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Mail & Guardian
21-07-2025
- Business
- Mail & Guardian
Reimagining employment in the age of the fourth industrial revolution
Labour laws fall short in the fourth industrial revolution. Graphic: John McCann/M&G The fourth industrial revolution (4IR) has become a byword for transformation. As entire industries and social norms shift beneath our feet because of artificial intelligence (AI), so too does the very concept of employment. Less than a decade ago, employment structures were largely rigid, characterised by fixed hours, physical workplaces, and clearly defined responsibilities. The Covid-19 pandemic catalysed a dramatic break from this paradigm. In 2020, the world was forced into a remote-first mode, revealing the limitations of traditional employment models. This transformation, as To grapple with the legal implications of this shift, we must first understand how the scope of employment — that is, the range of activities an employee is expected to perform — has evolved. Remote work, hybrid arrangements, platform-based jobs and the gig economy are no longer anomalies; they are becoming the norm. Flexibility and autonomy, once considered perks, are now central pillars of modern work culture. As For example, remote work has rendered the concept of a fixed workplace nearly obsolete. Work now occurs in homes, co-working spaces or even across countries, raising questions about jurisdiction, supervision and employer responsibility. Gig and platform-based work presents further complexities. Determining whether a worker is an employee or an independent contractor often hinges on vague factors such as control, economic dependence or integration into the business. The rise of AI and automation compounds this further, redefining job descriptions and introducing new tasks that may fall outside traditional employee duties. Additionally, the use of personal devices and remote networks introduces heightened concerns around data security and privacy issues that conventional employment law is not fully equipped to handle. These changes have legal implications, particularly concerning the 'course and scope' of employment, which is a central doctrine to determining employer liability for acts committed by employees. Historically, courts have interpreted this concept through the lens of employer control and the direct furtherance of the employer's business. If employees were deemed to be acting within the scope of their duties, the employer could be held vicariously liable for their actions. But when an employee was engaged in what courts have termed a 'frolic of their own' or personal pursuits unrelated to their job, the employer would not bear responsibility. An important consideration is that the abandonment-mismanagement rule holds that an employer may still be vicariously liable if an employee, while participating in a personal frolic, partially performs their work duties, thus effectively committing a simultaneous act and omission. These distinctions, already intricate, are increasingly difficult to apply in the modern world. There are a number of essential questions to be considered. For example, how should courts assess the scope of employment when work is asynchronous, occurring across time zones and digital platforms? What happens when employees alternate between professional and personal tasks at the same time while working from home? How should algorithmic supervision and AI tools factor into evaluations of employer control? These questions underscore the need for a more dynamic and context-sensitive framework for interpreting the scope of employment — one that reflects the fluidity of modern work rather than clinging to the static definitions of the past. Equally urgent is the question of who qualifies as an employee. Traditional labour laws were designed with clear, stable employment relationships in mind. But in the gig economy, where many workers straddle the line between contractor and employee, these laws often fall short. If left unaddressed, this legal ambiguity could allow employers to shirk responsibilities around fair compensation, social protection, and worker benefits, undermining the principles of fairness and dignity that labour law seeks to uphold. Balancing flexibility — a key value for many modern workers — with the employer's need for accountability, productivity, and oversight is no small feat. It requires a recalibration of the legal system. As Mpedi aptly observes: 'Historically, the law has been a largely reactive tool. But, in the age of AI, it cannot remain so.' The legal system must become anticipatory, not merely responsive. It must evolve in tandem with the digital transformation it seeks to regulate. This means revisiting — and in many cases, redefining — fundamental legal concepts such as 'employee', 'employer', 'work', 'workplace' and 'scope of employment'. Policymakers must also ensure that the rights and protections afforded to traditional employees extend to gig and platform workers, who increasingly constitute a significant portion of the labour force. Just as nature adapts to survive, so must the law. As we conclude in our book on AI and the Law : 'A meaningful subject in our conversations is the necessity for a flexible legal framework capable of adjusting to the rapid progress of AI advancement. Conventional legal ideas and laws created for a world centred on humans frequently prove inadequate when applied to AI.' If we are to meet the challenges — and seize the opportunities — of the fourth industrial revolution, we must embrace a Darwinian mindset: adapt or risk obsolescence. The future of employment is already here. The law must now catch up. Letlhokwa George Mpedi is the vice-chancellor and principal of the University of Johannesburg. Tshilidzi Marwala is the rector of the United Nations University and UN under-secretary-general. The authors' latest book on this subject is Artificial Intelligence and the Law (Palgrave Macmillan, 2024).
Cision Canada
07-07-2025
- Business
- Cision Canada
Two Hands Corporation Announces Diversification of Business
TORONTO, July 7, 2025 /CNW/ – Two Hands Corporation (" Two Hands" or the " Company") (CSE: TWOH) is pleased to announce an important new direction for our business and future growth. After careful evaluation, our management and board have made the decision to expand our focus and transition Two Hands into an investment holding company —a move designed to create more opportunities to grow your investment. To Our Valued Shareholders, First, thank you for your continued support and patience as we work to build value for all shareholders. We've been exploring a number of exciting opportunities, and today we're ready to share our next steps. Earlier, we introduced ChefXPerience, a venture we believe has real potential in an underserved part of the food industry. It's a promising start, and we're proud of the team driving it forward. Best of all, it's a project that doesn't require a large investment to grow. However, we've also come across several other interesting opportunities outside the food sector. Until now, we've stayed narrowly focused—but we believe it's time to widen the lens. That's why we've decided to transition into an investment holding company. What does that mean? Simply put, we'll be looking to invest in, support, and actively participate in the management of promising businesses—especially in digital markets, technology, fintech, and the Gig Economy. Our goal is to create additional avenues for expanding Two Hands—and enhancing your investment. The transition to this new model is subject to the approval of shareholders. To move forward, we will be asking for your vote as shareholders to approve this new business model focused on diversified investments. It is intended that this transition will constitute a "Change of Business" as defined in the policies of the Canadian Securities Exchange (the " CSE"), resulting in the reactivation of the Company pursuant to CSE policy. We are entering this next chapter with focus and determination. We believe this shift in focus will allow Two Hands to identify exciting new ventures and deliver stronger long-term value for all shareholders. Thank you for believing in us. We're excited about what's ahead. Sincerely, Emil Assentato CEO Two Hands Corporation About Two Hands Corporation Two Hands has been active in the Food Retail and Distribution Service Industry (SIC Code 7389) for several years, focusing on the Consumer Non-Cyclical sector. The Company is dedicated to providing quality products and services to meet the needs of its customers. Neither the CSE nor its Regulation Services accepts responsibility for the adequacy or accuracy of this release. Cautionary Statement Regarding Forward-Looking Information This news release contains forward-looking statements and forward-looking information within the meaning of applicable securities laws. The use of any of the words "expect", "anticipate", "continue", "estimate", "objective", "may", "will", "project", "should", "believe", "plans", "intends" and similar expressions are intended to identify forward-looking information or statements. Forward-looking statements in this news release include statements regarding the anticipated transition of the Company into an investment holding company, the anticipated benefits of the proposed new business of the Company and the future growth of the Company. The forward-looking statements and information are based on certain key expectations and assumptions made by the Company. Although the Company believes that the expectations and assumptions on which such forward-looking statements and information are based are reasonable, undue reliance should not be placed on the forward-looking statements and information because the Company can give no assurance that they will prove to be correct. Since forward-looking statements and information address future events and conditions, by their very nature they involve inherent risks and uncertainties. Actual results could differ materially from those currently anticipated due to a number of factors and risks. Factors that could materially affect such forward-looking information are described under the heading "Risk Factors" in the Company's final long-form prospectus dated April 21, 2022, that is available on the Company's profile on SEDAR+ at The Company undertakes no obligation to update forward-looking information except as required by applicable law. Such forward-looking information represents managements' best judgment based on information currently available. No forward-looking statement can be guaranteed and actual future results may vary materially. Accordingly, readers are advised not to place undue reliance on forward-looking statements or information.
Malay Mail
10-05-2025
- Business
- Malay Mail
A framework for gig workers to thrive — Cheah Chan Fatt
MAY 10 — The gig economy has rapidly grown in Malaysia, providing flexible work opportunities to millions of individuals across various industries. Gig workers, including ride-hailing drivers, food delivery riders, freelancers, and digital platform workers, play a crucial role in the country's labour market. However, despite their significant contributions to the economy, many gig workers face job insecurity, lack of social protections, and unfair treatment due to the absence of a legal framework governing their rights. Recognising these challenges, the Malaysian government is set to introduce the Gig Workers' Bill, a landmark piece of legislation aimed at safeguarding the welfare and rights of gig workers. This Bill is essential for improving worker protection, strengthening Malaysia's economy and promoting sustainable GDP growth. Gig work offers flexibility and autonomy, allowing individuals to earn income outside the traditional employment model. However, this flexibility often comes at a cost — many gig workers lack access to health benefits, retirement savings, job security, and protections against unfair dismissal. The Gig Workers' Bill addresses these concerns by defining gig workers as a separate labour category from full-time employees. This distinction enables policymakers to introduce targeted regulations that suit the unique nature of gig work while ensuring fair treatment and labour protections. By recognising gig workers within the legal framework, the Bill establishes minimum wage standards, reasonable working conditions, and mechanisms for dispute resolution between workers and platform providers. Gig work offers flexibility and autonomy, allowing individuals to earn income outside the traditional employment model. — Unsplash pic One of the most critical aspects of the Gig Workers' Bill is the implementation of mandatory social security contributions. Under the proposed legislation, gig platforms must contribute to gig workers' Employees Provident Fund (EPF) and Social Security Organisation (Socso) schemes. This ensures that gig workers have financial security during unemployment, illness, or retirement, reducing their economic vulnerability. Many gig workers currently do not have retirement savings, putting them at risk of financial instability in the future. By mandating contributions to these social safety nets, the Bill provides long-term financial protection for millions of gig workers, ensuring they are not left behind in Malaysia's evolving labour market. Beyond protecting individual workers, the Gig Workers' Bill is pivotal in driving Malaysia's GDP growth. The gig economy is one of the fastest-growing sectors in Malaysia, with more than 2.2 million gig workers actively participating in various industries. As demand for gig-based services continues to rise, stabilising the gig workforce through legal protections will contribute to higher productivity and economic sustainability. Many gig workers face income fluctuations, exploitation, and sudden job losses, leading to low job retention rates. By introducing fair wage practices and social protections, the Bill encourages greater workforce stability, reducing turnover rates and ensuring that skilled gig workers remain in the industry. A structured gig economy also facilitates better financial integration, allowing gig workers to access banking services, credit facilities, and investment opportunities. With formal recognition, gig workers can secure loans to invest in housing, education, and personal development, contributing to greater economic participation. Additionally, the Bill establishes taxation policies for gig platforms, ensuring that companies operating within Malaysia's gig economy contribute fairly to national revenue. The additional tax income can be reinvested into education, healthcare, and infrastructure projects, fostering long-term economic growth. Apart from strengthening Malaysia's economy, the Gig Workers' Bill acknowledges gig workers' vital contributions to national development. Gig workers provide essential services that improve efficiency in multiple sectors, including transportation, food delivery, digital services, and creative industries. Their efforts help bridge gaps in the labour market while catering to consumer demands for convenient, on-demand services. The Bill enhances gig workers' job satisfaction, motivation, and long-term commitment by ensuring fair compensation, job stability, and career development opportunities. When gig workers feel valued and protected, they are more likely to invest in skill development, improving overall service quality. The Bill encourages skills development and vocational training programs to empower gig workers further. By partnering with educational institutions and industry stakeholders, the government aims to provide gig workers with opportunities to upskill and transition into higher-paying roles. Access to continuous learning will increase Malaysia's human capital, allowing gig workers to participate in high-value industries such as technology, finance, and entrepreneurship. A more skilled gig workforce will boost Malaysia's competitiveness on a global scale, attracting investments and accelerating economic expansion. In conclusion, the Gig Workers' Bill is a crucial legislative development that will reshape Malaysia's gig economy by establishing legal protections, stabilising the workforce, and promoting long-term GDP growth. By addressing worker rights, social security, and fair compensation, the Bill creates a more sustainable and inclusive labour market that benefits not only gig workers but also the national economy. As Malaysia continues to adapt to modern work trends, a balanced and well-regulated gig economy is key to ensuring economic resilience, innovation, and global competitiveness. With stronger legal frameworks in place, gig workers will be able to thrive in a fair and equitable labour environment, ultimately contributing to Malaysia's vision for a progressive and sustainable future. * Dr Cheah Chan Fatt is a Research Fellow at the Ungku Aziz Centre for Development Studies (UAC), Universiti Malaya. ** This is the personal opinion of the writer or publication and does not necessarily represent the views of Malay Mail.
