The ugly side of Africa’s growing gig economy

The gig economy is considered a gift to millions waiting for non-existent jobs in the formal sector. Following the economic downturn faced by many African nations, unemployment has steadily increased. This has made job creation in the traditional sector quite difficult. 

With technology as a driving factor, many people – especially the youth population – are no longer fixated on landing a conventional role like “bank teller” or “nurse.” Nowadays, virtual assistantship and software engineering are two in-demand jobs in the gig sector. Unsurprisingly, a youth-focused study found that “young people relate the future of work with an increase in technological advancement.” 

However, an inward gaze at the gig economy reveals many holes ranging from the refusal to address gig workers as employees instead of “independent contractors” to unfair work conditions. 

In Kenya, Meta – the owner of WhatsApp, Instagram, and a few other subsidiaries – is challenging the country’s Labor Relations court ruling which recognizes content moderators for Meta platforms as the tech giant’s employees and not just players in the gig economy. 

A few months ago, 184  Kenya-based Facebook content moderators sued Meta for illegally terminating their contracts. However, Meta claimed it isn’t the primary employer of the moderators, saying that Sama – a content review partner – hired the aggrieved workers. 

Aside from restraining Meta and its two agents, Sama and Majorel from going forward with the contract termination, the ruling also extended the moderator’s contracts and mandated Meta to provide proper medical, psychiatric, and psychological care for the petitioners (content moderators). 

For context, a content moderator is charged with ensuring that user-generated content on a platform abides by certain standards. As such, looking at sensitive posts, say graphic material, is common. Continuous exposure to such posts can cause unfavorable effects on one’s mental health. Meta appeal challenges the judgment to extend contracts that it claims are expired. It also faults the court’s decision to compel Meta to provide medical care. 

Interestingly,  this isn’t Meta’s first rodeo with labor law violations in Africa. Last year, Daniel Motaung – a South African – initiated legal proceedings against the tech giant over “labor and human trafficking, unfair labor relations, union busting and failure to provide ‘adequate’ mental health and psychosocial support.” Last year, too, Meta was sued for allegedly contributing to the chaos in Ethiopia’s Tigray region. 

Unlike the traditional job setting where workers get paid by the end of the month, gig-based roles are more flexible. Gig workers typically receive payment upon finishing a task. For those who work for foreign companies, the prospect of earning in dollars is, perhaps, the biggest motivator. 

Although some workers in the gig economy get to choose their work hours, some roles are designed to motivate round-the-clock labor. This makes me recall a meme about working every hour to avoid a regular 9-5 role. The ride-hailing sector is a prime example. 

On social media platforms like Facebook, Bolt invites drivers to join its workforce, promising them attractive income and flexible schedules. However, it doesn’t mention anything about welfare packages or work-related benefits. Drivers have also complained repeatedly about having to work long hours, sometimes into the dead of night, to make livable wages. 

Last year, Bolt was accused of deceptive advertising in South Africa after claiming that drivers can “earn around R30,000 per month.” Meanwhile, Nigerian e-hailing drivers recently announced a suspension of their five-day-old strike. Since Wednesday last week, the Amalgamated Union of App-based Transportation Workers of Nigeria (AUATWON) encouraged members to not operate. 

Their motive was to force their employers to increase fares following the controversial decision of newly inaugurated President Bola Tinubu to remove the subsidy on petrol. Nigerian e-hailing drivers and their employers have had similar face-offs in the past. 

At some point, the union threatened a million-man demonstration to challenge Uber and Bolt’s ploy to lobby the Federal Ministry of Labour to revoke their union license. Organizing worker unions in the gig economy is quite difficult compared to the formal sector, seeing as it is heavily unregulated in many countries. 

Last week, calls for an e-hailing driver union in South Africa grew louder following clashes between them and taxi drivers. However, Bolt and Uber, the major ride-hailing companies in that country have constantly ignored the appeal for a union. 

Unions are highly beneficial, especially in the ride-hailing business where there have been numerous complaints about unfair work conditions in recent years. But then, perhaps employers are averse to calls for employees to unionize because of their business models. 

Many companies within the gig economy hardly regard workers as employees, but instead prefer the term “independent contractors.” Doing so enables them to pay workers whatever they like, refuse to offer health benefits, and most importantly – maintain a chokehold on workers. 

Read also: Ibadan e-hailing drivers reject Bolt fare increase, to embark on 5-day strike

The gig economy isn’t entirely desirable, but what are the alternatives? 

Gig work is hugely disadvantageous, especially in Africa where there are gray areas regarding regulation. But what are the alternatives for the average African? Kenya is battling a major economic crisis which the opposition party (Azimio la Umoja) has repeatedly blamed on the ruling Kenya Kwana government. 

South Africa’s energy woes are unlikely to subside anytime soon. Senegal’s frequent internet shutdowns not only reek of political instability but discourage foreign investments. Essentially, the situation is bad everywhere.

Admittedly, the gig economy is heavily flawed and that’s why it needs a makeover. Employers must start treating their workers as human beings. They can begin by offering fair wages, health benefits including sick leave, and many more. Employers should also support workers during harsh periods like the increase in petrol following the removal of subsidy by Nigeria’s government. 

These are only possible when the policymakers implement relevant labour laws that protect the rights of workers in the gig scene.