Ghana’s gig economy, driven by platforms such as Uber and Bolt, provides economic opportunities but also

exposes workers to vulnerabilities due to limited labour protections under the Labour Act, 2003 (Act 651).

Considered independent contractors, gig workers lack access to social security, collective bargaining, and safety

protections. This paper examines legal gaps in the labour law framework and advocates reforms aligned with

platform-funded social protections, and algorithmic transparency. It addresses specific challenges, including the

identified legal gaps, institutional constraints, and informality, while leveraging the Digital Ghana Agenda and

promoting multi-stakeholder collaboration. Although the paper recognises that much remains to be done to

integrate gig workers into the labour law framework, it acknowledges that a phased approach fosters decent

work and positions Ghana as a leader in Africa’s digital labour regulation.

global framework underscores that the situation in Ghana is a local manifestation of a systemic issue requiring

tailored regulatory responses. The gig economy in Ghana is driven by digital platforms such as Uber and Bolt,

which offer vital opportunities to tackle unemployment. It also exposes workers to unstable conditions because

engaged under employment contracts, excluding gig workers. As a result, gig workers operate outside the

examines the relationship between Ghana's labour law framework and the evolving gig economy, how gig

workers are classified under current laws, and strategies aligned with the International Labour Organisation

(ILO) standards that promote decent work. Drawing on experiences from South Africa and the UK, as well as

national initiatives such as the Digital Ghana Agenda, the paper advocates for a hybrid worker category (Van

A gig economy is a work system in which organisations rely more on independent contractors and freelancers

than on full-time employees. According to Hudek (2003), the term “gig” is a colloquial expression meaning

“work for a period of time” and originates from the music industry (Huđek & Širec, 2023). He further states that

the term was originally coined by jazz musicians in the 1920s as an abbreviation of “engagement” to describe

any aspect of performance, such as assisting in a performance or participating in one. In the business world, the

term “gig” connotes engagement, though it is limited to a short-term span of work or jobs. Thus, the gig economy

consists of short-term contractors and freelancers providing specialized services without long-term employer

commitments. Thus, however short these jobs are, the gig economy has grown quickly in both size and

importance recently, yet its impact on labour rights has been largely ignored. De Stefano explains that the gig

economy involves task-based, platform-mediated work, with workers classified as independent contractors (De

sparking numerous debates about the influence of technology on this change, with online digital platforms

facilitating the growth of the gig economy. Although the gig economy involves more than just platform work,

companies like Uber have come to exemplify the changes it has brought about (Rohlinger & Sobieraj, 2022).

Digital platform capitalism, exemplified by firms such as Jumia and Uber, has the potential to reshape

employment and working conditions for an increasing share of the workforce. Many workers in the digital

economy face insecure employment conditions that threaten their health, a common issue among today's working

class in high-income countries. Like Guy Standing and Mike Savage’s concept of the “precariat,” digital

platform workers may constitute a new social class or may not fit into any existing class (Muntaner, 2018).

Nonetheless, their conflicts over wages, benefits, employment conditions, and collective action closely align

and falling into unemployment at the mercy of their employers, citizens of most parts of East Africa and South

Africa enjoy some degree of job security due to their progressive laws protecting workers' rights, where an

Labour Law, the conclusion of an employment contract grants the individual “employee” status, entitling them

to protections under their Labour Relations Act, regardless of whether they have begun their duties. Employers

are thus cautioned against unilaterally withdrawing such offers, as doing so may constitute a dismissal. This,

however, is not the case in Ghana, as employment is concluded only on the day the contract stipulates as the

commencement date, and the worker’s right accrues only from the day he officially starts work. Moreso, the

kind of protection noted above in the South African case may not extend to individuals working in the gig

autonomy to set their own terms. The internet connects gig workers with businesses and consumers, creating an

on-demand, cost-effective labour market (De Stefano, 2015). For workers, the gig economy offers freedom and

flexibility often lacking in traditional jobs. In the same vein, businesses gain access to adaptable, low-cost labour

(Bajwa et al., 2018). As they noted, Woodcock and Graham believe that companies can efficiently outsource

tasks through gig platforms (Woodcock, 2021).

Additionally, Anwar and Graham (2021) emphasise that the gig economy promotes economic inclusion, a vital

advantage in a country like South Africa, where youth unemployment disproportionately affects women and

Black communities (Anwar & Graham, 2021) (Africa, 2021).. Online gig work offers young people low barriers

to entry for earning an income while gaining valuable skills and experience (Palhad et al., 2023). Despite these

benefits, the gig economy continues to present challenges that require proactive engagement from all

stakeholders to ensure sustainable and equitable growth. Such engagements are also relevant in Ghana, where

the UK's gig economy. In this case, the plaintiffs, who were drivers for Uber BV, sued the company, claiming

subordinate and dependent positions to their employers, similar to employees, should enjoy the same protections

afforded to employees whose roles are substantially and economically similar. Earlier, the European Court of

performs services for and under the direction of another person in return for which he receives remuneration.

in the Aslam case could have qualified as an independent contractor, as long as they received remuneration for

their work for the company, they qualified to be recognised as workers, and thus entitled to all benefits associated

significant reforms have been necessary, requiring organisations to stay informed about potential changes to

worker status and to reinforce workers’ rights. The UK government has actively addressed employment rights

within the gig economy. They have been focusing on worker status and right-to-work checks. For example, the

government and employment tribunals have introduced several regulatory changes to protect gig workers,

including implementing health and safety measures, ensuring access to minimum wages and benefits, clarifying

employment status, and enforcing job accountability among gig employers. For gig employers, compliance with

these new rules will be crucial. Adjusting business models and establishing new record-keeping and reporting

systems may increase costs, but these changes also offer opportunities for businesses. Employers are expected

to enhance their reputation and trust by prioritising worker welfare, thereby attracting and retaining top talent.

Meanwhile, the new regulations are likely to have broader economic and social impacts, such as addressing

gig workers, as the UK has done.

Ghana's labour market has recently faced increasing pressures in the informal economy, where many gig workers

operate (Labour Statistics Bulletin (2025 July Edition)). This trend primarily affects young graduates, who find

it difficult to secure formal employment. As a result, many have moved into the informal labour sector. They

have been driven by the limited capacity of the formal economy to absorb new entrants. The growth of the gig

economy reflects broader structural changes in Ghana’s labour market. With few formal jobs and rising living

costs, young Ghanaians are increasingly turning to gig work, such as ride-hailing (e. g., Bolt, Uber), food

delivery, and freelance services. This shift is facilitated by digital transformation, 60% smartphone penetration,

and government initiatives such as the Digital Ghana Agenda (GSMA Intelligence, 2024). In Ghana, the gig

economy benefits both workers and businesses by offering flexibility and additional income in a strained job

market. For companies, outsourcing labour to independent contractors reduces operational costs. However, gig

workers face notable challenges, including low net earnings (after platform fees of 20-25%), occupational

protections and social security benefits because it only recognises employer–employee relationships. The

labour market. The labour relations landscape in Ghana is undergoing significant change, driven by the rise of

the gig economy, remote work, and technological advancements. Given these developments, it is vital to examine

their impact on workers' rights, legal frameworks, and future challenges.

address these issues. We will examine how classification, the Labour Act, and the ILO standards influence the

promotion of decent work for gig workers.

Labour protections are good for the workers who receive them, but many protections are only available to

workers classified as “employees”. In Ghana, gig work is rapidly growing alongside the rise of digital labour

Therefore, digital labour platforms in Ghana classify gig workers as independent contractors, enabling platforms

to sideline employee rights such as minimum wages, regulated working hours, paid leave, and social security

contractor” model to address its high informality rate (86%) and the policy ambitions outlined in the Digital

Women, for example, face safety risks from late-night deliveries, with harassment reports from Fairwork Ghana,

highlighting the need for regulatory updates as the gig economy reshapes traditional employment worldwide.

By observation and experience, the era of the standard "9-to-5" job is ending; more workers value flexibility and

autonomy, preferring to work independently on their own terms. However, this shift has exposed gaps in labour

protections, leaving many gig workers vulnerable to exploitation.

The Labour Act’s binary classification of workers in Ghana fails to recognise the unique nature of platform-

Africa, where courts have been instrumental in advancing workers’ protections in evolving labour markets. To

Over the longer term, a comprehensive legislative overhaul should create a clear legal framework specifically

for the gig economy, extending protections including safe working conditions, fair wages, and social security.

Such reforms will empower gig workers, ensure fair treatment, and support sustainable economic growth. By

aligning labour laws with Ghana’s growing gig economy, the government can promote innovation and job

creation while safeguarding workers’ rights in a rapidly transforming labour market. Regulating gig work is thus

both a matter of fairness and a strategic investment in Ghana’s inclusive future of work.

The International Labour Organisation (ILO) has recently committed to creating binding global standards

specifically for gig work, also known as platform work —an area of labour characterised by short-term, task-

based jobs mediated by digital platforms —according to the Human Rights Watch Report in 2025. This move is

a significant step as gig workers worldwide often face insecure working conditions, including misclassification