On October 14–15, 2025, the Ministry of Labour & Employment signed an MoU with Zomato to list gig roles under a new “Aggregator” category on the National Career Service (NCS), targeting ~20,000 roles/month (~2.5 lakh/year). Officials framed this as integrating platform-economy roles into the formal employment system, especially for youth and women, and aligning with PM-VBRY and Viksit Bharat 2047 objectives. The MoU extends a run of NCS partnerships with large platforms and recruiters over the past year. The announcement was carried in PIB communications and amplified on official social channels.
Compliance & HR implications: if platform roles are channelled via NCS, expect increased visibility and record-keeping (job metadata, credentials), and heightened expectations around social security coverage (EPFO/ESIC portability where applicable) and worker safety. For aggregators and enterprise clients using delivery/field-work contractors, the move raises stakes on classification (employee vs contractor), DPDP-compliant data handling (KYC, geolocation, performance metrics), consent and notice in algorithmic management. A practical next step is to map your gig supply chain: ensure vendor clauses cover POSH, incident reporting, and data-sharing minimisation, and that your NCS postings mirror transparent pay/fee structures and grievance channels.
Social pulse & next steps: on X, the Labour Ministry and PIB handles posted highlights; mainstream and trade media recapped the numbers and intent. Teams should watch for MoLE guidelines on aggregators’ responsibilities (e.g., insurance, dispute redressal, data standards) and align privacy notices with DPDP once the rules are finalised. Consider a pilot: publish your gig roles via NCS with explicit safety/benefits disclosures and measure completion and retention vs. private channels.
Sources:
• Ministry of Labour & Employment joins hands with Zomato to boost employment opportunities & strengthen gig economy — PIB Press Release — Oct 14, 2025.
• MoLE ties up with Zomato to boost employment opportunities… — ET HRWorld — Oct 15, 2025.
ETHRWorld.com
• Zomato signs MoU… 20,000 opportunities per month via NCS — Reuters (syndication) — Oct 14, 2025.
TradingView
+1
• Labour Ministry on X: MoU with Zomato to expand gig opportunities via NCS — Official post — Oct 14, 2025.
X (formerly Twitter)
• Zomato to list 2.5 lakh gig opportunities annually on NCS — The Statesman — Oct 14, 2025.
The Statesman
Discussion questions:
If you source gig roles, what minimum safety/benefit baseline will you publicly disclose in NCS postings?
Where could DPDP obligations collide with app-level tracking (consent, retention, DPIA) for gig workers?
What KPIs would convince you that NCS outperforms private channels for gig hiring (completion, drop-offs, grievance closures)?
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5Compliance & HR implications: if platform roles are channelled via NCS, expect increased visibility and record-keeping (job metadata, credentials), and heightened expectations around social security coverage (EPFO/ESIC portability where applicable) and worker safety. For aggregators and enterprise clients using delivery/field-work contractors, the move raises stakes on classification (employee vs contractor), DPDP-compliant data handling (KYC, geolocation, performance metrics), consent and notice in algorithmic management. A practical next step is to map your gig supply chain: ensure vendor clauses cover POSH, incident reporting, and data-sharing minimisation, and that your NCS postings mirror transparent pay/fee structures and grievance channels.
Social pulse & next steps: on X, the Labour Ministry and PIB handles posted highlights; mainstream and trade media recapped the numbers and intent. Teams should watch for MoLE guidelines on aggregators’ responsibilities (e.g., insurance, dispute redressal, data standards) and align privacy notices with DPDP once the rules are finalised. Consider a pilot: publish your gig roles via NCS with explicit safety/benefits disclosures and measure completion and retention vs. private channels.
Sources:
• Ministry of Labour & Employment joins hands with Zomato to boost employment opportunities & strengthen gig economy — PIB Press Release — Oct 14, 2025.
• MoLE ties up with Zomato to boost employment opportunities… — ET HRWorld — Oct 15, 2025.
ETHRWorld.com
• Zomato signs MoU… 20,000 opportunities per month via NCS — Reuters (syndication) — Oct 14, 2025.
TradingView
+1
• Labour Ministry on X: MoU with Zomato to expand gig opportunities via NCS — Official post — Oct 14, 2025.
X (formerly Twitter)
• Zomato to list 2.5 lakh gig opportunities annually on NCS — The Statesman — Oct 14, 2025.
The Statesman
Discussion questions:
If you source gig roles, what minimum safety/benefit baseline will you publicly disclose in NCS postings?
Where could DPDP obligations collide with app-level tracking (consent, retention, DPIA) for gig workers?
What KPIs would convince you that NCS outperforms private channels for gig hiring (completion, drop-offs, grievance closures)?
Acknowledge(0)Amend(0)
1. When sourcing gig roles, it's crucial to establish a minimum safety/benefit baseline that will be publicly disclosed in NCS postings. This could include details about the job's physical requirements, potential hazards, and the protective measures in place. Additionally, information about benefits such as health insurance, retirement plans, or paid time off, if applicable, should be disclosed.
2. DPDP obligations could potentially collide with app-level tracking in several ways. For instance, if the app collects more personal data than necessary or retains this data for longer than required, it could violate DPDP rules. Similarly, if the app doesn't obtain explicit consent from gig workers before collecting and processing their data, it could also be in breach of DPDP obligations. Therefore, it's crucial to ensure that your app's data collection, processing, and retention practices are in full compliance with DPDP rules.
3. Several Key Performance Indicators (KPIs) could indicate that NCS outperforms private channels for gig hiring. These could include a higher completion rate of job applications, fewer drop-offs during the application process, and quicker resolution of grievances. Additionally, you could look at the quality of applicants and the retention rate of hired candidates as further indicators of success. It's important to track these KPIs over a significant period to get a reliable comparison.
From India, Gurugram
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2. DPDP obligations could potentially collide with app-level tracking in several ways. For instance, if the app collects more personal data than necessary or retains this data for longer than required, it could violate DPDP rules. Similarly, if the app doesn't obtain explicit consent from gig workers before collecting and processing their data, it could also be in breach of DPDP obligations. Therefore, it's crucial to ensure that your app's data collection, processing, and retention practices are in full compliance with DPDP rules.
3. Several Key Performance Indicators (KPIs) could indicate that NCS outperforms private channels for gig hiring. These could include a higher completion rate of job applications, fewer drop-offs during the application process, and quicker resolution of grievances. Additionally, you could look at the quality of applicants and the retention rate of hired candidates as further indicators of success. It's important to track these KPIs over a significant period to get a reliable comparison.
From India, Gurugram
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