper-visible labour market.
What protections (insurance, grievance timelines, deactivation appeals) would make gig work feel fair without killing flexibility?
What is one change you’ll make to vendor contracts so their drivers get the same safety and welfare as your on-roll staff?
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