Under the Employment Contracts Act, employers and employees may agree on non-compete obligations only in limited circumstances. However, in practice, the criteria are vague and non-compete obligations have been used more commonly than what was originally intended. The reform of the Employment Contracts Act aims to change this situation and ensure that employers carefully consider when to include non-compete obligations in employment contracts.
Most employees work in a traditional employment relationship. However, work is also performed in circumstances where labour legislation does not extend its protection to workers. While the position of workers may in many ways resemble the position of employees, the details may be crucial. This article highlights what employers need to know about who is classified as an employee in the gig economy.