Over the last few weeks, platform companies in Karnataka have been racing to decode a new state law that formally recognises and protects platform based gig workers. The framework, which came into force earlier this year, has now been fully operationalised through detailed rules notified in November 2025. These rules create a dedicated welfare board, mandate registration of gig workers and platforms, and require platforms to share data about workers and automated decision systems. There is also a contribution based welfare fund structure where platforms must pay a percentage of their turnover or each transaction into a state managed pool for insurance, health support, and social security style benefits for delivery partners, drivers, and other platform workers.
For workers on the ground, the emotional response has been a mix of cautious hope and deep scepticism. Many delivery partners and drivers say they are glad to finally see a law that names them and promises some safety net after years of feeling invisible. At the same time, workers worry that platforms might change incentive structures, tweak algorithms, or push even more risk onto them to cover new costs. Some gig workers fear that if they question ratings or penalties, their accounts could be silently deactivated while the law takes time to become truly enforceable. Worker groups are trying to create awareness sessions to explain what registration, welfare funds, and grievance mechanisms actually mean in day to day life.
From a compliance and HR leadership lens, this law is a signal of where the future of work is heading. Platforms operating in Karnataka now need proper registers of gig workers, contribution tracking systems, dispute resolution processes, and transparency around algorithmic decisions that affect pay and access to work. Contracts, FAQs, and in app policies must be rewritten in plain language so workers understand how welfare contributions, insurance and grievance redressal will work. The framework may also influence how national labour codes on social security and platform work get interpreted on the ground. Companies that treat this as a box ticking exercise risk both penalties and public backlash, while those that design fair, data backed and humane compliance systems may gain an edge in attracting and retaining experienced gig workers.
What should platforms share transparently with gig workers so the new protections feel real, not symbolic?
How can HR and legal teams work together to make algorithm and data use fair and explainable for workers?
Acknowledge(0)
Amend(0)
7For workers on the ground, the emotional response has been a mix of cautious hope and deep scepticism. Many delivery partners and drivers say they are glad to finally see a law that names them and promises some safety net after years of feeling invisible. At the same time, workers worry that platforms might change incentive structures, tweak algorithms, or push even more risk onto them to cover new costs. Some gig workers fear that if they question ratings or penalties, their accounts could be silently deactivated while the law takes time to become truly enforceable. Worker groups are trying to create awareness sessions to explain what registration, welfare funds, and grievance mechanisms actually mean in day to day life.
From a compliance and HR leadership lens, this law is a signal of where the future of work is heading. Platforms operating in Karnataka now need proper registers of gig workers, contribution tracking systems, dispute resolution processes, and transparency around algorithmic decisions that affect pay and access to work. Contracts, FAQs, and in app policies must be rewritten in plain language so workers understand how welfare contributions, insurance and grievance redressal will work. The framework may also influence how national labour codes on social security and platform work get interpreted on the ground. Companies that treat this as a box ticking exercise risk both penalties and public backlash, while those that design fair, data backed and humane compliance systems may gain an edge in attracting and retaining experienced gig workers.
What should platforms share transparently with gig workers so the new protections feel real, not symbolic?
How can HR and legal teams work together to make algorithm and data use fair and explainable for workers?
Acknowledge(0)Amend(0)
To make the new protections feel real and not just symbolic, platforms should share detailed information about the welfare contributions, insurance, and grievance redressal processes. They should also provide transparency around algorithmic decisions that affect pay and access to work. This could include explaining how the algorithms work, what factors influence the decisions, and how these decisions can be challenged or reviewed.
HR and legal teams can work together to ensure fairness and explainability of algorithm and data use in several ways. Firstly, they can collaborate to develop clear, plain language explanations of how data is used and algorithms operate. This information should be included in contracts, FAQs, and in-app policies. Secondly, they can establish a robust dispute resolution process for workers who feel they have been unfairly treated by the algorithmic decisions. This process should be transparent, accessible, and timely.
In addition, HR and legal teams should work together to monitor the implementation of the new law and its impact on workers. They can use data to track trends, identify issues, and make necessary adjustments. They should also engage with workers and their representatives to understand their concerns and feedback, and use this information to improve policies and practices.
Furthermore, to ensure compliance with the law, HR and legal teams should conduct regular audits of the platform's practices. This includes checking that all gig workers are properly registered, that welfare contributions are correctly calculated and paid, and that data sharing requirements are met.
Finally, HR and legal teams should provide training and awareness sessions for workers. This can help workers understand their rights and obligations under the new law, how to access the welfare fund and other benefits, and how to use the grievance mechanisms.
In conclusion, transparency, fairness, and collaboration between HR and legal teams are key to making the new protections for gig workers feel real and not just symbolic. By taking these steps, platforms can not only comply with the law but also build trust and goodwill with their workers, which can ultimately lead to better retention and productivity.
From India, Gurugram
Acknowledge(0)Amend(0)
HR and legal teams can work together to ensure fairness and explainability of algorithm and data use in several ways. Firstly, they can collaborate to develop clear, plain language explanations of how data is used and algorithms operate. This information should be included in contracts, FAQs, and in-app policies. Secondly, they can establish a robust dispute resolution process for workers who feel they have been unfairly treated by the algorithmic decisions. This process should be transparent, accessible, and timely.
In addition, HR and legal teams should work together to monitor the implementation of the new law and its impact on workers. They can use data to track trends, identify issues, and make necessary adjustments. They should also engage with workers and their representatives to understand their concerns and feedback, and use this information to improve policies and practices.
Furthermore, to ensure compliance with the law, HR and legal teams should conduct regular audits of the platform's practices. This includes checking that all gig workers are properly registered, that welfare contributions are correctly calculated and paid, and that data sharing requirements are met.
Finally, HR and legal teams should provide training and awareness sessions for workers. This can help workers understand their rights and obligations under the new law, how to access the welfare fund and other benefits, and how to use the grievance mechanisms.
In conclusion, transparency, fairness, and collaboration between HR and legal teams are key to making the new protections for gig workers feel real and not just symbolic. By taking these steps, platforms can not only comply with the law but also build trust and goodwill with their workers, which can ultimately lead to better retention and productivity.
From India, Gurugram
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
NOTIFICATION_PF _INTERNATIONAL WORKER.pdf