Self-regulation might resolve Australian gig-economy woes better

Self-regulation in Australia’s gig economy could create collaborative workplaces and innovative relationships beyond the government’s proposals.

The self-regulation of the gig-economy industry in Australia could produce more sustainable outcome instead of solely relying on the government to negotiate change.

That is the claim that Dr Alex Veen, Senior Lecturer at University of Sydney Business, is suggesting. The expert explained that the government’s new Commission, a proposed industrial relations shake-up, will provide gig employees with additional protections but misses an opportunity to move away from Australia’s adversarial workplace relations and embrace regulatory innovation.

The gig economy is an important source of income for employees in traditionally disadvantaged groups, like immigrants, people with a disability or caring responsibilities, and older employees, Dr Veen explained. As a result, these employees are vulnerable to the vagaries of the gig economy market, where platforms prioritise cost-cutting measures, leaving employees with limited recourse against dismissal and exposed to higher workplace injury risks.

“The problem, however, is that the government has opted to effectively mimic an enterprise bargaining system that hasn’t been delivering, and which has contributed to a culture of adversarialism,” Dr Veen continued. Rather than force the parties to rely upon the new Commission  for decisions they will invariably disagree with, he argued, gig economy platforms and employees should take the opportunity to experiment with self-regulation within the industry. This collaboration to create solutions together will “help to foster more collaborative and productive workplace relations,” explained Dr Veen, citing the Dutch temporary staffing sector as a successful example of self-regulation.

READ MORE: Record wage surge in Australia faced by minimum wage hike

The real risk with the proposed jurisdiction, he explained, is that any collective bargaining efforts may be undone by prescriptive minimum standards orders. “The government has an opportunity to learn from a more successful approach and empower the industry to proactively develop its own solutions, rather than rely on the Commission to set the agenda,” he concluded.

Share this articles!

More from HRM Asia

Seven key HR and workplace trends for 2025

H3 HR Advisors’ 2025 Workplace Trends Report highlights seven critical shifts reshaping the future of work, from hybrid models to AI adoption and mental health support.

Subscribe to Our Newsletter

Stay updated with the latest HR insights and events,
delivered right to your inbox.

Sponsorship Opportunity

Get in touch to find out more about sponsorship and exhibition opportunities.