Risk Shifts in the Gig Economy: The Normative Case for an Insurance Scheme against the Effects of Precarious Work*

The gig economy, characterized by short-term contracts and freelance work, has significantly altered traditional employment models. This shift poses unique challenges and opportunities for Human Resource Management (HRM). As the gig economy grows, understanding the role of HRM in managing gig workers becomes crucial, particularly in terms of employee engagement, motivation, and retention. This research aims to explore the role of HRM practices in the gig economy, focusing on how HRM can effectively manage and support gig workers to enhance organizational performance and worker satisfaction. A comprehensive mixed-method approach was meticulously employed, integrating both quantitative and qualitative techniques to thoroughly assess the role of HRM in the gig economy. The quantitative component involved a structured survey distributed to 250 HR professionals across various industries, with an impressive response rate of 78% (195 respondents). The survey focused on HRM practices such as recruitment (30% of questions), performance management (25%), training (20%), and development (25%). In parallel, qualitative semi-structured interviews were conducted with 40 gig workers from diverse sectors, representing a 10% sampling from the total pool of respondents who participated in the survey. The study utilized SPSS software for quantitative analysis, focusing on multiple regression and factor analysis techniques.These interviews were designed to inclusively explore the gig workers' experiences and expectations regarding HRM practices, providing nuanced insights that complemented the survey data. The quantitative analysis revealed that 68% of HR professionals reported incorporating flexible recruitment strategies tailored to gig workers, with 54% emphasizing performance management systems adapted for short-term contracts. Training and development were less frequently addressed, with only 45% and 38% of respondents indicating specific programs for gig workers.Qualitative interviews further illuminated these findings, with gig workers expressing a strong preference for more inclusive training opportunities (70% of interviewees) and transparent performance management systems (65%). Many gig workers also highlighted the need for development pathways that could lead to longer-term employment or enhanced skills (60%), suggesting a gap between HRM practices and gig worker expectations. The study concludes that HRM plays a critical role in optimizing the gig economy workforce. By adapting HR practices to meet the unique needs of gig workers, organizations can achieve better performance outcomes and improve worker satisfaction. The research underscores the importance of developing HRM frameworks that are flexible, responsive, and aligned with the evolving nature of work in the gig economy.

Purpose This paper aims to explore and conceptualize the emotional labor of racial minorities and women in the gig economy. Design/methodology/approach The paper draws on current research on gig workers' engagement in emotional labor and accounts of unfair practices in the gig economy. It calls out the presence of bias in algorithmic systems used within the gig economy as a means of control and gig worker management. The negative impact of such bias on a specific gig worker demographic is theorized. Findings Through a review of research on the nature of work in the gig economy, the paper suggests an unspoken mandate exists for gig workers to engage in emotional labor practices. Specifically, the nature of gig work in terms of algorithmic control, coupled with gig work dependence, often creates a need for gig workers to engage in emotional labor. This need is heightened for racial and ethnic minorities and women gig workers. Research limitations/implications As gig platforms increasingly rely on algorithms for management and gig workers face biases, this paper offers valuable insights that contribute to a comprehensive understanding of the gig economy's impact on worker well-being. The paper discusses the need for more profound research into the nature of work in the gig economy and the life experiences of gig workers. Practical implications This paper has significant implications for organizations and gig workers. Understanding the relationships proposed in this paper can inform organizational strategies to enhance the well-being of gig workers and improve their overall work experiences, potentially leading to increased satisfaction and reduced turnover. Additionally, the paper recommends strategies gig workers can utilize to achieve positive outcomes. Originality/value The evolving work landscape, driven by the gig economy, necessitates a thorough understanding of new work dynamics. This paper sheds light on the often-overlooked diversity within the gig workforce, mainly focusing on the unique experiences of women and racial and ethnic minorities.

The rise of the digital labour market in recent years has stimulated the growth of the digital nomad community. To cater to this specific work-leisure segment, many co-living spaces are actively marketing their products to be the perfect accommodation solution to help overcome the isolation that urbanity and digital nomadism bring along. However, little research has been done to explore these new solutions of living circumstances and whether it enhances digital nomads’ lifestyle. This study is particularly interested in exploring the role of co-living spaces in digital nomads’ overall well-being. Through a grounded theory approach, 12 interviews with digital nomads living in co-living spaces are conducted and generated new insights. In doing so, the paper elaborates on the specific elements of co-living spaces that influence digital nomads’ experiences and subsequently explains how the elements of digital nomads’ overall well-being links to the neo-tribe theory. In the end, based on the neo-tribe characteristics exhibited by digital nomads, practitioners are given recommendations on how to improve the design and developments of co-living spaces to facilitate digital nomads’ well-being.

The gig economy is mainly comprised of platform and gig workers and has been characterised by short-term, freelance and flexible nature of employment. It has transformed the traditional standard of employment by offering new opportunities along with challenges in the existing labour market. The gig economy has seen an exponential growth in India mainly due to advancements in technology, a rise in preference for non-traditional work arrangement, the digitalisation of the economy, need for a second and quick source of income due to economic pressure. Gig economy in India encloses a broad range of industries from ride-hailing services and food delivery agents to freelance IT and creative work. The key challenges for the regulation of gig economy in India includes ambiguity in legal status, the lack of collective bargaining power and the absences of a comprehensive social security for platform/ gig workers. The regulation of gig and platform workers is a global issue where the International Labour Organisation (ILO) has recognised the need to protect the gig workers. The ILO’s 2025 agenda focuses on advancing social justice and promoting decent work in the evolving labour market. It aims to address critical areas such as the future of work, social protection, equality and the regulation of emerging work forms like the gig economy. India has taken certain measures to regulate the gig economy by focusing on providing legal recognition and social security to platform and gig workers, the social security code, 2020 and other initiatives at the central level and State level initiatives includes certain steps taken by the State government such as the state of Rajasthan and Kerala. This paper aims to study the pros and cons of the gig economy, whether it is a panacea or pandora’s box for developing nations along with that the paper aims to address the following three questions: 1. Why the Gig Economy is on the rise? 2. Why is there a need to regulate it? 3. What are the recent measures taken to regulate it?

PurposeThis paper aims to develop a vision for the future identifying how digital nomadism affects the labor markets in the tourism industry.Design/methodology/approachThe qualitative research method was used. The research data were collected using a semistructured interview form developed by the researcher. The sample consists of twenty people working in the tourism industry as tour guides, travel agency owners, accommodation sector employees and professional managers. The content analysis method was used to analyze the data.FindingsIt was found that employees in the tourism industry are familiar with digital nomadism, interact with employees working as digital nomads and may prefer the digital nomad way of working, while employees in the accommodation sector cannot work as digital nomads due to the nature of their work. It is shown that digital nomadism can be applied to tour guides and travel agency owners.Research limitations/implicationsThe data was collected from employees of the accommodation sector, travel agencies, tour guides and employees of the Turkish tourism labor market. It is recommended that the tourism labor markets adapt to the digitalized world and adjust their working models in this context.Originality/valueThis is one of the first studies on the impact of digital nomadism on the tourism labor markets.

The rising trend of the gig economy significantly influences the labor market and work culture, as an increasing number of individuals seek out flexible work arrangements and participate in on-demand work opportunities. This shift has profoundly impacted societies and economies, particularly in light of the COVID-19 pandemic. Additionally, new forms of work and entrepreneurship within the gig economy have disrupted conventional notions of employment and raised questions about traditional employer-employee relationships. This article presents initial findings from a qualitative study exploring the difficulties encountered by gig workers in Romania. Its objective is to understand how these challenges impact gig workers’ lives and career paths, who represent a new generation of employees. Currently, information and studies on the gig economy and gig work in Romania are limited, and therefore, extant regulatory policies and mechanisms may be adapted to answering emergent work relationships. The current research aims to emphasize the necessity of a shared conceptual framework and the development of regulations and public policies concerning the gig economy and gig work in Romania, with the aim to be instrumental to policymakers, organizations, labor market specialists, scholars, and other interested parties in enhancing their understanding of gig workers in emerging economies.

Gig Workers are individuals who take on short-term, flexible jobs often mediated through digital platforms. This type of work includes roles like Drivers for ride-share services like Uber or Lyft, or delivery workers for Zomato or Swiggy, and Gig workers are mainly employed by big corporations like Swiggy, Zomato, Uber, Ola, Rapido, fiverr, upwork inc., lyft, TaskRabbit, Airbnb, toptal, 99designs, amazon flex, crowdspring, doordash, Etsy, Instacart, perpleperhour and more. Gig workers face many difficulties and problem in their life. They earn below minimum wage . Gig workers are unaware about schemes that provided by government like Pradhan Mantri Shram Yogi Maan-Dhan (PM-SYM), Pradhan Mantri Suraksha Bima Yojana (PMSBY), Pradhan Mantri Jeevan Jyoti Bima Yojana (PMJJBY) and etc . ?The gig economy accounts to 1.5% of the total working class or the labour class in the country? . A study says that 7.7 million working people were engaged in the gig economy and is expected to rise to 23.5 million by 2029-2030, generating up to 4% of the country's income. The government of India recently added a separate section in the Code on Social Security (2020) in name called 'gig economy' but the code has still not come into effect . This paper will focus on the existing labour laws and social security frameworks, code on social security 2020 is sufficient for Gig workers, does social security act 2008 support for gig workers and highlighting their inadequacies in protecting gig workers? rights. The Researcher, through this article, tried to identify the problems faced by gig workers in relation to labour welfare in the gig economy. Further the researcher provides appropriate suggestion by recommendation to improve livelihood of Gig workers.

Flexibility is the defining promise of the gig economy, yet also its central contradiction. Often framed as a benefit, flexibility operates dialectically, as both a mechanism of control and a potential site of agency. Workers’ ability to navigate or resist precarity is shaped by their position within segmented labour markets, their subjectivities, and broader socio-economic structures. The gig economy is not a single labour market, then, but a stratified one in which conditions vary drastically across sectors and worker groups. This paper examines two differently situated workers in distinct segments of gig work to explore the determinants of precarity. It identifies three key dialectical tensions: (1) flexibility as both freedom and control; (2) gig work as promizing autonomy but delivering insecurity; and (3) the gig economy as simultaneously embedded in and excluded from Sweden’s labour market model, undermining protections whilst reproducing exclusion. Through digital mediation, task atomization, and misclassification, gig work entrenches inequality in new ways. In Sweden, Europe’s most segregated labour market, the gig economy exacerbates existing divisions. Whilst some workers benefit, others, particularly racialized migrants, face deepened precarity and algorithmic discipline. Rather than disrupting hierarchies, Sweden’s gig economy reinforces them through new forms of segmentation and spatio-temporal discipline.

Advances in technology and the increasing number of workers who are not constrained by traditional ways of working have fuelled gig economy activity, with several online platforms and gig workers springing up around the world. On the other hand, the problematic nature of value creation in the relationship between online platforms and gig workers has become an impediment to the sustainable growth of the gig economy. Although the gig economy business model is based on a triangular relationship consisting of platforms, gig workers and consumers, there has been limited discussion of the potential for customers to influence gig economy labour relations. Therefore, this paper identified the problematic nature of value creation in the relationship between online platforms and gig workers and theoretically integrated the possibility of active consumer intervention into this issue. This paper can highlight the hitherto unfocused relationship between gig workers and consumers and provide realistic sustainability options for existing gig economy business operations. Based on a systematic literature review, this paper proposed a conceptual framework that would incorporate four items in the consumer-worker interaction: rating systems/feedback, word of mouth, gig worker’s working condition and consumers’ moral awareness. As the result of interaction, there would be two possible outcomes: Pattern A suggests that the platform may be at risk of further deterioration, whilst Pattern B suggests that the platform’s labour practices could be improved. Finally, this paper also planned a specific research design, data collection and data analysis procedures for future research. Although this paper focuses only on on-demand (offline) through app services, which is the strongest link between customers and gig workers in the gig economy, it is one of the benchmark studies to focus on consumers in the gig economy triangular relationship. This proposed conceptual framework will contribute to the observation of the potential for consumers to improve the working conditions of gig workers in the gig economy.

The gig economy has emerged as a transformative force in today’s labour market, marked by short-term contracts, freelance engagements, and flexible work arrangements. This paper delves into the evolving nature of gig work, its influence on traditional employment models, and the broader implications for workers, employers, and policymakers. By examining the expansion of gig opportunities across sectors such as transportation, hospitality, and digital services, this research sheds light on both the advantages and challenges posed by this form of employment. It also explores the critical role of technology in enabling gig work and underscores the need for regulatory measures that protect workers’ rights and ensure equitable compensation. Ultimately, the study seeks to offer insights into how the gig economy can drive economic development while addressing its inherent challenges. Ultimately, the study seeks to offer insights into how the gig economy can drive inclusive economic development while addressing its inherent challenges through balanced policy interventions, worker upskilling, and inclusive digital infrastructure.

Digital nomadism gradually expanded during the 2010s. Since the COVID-19 pandemic, remote work (a prerequisite to digital nomadism), suddenly became mainstream. In this new context the term digital nomadism is increasingly used in ways that are broader or different to its original conception. This paper reviews scientific literature and draws on the author’s ethnographic fieldwork to create an updated classification of contemporary digital nomadism that acknowledges the broad spectrum of individuals, groups, communities, identities, and imaginaries labelled with the term digital nomad. The paper updates the definition of digital nomadism and provides a new taxonomy which subdivides the digital nomad model into five distinct types: freelance digital nomads; digital nomad business owners; salaried digital nomads; experimental digital nomads and armchair digital nomads. It also proposes that six key variable themes should be applied to these classifications. These are: autonomy over mobility; homebase practices; domestic vs. transnational travel; legal legitimacy; work-life balance and coworking space usage. The taxonomy and the variable themes are proposed as a roadmap for future research and as a tool so researchers and policymakers can more accurately evaluate real-world examples of digital nomad context, motivation, practice, and impact.

Rapid development in technology sparked the emergence of digital nomadism. There are certain facilities to support digital nomads' lifestyle of remote working while traveling, one of which is coworking space. BWork Bali Coworking Space (BWork) is a coworking space located in Canggu, Bali where the area is considered as one of the leading areas for digital nomads around the world. BWork intended to maintain its relationship with digital nomads due to the inconstant trends of digital nomads as its users, as well as to expand its market reach. Therefore, the barriers to marketing activity and marketing communication implementations were analyzed. This research was conducted using qualitative methods and data collection through interviews, documentation, and observation. The study implied that BWork had difficulty reaching digital nomads originating from Asian countries due to language barriers and cultural differences. Also, different views on coworking style among digital nomads could affect their continuity as users and the quality of the internet connection could determine sales, which unstable connection leads to lower sales. The results of the study had shown that BWork prioritized various digital platforms, especially Instagram, to communicate with its members, although not all platforms were managed thoroughly. However, BWork could manage good relationships with digital nomads through events categorized based on digital nomads' needs. Meanwhile, efforts to reach Asian digital nomads have yet to show a significant impact. It is suggested for coworking spaces that target digital nomads as their users should be able to optimize various digital platforms to reach a wider range of digital nomads who are new to the nomadism lifestyle, have better crowd management and noise control, also form a relationship with digital nomad communities from various countries and actively promote cultures.

Everyone is talking about the “gig economy”, and a growing number of people work in it. The term may seem like something new, but it really isn’t. Before apps brought the idea of on-demand services and gig work to everybody’s phone, the gig economy was often referred to as the freelance economy, agile workforce, or even temporary work. The basic understanding is that people may have a side hustle these days. Or that people have quit their high-powered day jobs for gig economy jobs that pay just as well but with less stress. And, while some people have successfully transitioned from ‘9-to-5ers’ to ‘giggers’, the truth is, the gig economy isn’t just on-demand work. The situation in the last one year has resulted in a great degree of job losses and unemployment across industries and sectors, forcing people to take up ‘gigs’ as a source of income. This is a deviation from the traditional job market which had a greater emphasis on a stable source of income/ job market. Gig economy is anything but stable, owing to its nature, and it is here to stay. With growing importance and growth of the gig economy, along with the growing literature surrounding it, this research paper contributes towards a conceptual understanding of how this is a source of influence in today’s generation of workforce. The study begins by exploring the attributes and mechanism of a gig economy. Further, it aims to establish a relationship between the level of unemployment in the job market and the transition of workforce towards the gig economy. It also delineates avenues for further research regarding the future of gig economy and whether such an economy is sustainable in the long run, and not just a reactionary impact of the pandemic.

The subject of the article is impact the gig economy to the legal regulation of labor, civil, tax relations.The purpose of the article is to identify the problems of legal regulation of relations between gig workers and digital platforms in the gig economy and suggest ways to improve it.The methodology includes systematic approach, comparative method, formal-logical method, formal-legal method, analysis, synthesis.The main results of the research. The transition from a “classic” industrial employment relationship between an employer and an employee to one based on the gig economy, using digital platforms to link the employee to their job, has created problems in classifying employment arrangements in labor law. In the current situation, the state needs to do a lot of work: (1) the sphere of the gig economy requires the compilation of clear terminology, as well as the analysis and identification of the functions of digital platforms and gig workers, then it requires amendments to labor legislation; (2) it is necessary to develop criteria for gig workers or independent contractors, one of the criteria can be proposed: the performance of work by a gig worker without the control of the hiring firm. The hiring firm's control should be limited to accepting or rejecting the results a gig worker achieves, not how they achieve them; (3) It is necessary to delimit the sphere of regulation of hired labor from the sphere of regulation of gig-employment, to withdraw gig-employment from the regulation of labor legislation.An analysis of the current legislation and law enforcement practice shows that the cornerstone of legal regulation in the field of the gig economy is the issue of legal registration of relations between digital platforms and their partners. Thus, with a rigid approach that identifies these relations with labor relations, the gig economy loses its specificity, digital platforms lose their competitive advantages in many ways, and in some cases, their ability to function. At the same time, the current relations in the field of employment of individuals on digital platforms allow us to speak about the presence of certain differences between such relations and labor relations, which are manifested mainly in greater freedom on the side of the "employee" and less control on the part of the employer – the digital platform, and also the unstable nature of this form of employment and its subsidiarity to more traditional forms. The specificity of the relationship between platforms and its counterparties also raises the question of the need to reform the provisions on civil liability, aimed at formulating special grounds for the responsibility of digital platforms, the distribution of this responsibility between them and their partners. Such provisions may be based on the existing norms on the liability of the employer for harm caused by his employee.Conclusions. The change of labor relations between employees and the employer to the relationship between the digital platform and gig workers predetermines the transformation of tax legal relations, in terms of the following aspects: what taxes should a gig worker pay, should there be any special tax regime; how the issue of paying insurance premiums should be resolved, whether they should be mandatory or voluntary; what role digital platforms will play in tax relations, whether they should act as tax agents or data providers; what requirements for gig workers, as taxpayers, should be imposed by tax legislation in terms of record keeping and reporting; how tax control should be exercised over gig workers and digital platforms.

Introduction: The growth of gig work has transformed the contemporary labor market, provided flexibility and independence but also subjected workers to high stressors like job insecurity, economic uncertainty, and irregular workloads. Gig workers work in various sectors, such as ridesharing, food delivery, freelancing, and on-demand services, and usually encounter distinctive occupational hazards. Gig Workers' Well-being (GWW) Model, based on the Job Demands-Resources (JD-R) model and Psychological Capital (PsyCap) theory, presents a systematic approach to understanding job demands and resources and their effect on stress resilience, mental well-being, and job performance among gig workers. This research explores how resilience interventions can reduce stress and improve work engagement and productivity among gig workers. Objectives: The main aim of this research is to create and test a multi-dimensional stress resilience framework that explains the dynamic interaction of multiple influences on wellbeing among gig workers. More specifically, the research intends to explore how job demands can intensify burnout while job resources promote work engagement, and to investigate the dual nature of gig-related factors that can benefit or detract from job performance. Furthermore, the study aims to investigate the contribution of technostress in exacerbating burnout, evaluate the effectiveness of boundary management in enhancing work engagement, and identify the degree to which resilience is responsible for enhanced job performance. Through this holistic examination, the study aims to offer detailed insights into the stress and coping processes in the gig economy, ultimately guiding strategies to enhance the wellbeing and performance of gig workers. Methods: A qualitative research design was used to obtain rich insights into the well-being of gig workers. A stratified random sampling strategy provided representative diversity across work categories, demographics, and geographic regions. Data were collected through structured online questionnaires distributed through LinkedIn, social media groups, and gig work platforms. The questionnaire contained validated scales assessing stress levels, financial security, work-life balance, resilience, and well-being. 400 questionnaires were distributed and 338 returned (84.5% response rate). After excluding incomplete or invalid responses, the final sample of 323 gig workers was analyzed. Statistical analysis using IBM SPSS 25.0, including correlation and regression analysis, was conducted to examine the relationships between job demands, burnout, resilience, and work engagement. Results: Correlation analysis indicated significant relationships between the most important variables. Job demands were positively correlated with job resources (r =.900, p <.01), indicating that as stressors, resource needs also increased. Burnout had significant correlations with job demands (r =.489, p <.01) and technostress (r =.804, p <.01), supporting the negative effect of workload unpredictability. Regression analysis showed that job demands strongly predicted burnout (β = 0.489, R² = 0.239, p <.000), whereas job resources positively affected work engagement (β = 0.415, R² = 0.172, p <.000). Gig-specific factors also significantly contributed to the formation of job performance (β = 0.368, R² = 0.135, p <.000). In addition, technostress strongly raised levels of burnout (β = 0.476, R² = 0.227, p <.000), whereas resilience helped job performance to the extent of β = 0.499, R² = 0.289, p <.000, highlighting its significance when managing stress. Conclusions: The results highlight the intricate interaction between job demands, resilience, and performance in the gig economy. Digital stressors and high job demands are sources of burnout, which is detrimental to well-being. Nevertheless, job resources such as autonomy, skill development, and social support improve work engagement and reduce stress. The GWW Model highlights the importance of resilience in mediating stress outcomes and proposes that interventions like boundary management, adaptive coping, and financial security programs can enhance mental health and performance. Policy measures should aim to augment gig workers' access to social security, training, and mental health care. By building resilience, gig platforms can establish a more sustainable and supportive work culture, guaranteeing long-term well-being and productivity.