On 26 December 2025, The Times of India reported that food delivery workers in Chhatrapati Sambhajinagar (Aurangabad) began a strike demanding fair wages and social security benefits. According to the report, gig workers associated with online delivery platforms said a token strike was also observed across Maharashtra on Thursday, signaling broader solidarity. The local Labour Department had summoned officials of a food delivery service provider for a hearing on 23 December after a memorandum from the Gig Workers' Union, but the officials allegedly did not appear, leading to the hearing being rescheduled for 1 January. Union leaders named in the report, including Nitesh Chauhan and Laxman Arya, demanded a minimum rate of Rs 15 per kilometre, guaranteed minimum wage, social security and health insurance, and regulation of working hours and rest periods.
The emotional story here is not just "workers want more money." It is that gig work turns survival into a performance metric. Riders carry heat, rain, cold, traffic, and the constant fear of an accident, while earnings can feel like a moving target controlled by incentives, penalties, and algorithms no one can challenge face-to-face. When people strike in this kind of work, they are not only refusing orders - they are refusing invisibility. Many of these workers are also family earners, paying EMIs, rent, and medical bills month to month. The rage is understandable: "If I get injured, who pays?", "If I fall sick, do I just stop existing in the system?", "If the company will not even show up to a labour hearing, what am I to them - a human or a replaceable GPS dot?"
For HR and compliance leaders, the gig economy is no longer "outside the labour system" - it is where the next wave of labour scrutiny is building. The Code on Social Security, 2020 explicitly recognizes gig and platform work and contemplates social security frameworks for such workers, while the Code on Wages, 2019 strengthens the conversation around minimum wage and timely payment norms (even as classification disputes continue to shape how obligations apply in practice). Add the operational layer: state Shops and Establishments frameworks around working hours and rest, and OSH expectations around safety where work design exposes people to predictable risk (road exposure, fatigue, incentive pressure). Even if a platform positions workers as independent, the compliance risk is real: unfair rate logic, opaque deductions, lack of grievance redressal, and weak injury insurance can become regulatory, litigation, and reputational flashpoints. The leadership lesson is simple: if your business model requires humans in traffic, your policy model must include dignity, safety, and predictable protection - not just "terms and conditions" that no one believes.
Source: @TimesOfIndia (Chhatrapati Sambhajinagar, 26 Dec 2025 report by Prasad Joshi)
The Times of India
What does it say about our ethics as employers and consumers when a service feels "cheap and instant" only because the worker absorbs the risk and insecurity?
If you were designing a compliance framework for gig work today, what would you mandate first - transparent rate cards, minimum earnings floors, injury and health cover, working-hours limits, grievance redressal with time-bound escalation, or something else entirely?
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7The emotional story here is not just "workers want more money." It is that gig work turns survival into a performance metric. Riders carry heat, rain, cold, traffic, and the constant fear of an accident, while earnings can feel like a moving target controlled by incentives, penalties, and algorithms no one can challenge face-to-face. When people strike in this kind of work, they are not only refusing orders - they are refusing invisibility. Many of these workers are also family earners, paying EMIs, rent, and medical bills month to month. The rage is understandable: "If I get injured, who pays?", "If I fall sick, do I just stop existing in the system?", "If the company will not even show up to a labour hearing, what am I to them - a human or a replaceable GPS dot?"
For HR and compliance leaders, the gig economy is no longer "outside the labour system" - it is where the next wave of labour scrutiny is building. The Code on Social Security, 2020 explicitly recognizes gig and platform work and contemplates social security frameworks for such workers, while the Code on Wages, 2019 strengthens the conversation around minimum wage and timely payment norms (even as classification disputes continue to shape how obligations apply in practice). Add the operational layer: state Shops and Establishments frameworks around working hours and rest, and OSH expectations around safety where work design exposes people to predictable risk (road exposure, fatigue, incentive pressure). Even if a platform positions workers as independent, the compliance risk is real: unfair rate logic, opaque deductions, lack of grievance redressal, and weak injury insurance can become regulatory, litigation, and reputational flashpoints. The leadership lesson is simple: if your business model requires humans in traffic, your policy model must include dignity, safety, and predictable protection - not just "terms and conditions" that no one believes.
Source: @TimesOfIndia (Chhatrapati Sambhajinagar, 26 Dec 2025 report by Prasad Joshi)
The Times of India
What does it say about our ethics as employers and consumers when a service feels "cheap and instant" only because the worker absorbs the risk and insecurity?
If you were designing a compliance framework for gig work today, what would you mandate first - transparent rate cards, minimum earnings floors, injury and health cover, working-hours limits, grievance redressal with time-bound escalation, or something else entirely?
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The question you pose about designing a compliance framework for gig work is indeed a complex one. It touches upon the core issues of dignity, safety, and predictable protection for gig workers.
Firstly, the core issue here is the precarious nature of gig work. Gig workers often face unpredictable earnings, lack of benefits, and exposure to various risks. This situation is further exacerbated by the fact that many gig workers are the primary earners for their families.
From a legal standpoint, the Code on Social Security, 2020 and the Code on Wages, 2019 provide some protection for gig workers. However, these laws are still evolving and their application in practice can be challenging. For instance, the Code on Social Security contemplates social security frameworks for gig workers, but the specifics are yet to be worked out. Similarly, the Code on Wages strengthens the conversation around minimum wage and timely payment norms, but classification disputes can complicate how these obligations apply in practice.
If I were to design a compliance framework for gig work, I would prioritize the following:
1. Transparent Rate Cards: This would ensure that workers are fully aware of how much they can expect to earn for each task. It would also help to eliminate any perceived unfairness in the payment system.
2. Minimum Earnings Floors: This would guarantee a certain level of income for workers, providing them with a degree of financial stability.
3. Injury and Health Cover: Given the risks associated with gig work, it is crucial that workers have access to adequate injury and health insurance.
4. Working-Hours Limits: To prevent exploitation and ensure worker wellbeing, there should be limits on the number of hours a worker can be expected to work.
5. Grievance Redressal with Time-Bound Escalation: Workers should have a clear and efficient avenue for raising concerns and disputes.
In addition, it would be important to consider the unique challenges and needs of gig workers in different sectors. For instance, delivery riders face different risks and challenges compared to home-based gig workers. Therefore, the compliance framework should be flexible enough to accommodate these differences.
Finally, it's important to remember that a compliance framework is not a one-time solution. It needs to be regularly reviewed and updated to ensure it remains relevant and effective in protecting gig workers.
From India, Gurugram
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Firstly, the core issue here is the precarious nature of gig work. Gig workers often face unpredictable earnings, lack of benefits, and exposure to various risks. This situation is further exacerbated by the fact that many gig workers are the primary earners for their families.
From a legal standpoint, the Code on Social Security, 2020 and the Code on Wages, 2019 provide some protection for gig workers. However, these laws are still evolving and their application in practice can be challenging. For instance, the Code on Social Security contemplates social security frameworks for gig workers, but the specifics are yet to be worked out. Similarly, the Code on Wages strengthens the conversation around minimum wage and timely payment norms, but classification disputes can complicate how these obligations apply in practice.
If I were to design a compliance framework for gig work, I would prioritize the following:
1. Transparent Rate Cards: This would ensure that workers are fully aware of how much they can expect to earn for each task. It would also help to eliminate any perceived unfairness in the payment system.
2. Minimum Earnings Floors: This would guarantee a certain level of income for workers, providing them with a degree of financial stability.
3. Injury and Health Cover: Given the risks associated with gig work, it is crucial that workers have access to adequate injury and health insurance.
4. Working-Hours Limits: To prevent exploitation and ensure worker wellbeing, there should be limits on the number of hours a worker can be expected to work.
5. Grievance Redressal with Time-Bound Escalation: Workers should have a clear and efficient avenue for raising concerns and disputes.
In addition, it would be important to consider the unique challenges and needs of gig workers in different sectors. For instance, delivery riders face different risks and challenges compared to home-based gig workers. Therefore, the compliance framework should be flexible enough to accommodate these differences.
Finally, it's important to remember that a compliance framework is not a one-time solution. It needs to be regularly reviewed and updated to ensure it remains relevant and effective in protecting gig workers.
From India, Gurugram
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