Gig Economy Growth

A Whatsapp message just cost £248,000. The High Court's ruling in Jaevee Homes v Fincham [2025] serves as a wake-up call for every founder and business leader using WhatsApp for work discussions. What happened? Jaevee Homes approached contractor Steve Fincham for demolition work at a Norwich nightclub. After initial emails discussing scope and pricing, negotiations moved to WhatsApp in May 2023. The "contract-forming" messages? 💬 "Hi Ben How did you get on mate is the job mine mate" 💬 "Can you start on Monday?" 💬 Later: "Ben Are we saying it's my job mate so I can start getting organised mate" 💬 "Yes" After this WhatsApp exchange, Jaevee sent formal subcontract terms via email, assuming they could still negotiate the "real" contract. The Court ruled it was too late - the WhatsApp agreement had already been formed and was binding. Fincham completed the work, invoiced monthly, but Jaevee refused to pay, arguing no formal contract existed. An adjudicator sided with Fincham, and now the High Court has confirmed: those casual messages created a £248,000+ legal obligation. The Court's finding: These informal messages contained all essential elements of a binding contract - offer, acceptance, consideration, and intention to create legal relations. What this means for your business: ✅ Audit your team's messaging practices - Review how sales teams, project managers, and executives use WhatsApp, Slack, Teams for client communications ✅ Implement clear messaging policies - Require disclaimers like "subject to formal written agreement" or "this is just a preliminary discussion" for any commercial conversations ✅ Train your teams on the risks - Help everyone understand that tone and informality don't determine legal consequences - intent and content do ✅ Create safe communication channels - Establish clear protocols for when discussions should move from informal messaging to formal documentation ✅ Be especially careful with confirmations - Phrases like "it's a deal," "you've got the job," or "let's do it" can be legally binding, even in casual contexts The broader implication: This isn't just about WhatsApp. English courts focus on substance over form. Whether it's Slack, email, or even verbal agreements, if you demonstrate intent to be bound, you likely are. Bottom line, in English law, informality won't protect you. A casual "yes" can create the same legal obligations as a 50-page contract. Time to review those chat policies? 📱⚖️

It’s time to advance the AI debate beyond binary, zero sum analyses and take lessons - and encouragement - from the emergence of a flexible, capable, AI-savvy workforce segment in real time: freelancers. A recent The New York Times article explores a growing question in the age of AI: Are junior roles most at risk of automation, or are experienced, high-paid employees more vulnerable, especially if they’re slow to adopt new tools? The answer has big implications for how companies build teams. On Upwork, we’re seeing an alternative future emerge: companies hiring at an increased clip — specifically expanding their hiring of AI-capable freelance talent to supplement existing FTE teams and turbocharge their business evolution for the AI era. Freelancers represent a growing segment of the labor force (already more than a third of US knowledge workers) — and are disproportionately AI-savvy. There were a quarter of a million of these AI expert freelancers earning on our platform in the last year alone - and they represent an important talent pool that is supplementing traditional employment with more flexible talent models. In sum: companies’ AI strategies are not simply trading off employees for AI — they are creating net new hiring opportunities that cater to a different, more flexible, and AI-educated population. These freelancers are using their AI expertise to help companies move faster and adapt smarter. According to our research, 88% of freelancers say AI has positively impacted their careers. They’re combining human expertise with AI tools to deliver value where it’s needed most. And business demand reflects this shift. In the first quarter of 2025, AI-related work on our platform grew 25% year over year, with growth not only in technical roles like AI development but also in non-technical areas like design, project management, and corporate law. These freelancers are not only in demand—they’re earning a premium for their skills. Our discourse needs to move beyond choosing between junior or senior talent or debating who’s most at risk. We are seeing the emergence of a more adaptive and resilient workforce in real time. Freelancers are modeling that future—AI-enabled, flexible, and built for what’s next. Check out the links to the New York Times article and Upwork research in comments. #FutureOfWork #Freelancers #AI #WorkforceTransformation #UpworkResearch

We’re all going to learn a new dual-track leadership style to manage human and digital workers: inspiring human excellence while directing digital efficiency. Inspiring human excellence remains unchanged - the centuries-old playbook of vision, compassion, and more that motivates followership. Where employee engagement scores will remain our north star as we create environments where human creativity and ingenuity flourish. But directing digital efficiency with AI agents, automation tools, and sophisticated digital workers? A playbook we all need to learn quickly. While some human leadership elements overlap - clear vision, precise goals, specific feedback - does "inspiring followership" even apply to digital workers? It's more like optimizing a manufacturing process around task accuracy and output efficiency. Think managing an AI that processes 10,000 customer queries per hour versus inspiring a human team to deliver exceptional service. The hardest part won’t be to master these two distinct modes - it’ll be to weave them together seamlessly. Balancing inspiration and connection with humans while offering extreme clarity to digital workers. And knowing when to entrust work to a human versus a digital colleague. Collaboration between humans and digital workers might actually prove easier than human-to-human - no complex emotions to navigate when humans delegate to AI. But here's where it’ll get tougher: - What happens when digital workers become capable enough to delegate work back to humans? - How do we ensure our human teams feel empowered, not replaced, by their digital colleagues? - How do we design workflows where both strengths are amplified? Leadership in this new type of hybrid world is about to profoundly change. I'm 80% excited, 20% terrified. Which pretty much sums up my entire take on our AI-Forward future. #AIForward #DigitalWorkers

Imagine this: Ngozi sells fruits at the market, juggling her side hustle as a tailor. Across town, Tunde runs deliveries for an app but only works part-time because he’s still looking for a stable job. Are these people unemployed? Not by Nigeria’s new unemployment methodology. The recent numbers released by the National Bureau of Statistics (NBS) may look drastically different from what we’re used to, but they tell a more complex story. In August 2023, the NBS revealed that the unemployment rate for Q1 2023 was just 4.1%, down from 33.3% in 2020. This sharp drop raised eyebrows, leading many to wonder if it was an illusion. It wasn’t magic, and it wasn’t trickery—it was standardisation. Nigeria adopted a new methodology to align with the International Labour Organisation (ILO) standards, and while the numbers might seem shocking, they actually give us a better understanding of our labour market. What Changed? Under the old system, anyone working fewer than 20 hours per week was classified as unemployed. With the new methodology, anyone working at least one hour per week for pay or profit is considered employed. This includes side hustlers, small business owners, and freelancers. Here is a breakdown of the major changes: 1. Broader Labour Force: The working-age population now includes everyone aged 15 and above, with no upper age limit. 2. Redefined Employment: Even one hour of work per week counts as being employed. 3. Focus on Activity, Not Hours: Whether you're running a side hustle, managing a shop, or freelancing, if it earns you income, you're employed, even if it is for an hour. 4. Updated Underemployment Criteria: If you work fewer than 40 hours per week but want and are available for more work, you’re underemployed, not unemployed. These updates make sense in a country where informal work is the norm, but they also make it harder to directly compare today’s numbers to the past. The Hidden Story: Informal Employment While the new unemployment rate of 4.6% might seem like a win, the real insight lies in the fact that 93% of Nigerians are in informal employment. This includes everyone from street vendors to gig workers and artisans. What is Informal Employment? Informal employment includes jobs without formal contracts, social security, or benefits. Think market vendors, artisans, gig workers, or freelancers. While these roles keep millions engaged, they also expose workers to economic shocks and limited access to financial safety nets. Why It Matters 1. No Safety Net: Without health insurance, pensions, or stable incomes, informal workers face financial uncertainty. 2. Economic Instability: A reliance on informal jobs limits the government’s ability to track earnings and plan for economic growth. 3. Missed Opportunities: Informal work often lacks training or pathways for career development. Why the Methodology Matters Contd in comment section

For the first time in six years, the Bureau of Labor Statistics has published data on flexible workers and the gig economy. A supplement to the Census's monthly survey in July 2023 focused on "Contingent and Alternative Employment Arrangements", and the first look at the results came out today. A whopping 10.2% of employed people are now in what the BLS calls "alternative work arrangements" for their sole or main job. These include 7.4% who are independent contractors, 1.7% who are on-call workers, 0.6% who work for temp agencies, and 0.5% who do contracted labor. In total, these are 16.5 million workers! Another 2.4 million were in these arrangements as their second jobs, making up more than a quarter of multiple jobholders. Together, these groups make up almost 12% of employed people. My guess is that the actual number is higher, as Pew Research Center has estimated in the past. Among the industries with the highest shares of workers in alternative work arrangements were real estate and rental/leasing (26%), management/administrative and waste services (23%), construction (22%), arts/entertainment and recreation (17%), transportation and warehousing (15%), and agriculture (15%). I this this is mostly manual labor, pretty different from the "temporary help services" category that is so closely followed by economists. That category has a lot of desk jobs as well. Of the four categories of "alternative work arrangements" listed above, only the on-call workers had weekly earnings similar to their peers in traditional work. On-call workers were also the most likely to have health insurance, at 78% versus 85% for traditional work. But for temporary help agency workers, this number was just 61%, of whom about 1 in 4 received it from an employer. The BLS will be releasing more data in the weeks to come. For now you can find the summary and tables via the link in the comments. I was one of the commenters on the original version of the survey, and I'm eager to see how much they took on board! #labormarket #flexiblework #business

When short-term opportunities land in your lap, it can feel tricky to decide how to handle them. Do you take on projects that don’t seem perfectly aligned with your long-term vision, or hold out for something that feels like a better fit? In this week’s newsletter, I share strategies we discussed in the Recognized Expert community for making sure those choices serve your future goals. Sometimes a smaller or less glamorous project can become a stepping stone, offering credibility, connections, or case studies that open doors later. Other times, the secret lies in repurposing your work so that a single effort pays off in multiple formats. Even the questions you ask, whether in research or conversations, can determine whether what you produce is short-lived or something that stands the test of time. Of course, not every stage or platform is equally valuable. Being strategic about where and how you share your ideas helps ensure each opportunity builds momentum instead of scattering your energy. Short-term opportunities will always come up. The key is to frame them in a way that strengthens the foundation for your long-term success:

⚠️ No FIN = Red Flag. The grey zone for foreign trainers just closed. MOM & VICPA have issued a joint advisory: * Companies cannot engage foreign freelancers to provide services in Singapore. * No valid work pass = illegal work under the EFMA. This was aimed at creative freelancers — but it hits the Training and Adult Education (TAE) sector head-on. What This Means ❌ Flying in foreign trainers on tourist passes ❌ Paying them as “freelance” module trainers ❌ Logging attendance manually because they have no FIN https://lnkd.in/gFt-9rSG ➡️ All these are now explicit compliance risks. Freelance = still work. No FIN = no work pass. No work pass = EFMA breach. 📌 What TAE Providers Must Do ✅ Audit all foreign trainer engagements ✅ Verify FIN + valid work passes before deployment ✅ Stop ad-hoc “fly-in” hiring without permits ✅ Build deep local trainer capabilities This is not about being anti-foreign. It’s about protecting local livelihoods, raising standards, and restoring trust in our system. 📌 The message is clear: Compliance isn’t a cost — it’s a strategic necessity. 🟢 RTPs and training providers — start your compliance audit today. Grey areas are where trust leaks out. Seal them.

I Audited 100 Freelancer Profiles. Here’s What’s Keeping You Stuck. Freelancers, let’s be real, your profile is your first impression. It’s the first thing potential clients see. And after reviewing 100+ freelancer profiles, I noticed the same mistakes over and over. If you’re not landing clients, you might be making these mistakes too: 🚨 Mistake #1: Your Profile Looks Like a Resume, Not a Sales Page Clients don’t care about your ‘experience.’  They care about how you can solve their problem. Instead of listing "I’m a content writer with 3 years of experience", say: ✅ "I help brands generate traffic with engaging, SEO-optimized content that ranks." Fix: Write your headline and about section in a way that makes clients say, “I NEED this person.” 🚨 Mistake #2: No Clear Niche = No Clients “I do graphic design, web development, social media, and copywriting.” ❌ Sounds like you’re desperate for any project. “I help SaaS startups get 3X more conversions with landing page design.” ✅ Sounds like an expert. Fix: Pick a niche. Own it. The more specific you are, the easier it is for clients to find you. 🚨 Mistake #3: No Social Proof or Case Studies If a client lands on your profile and sees zero proof, why would they trust you? Testimonials, case studies, and portfolio links make you instantly more credible. Fix: Add at least 3 client results, testimonials, or portfolio samples to your profile. 🚨 Mistake #4: No Call-to-Action (CTA) Most profiles don’t tell clients what to do next. A simple “DM me if you need help with X” can turn a visitor into a lead. Fix: End your profile summary with a strong CTA like: “Need help with [your service]? Let’s chat—DM me.” Your profile shouldn’t be a boring bio. It should sell your expertise, attract the right clients, and make them WANT to reach out. If your profile isn’t bringing in leads, fix these 4 things today. P.S. If you want to make your Linkedin a lead magnet for high ticket clients DM me "coaching"

🚀 New Zealand is opening its doors to digital nomads! But will they get it right? The government just launched a digital nomad visa, aiming to attract remote workers to boost the economy. Meanwhile, Gisborne is making a bold claim: the world’s best place for digital nomads! 🌏🏄♂️ This is exciting news. But here’s the real question: Is a visa and a marketing slogan enough to build a thriving digital nomad destination? The short answer is: NO! The Secret to a Thriving Nomad Destination I’ve seen this firsthand. In 2021, we turned Madeira into one of the most successful digital nomad communities in the world. Not just with a visa or a campaign—but by building a real community. 🔹 Beyond Marketing: Attracting nomads isn’t just about a cool tagline. It’s about creating spaces where they can connect, collaborate, and contribute. 🔹 Infrastructure Matters: Fast internet, co-working spaces, and a welcoming ecosystem (not just a visa stamp) are key. 🔹 Local Integration: The best nomad hubs don’t just bring people in—they create meaningful relationships between locals and nomads. New Zealand has a huge opportunity here. The work that Minister Nicola Willis MP and local leaders like Doug Jones from Trust Tairāwhiti are doing is promising. But the key to success will be community-first thinking. Gisborne looks beautiful though! What’s Next? Countries worldwide are realizing that digital nomads are not just tourists—they’re economic contributors and global citizens. I’d love to see New Zealand take inspiration from places like Madeira, Rio de Janeiro, and Porto to build something truly world-class. Let’s make this more than a visa. Let’s build a movement. 🌍🔥 Would love to hear thoughts from digital nomads, policymakers, and local businesses: What does it take to make a destination truly nomad-friendly? ⬇️ #DigitalNomads #RemoteWork #NewZealand #NomadVisa #CommunityBuilding #FutureOfWork

This week I joined Responsible Innovation Labs and Jake Sullivan for a timely conversation about AI-driven workforce transformation and what it means to build enduring companies in this new era. AI-driven workforce transformation is a challenge we need to rise to. AI will dramatically change the nature of jobs. It will likely help people work more efficiently and create higher-value, more enjoyable jobs with less admin work. It will also require us to proactively manage productivity returns, making sure that AI-driven gains are distributed to all stakeholders, not just shareholders, be it through reinvestment in employee retraining programs and education or additional compensation for these higher-value jobs. But we believe that proactive management of this workforce transformation will result in benefits for companies, countries, and society as a whole. Responsible AI development and workforce transformation is strategic: 🔵 Companies will scale more predictably and avoid costly missteps and reactive regulation, and create enduring value by enabling, rather than replacing, human talent. With AI augmenting human capability, companies will find themselves with the ability to simply do more and do it better, be it entering new markets or developing new products. 🔵 Countries will benefit from newly enabled national resilience as an AI-enabled workforce will re-onshore productivity and reduce the reliance on offshore labor. Companies like Crescendo are demonstrating this as they automate repetitive call center tasks. By reducing volume-based labor needs, companies will be able to create customer service delivery jobs domestically, while maintaining similar labor costs. These new business models will enable us to rearchitect supply chains for national resilience and power a new era of domestic job creation, without raising the cost burden for enterprises. 🔵 We believe society as a whole will stand to benefit from productivity gains, as we reimagine the new problems individuals, companies, and entire economies can solve with a workforce less bogged down by administrative and execution-heavy tasks and more empowered by creative, strategic job responsibilities. Appreciate the RIL team and fellow leaders bringing sharp insights to the table. I’m looking forward to keeping this conversation - and the work - going. cc General Catalyst Gaurab Bansal Carin Watson Cecilia Young