Disclaimer:

This study guide does not provide all information regarding the topics discussed. Apart from
the study guide, delegates should explore other sources of information to the best of their
ability, in order to enrich their knowledge and understanding of the topics.
 Letter from the Dais
“Speak to the fellow [citizen] who works hard, earns a decent income, but worries every day
about whether he can afford a better future for his family and his children. You may
recognise this fellow [citizen], because this fellow [citizen] may be you. When you lose your
job, you don’t want to lose your dignity…”

Nathaniel Koh, Workers’ Party Candidate

Welcome to the ILO! We are Max and Aisyah, your chairs for this council. We are very excited
to meet you in person in Jakarta very soon in a few months!

This council was founded in 1919 to advance the rights of the labour movement, and over time,
its work has positively impacted the lives and livelihoods of workers across all worker
segments. But in our current world, much more can be done. The rise of the gig economy poses
new challenges to the workforces of the world, and it is up to us to rise up to the challenge to
patch loopholes and protect the everyday worker.

Politics is not about abstract ideas or headlines; it is about people. It is about us - it is about
dignity, fairness, and the hope that tomorrow will be a little bit better than today. You will read
that gig workers face problems ranging from job security to skills development. Some of us,
too, will go on to work in the gig industry someday. Therefore, let us take this topic seriously,
and derive solutions with serious potential to impact and change the modern job industry for
the better.

For some of you, this will be your first conference, and for others, it will be your first physical
conference. To be able to debate in-person is an experience like no other; indeed, many of us
felt a great sense of emptiness when we had to attend conferences online. As Winston Churchill
once explained, “the intensity, passion, intimacy, informality and spontaneity of our debates
constitute the personality of the House… and endow it at once with its focus and its strength”.

“Can a man still be brave if he is afraid” - that is the only time a man can be brave! You’ve
taken a brave first step into the world of MUN, so now, it’s time to embrace this challenge with
courage. It can be daunting, but when you look back in the end at how far you’ve come, it will
all be worth it.

Enjoy the process, make new friends, and of course, learn something new. All the best!

The ILO dais may be contacted at ilo.gmmun25@[Link]. This email address will also be
used by the dais for all conference-related communications.

2
Chair Introductions

Maximilian Ang Jian Zhi

Maximilian is a Land Transport Authority Scholar, who, in August 2027, will matriculate into
the College of Design and Engineering at the National University of Singapore. He was most
recently a Bicultural Studies Programme Scholar at Hwa Chong Institution. Equipped with a
deep understanding of China and the West's history, philosophy, economics, politics, and social
issues, he served as Assistant Team Lead of the Programme’s Learning Resource Committee,
where his cultural sensitivity and intellectual curiosity were further demonstrated through his
leadership and participation in cross-cultural events.

Maximilian’s first venture into Model United Nations activities was in 2021. Since then, he has
gone on to assume chairing and secretariat positions in various circuits. Notably, he was the
longest-serving Chief of Staff of Together Model United Nations Korea, and led two Model
ASEAN Conferences as Secretary-General. In the Indonesian circuit, he was a Chair for the
ASEAN+6 council at the Jogjakarta International MUN 2022. He also chaired the UNHCR
council of the 16th Asia Youth International MUN in Kuala Lumpur earlier this year, and the
UNSC council of the Nanyang Technological University MUN back home in 2023. In addition,
he was invited to moderate the National Public Speaking Competition for Secondary Schools
in 2024.

Currently, Maximilian is serving his Full-Time National Service as a Transport Operator with
the 705 Squadron of the Republic of Singapore Air Force, based at Tengah Air Base.
Concurrently, he holds a mentorship role at Young Asians as a member of the YA100, a list of
100 trailblazing individuals from Asia who have made significant contributions in the fields of
STEM, the Humanities, or Community Service.

Maximilian often partakes in various volunteering causes. He is actively engaged in politics

and was recently appointed Media Assistant to one of Progress Singapore Party’s candidates
in the 2025 General Election, having volunteered with the party for over a year. He has also
volunteered with ItsRainingRaincoats, a social organisation aimed at promoting migrant
worker welfare, in 2021, and has this year taken up various positions in outreach and
programmes. He previously served in the Hwa Chong Institution Green Council, his schools’
environmental advocacy society, as Chairman from 2021 to 2022, then as Advisor in 2023.

Occasionally, Maximilian has a go at science and mathematics-related competitions. From

2021 to 2022, he was a member of the Science and Mathematics Talent Programme at Hwa
Chong Institution. He qualified for the American Invitational Mathematics Examination in
2023, and won a Gold Medal at the Singapore Mathematics Olympiad in 2020. He also attained
a Silver Medal at the 2024 Singapore Chemistry League.

Maximilian enjoys music, and is a percussionist in the local community band scene. He was a
key member of his school bands, having served as Band Secretary and Section Leader. In his
six years here, he won two Certificates of Distinction for Concert Band at the Singapore Youth
Festival, and one for Percussion Ensemble. Currently, he is a member of the ME Saxophone
Ensemble and the New Gen Wind Symphony. He was also a member of the Re:Cinta Wind

3
Symphony in 2023 and performed at Festival Winds 2023, organised by the Band Directors’
Association of Singapore.

Aisyah Sabrina

Aisyah is currently working as a consultant on a digital transformation project. She previously

studied Psychology at Universitas Indonesia, driven by her love of meeting and learning from
people.

Outside of work, Aisyah is passionate about volunteering and mentoring. She currently serves
as a Mentoring Coordinator at Indonesia Mengglobal, a nonprofit founded by Indonesian
students at Stanford University to help democratize access to study-abroad knowledge and
opportunities for Indonesians.

Aisyah first got involved in MUNs back in high school, when she was part of the legislative
committee overseeing her school’s English Club, which later organized a Model United
Nations competition. It was a daunting experience at the time, and she didn’t return to MUNs
until her second year of university. From there, her involvement grew steadily. She was
eventually selected to represent Universitas Indonesia at The European International Model
United Nations (TEIMUN) in The Hague, Netherlands. Since then, she has chaired several
conferences, including MAINMUN in Malang and Singapore Model United Nations online.

Outside of MUNs, Aisyah has recently taken up tennis and running—activities she jokes are
almost mandatory if you live in Jakarta these days. She is also currently learning how to sing,
and hopes to learn the cello in the future.

Having been involved in MUNs since high school, Aisyah understands how daunting it can be
to get started. She is always happy to support anyone navigating the MUN journey—whether
it's about preparation, speaking tips, or simply building confidence.

4
Committee Introduction

The International Labour Organization (ILO) was created in 1919 as a part of the Treaty of
Versailles to reflect on the social justice related to labor. Enshrined in its Constitution and the
Declaration of Philadelphia is the key principle for all labor to be treated equally regardless of
race, origin, sex, and others. In 1946, ILO became a United Nations specialized agency and has
since then created declarations and principles related to labor. Examples include the
Declaration on Fundamental Principles and Rights at Work (1998), the Declaration on Social
Justice for a Fair Globalization (2008), and others (ILO, n.d.).

ILO’s membership adopts the “tripartite” concept, involving three main parties:
1. Governments,
2. Employers or businesses, represented by the Bureau for Employers’ Activities
(ACT/EMP), and
3. Workers/laborers, represented by the Bureau of Workers’ Activities (ACTRAV)

The ACTRAV and ACT/EMP assist policy development in favor of the interest of their
represented groups, while maintaining close coordination with ILO’s bodies (ILO, n.d.).

The International Labor Conference is the ILO’s annual conference, held to set and review the
international labor standard and discuss key social and labor issues. The Governing Body,
which this council simulates, serves as ILO’s executive body to decide on the organization
policies, set the agenda for the International Labor Conference, and adopt the budget and
program. Delegates in this simulation must balance national interests with the broader ILO
mission of promoting social justice globally, often navigating tensions between economic
priorities and worker protections. The ILO has four main clusters, namely: (1) jobs and social
protection, (2) external and corporate relations, (3) governance, rights, and dialogue, and (4)
corporate service research, statistics, publication, and training activities.

ILO also has four priority action programmes, which are:

1. The transition from informal to formal economy;
2. Just transition towards environmentally sustainable economies and societies;
3. Decent work in supply chains;
4. Decent work in crisis and post-crisis (ILO, n.d.).

Two of ILO’s notable projects include the medium-term Strategic Plan to prioritize the
tripartite interest for a period of four years, and Decent Work Country Programmes (DWCPs)
where countries are encouraged to plan their priorities according to all the triparties’
involvement to realize their country and ILO goals.

ILO receives funding from three main sources, which are (1) regular budget, from the assessed
contributions from member states, (2) regular budget supplementary account, funded by

5
voluntary contributions from key partners, and (3) voluntary contributions, from entities
supporting ILO’s efforts and programs.
Topic Introduction

The gig economy is a market of temporary, time-flexible, freelance jobs that rely on on-
demand work, services, or goods. Unlike part-time jobs, gig workers (people who work in the
gig economy) are paid according to the number of jobs the workers have done in a specific
time, and (in concept) does not provide employee “security”, such as minimum wage, social
protection, and others (Investopedia, 2024).

There are 2 (two) main classifications of gig workers:

1. Platform-based, which utilizes online applications or websites (e.g. Grab drivers); and
2. Non-platform-based, which engages in an offline sphere more than online (e.g. event
planners, photographers, graphic designers) (Mehta, 2024).

The gig or independent workers can also be classified into 4 (four) segments based on their
preference, according to a 2016 McKinsey study which are:

1. Free agents, which the gig economy serves as their primary income;
2. Casual earners, who use the gig economy to have additional income;
3. Reluctant, who are not keen on the gig economy and prefer full-time; and
4. Financially strapped; they do not have a choice but to rely on the gig economy.

The modern-day gig economy has huge potential to create jobs and economic opportunities
for all. In 2023, it generated about $455 billion and was predicted to grow by 17% annually. It
is also estimated that more than 1.2 billion people are engaged in the gig economy, and is
projected to represent 80% of the global workforce by 2030 (Mehta & Kumar, 2020). Although
some projections are optimistic, other estimates suggest the gig economy will complement
rather than dominate traditional employment by 2030.

In 2024, the gig economy reached $556.7 billion with $1.8 trillion expected by 2032. The
reliance on freelance labor is driven by massive technological advancements, shifting labor
market trends, and preferences for more flexible work schedules.

These growths are evident because people favour freelance jobs due to their schedule,
flexibility, freer financial control, and location preference (Kempton, 2024). In a survey, it was
noted that 77% of freelancers get better job satisfaction than 70% of traditional employees, this
is favored by them being able to choose when and where to work. (Rivery, 2025).

6
However, the gig economy currently faces a few major problems. For example, there is a lack
of essential protection for workers, due to the ad-hoc nature of the job. Therefore, they are not
classified as part-time workers (bound to a company with fixed working hours), and so they do
not receive health insurance, retirement savings, and other employee benefits. This is further
worsened by a lack of regulations in many countries on gig work, with many yet to define gig
workers in their regulations. This causes issues such as misclassification, benefits received, tax
obligations, further resulting in a lack of protection for gig workers.

The volatile nature of the gig economy also results in an unstable income stream, as
employees’ work is heavily dependent on customers’ needs (orders), and their pay rates
fluctuate greatly based on market trends - contributing factors include dynamic platform
algorithms, customer demand, and external factors such as economic inflation. In many cases,
gig workers also lack training, as a lack of a bonded contract causes employers to not view
this as a priority. Often, gig workers choose to take up such jobs due to financial needs or
economic conditions, and therefore lack the skills (especially technological) to perform these
jobs well. (Mehta, 2024).

Technology, particularly algorithmic management, exacerbates vulnerabilities by controlling

pay rates, task availability, and worker evaluations without transparent oversight (Woodcock
& Graham, 2020).

One major case that stands out is the food delivery sector in New York City (Greenberg et al.,
2023). At the time, a minimum wage law was introduced in 2023 to equalize the earnings of
delivery workers. Initially, the policy was considered a positive step towards giving workers
equal rights regardless of their status. However, this policy has triggered clashes between these
freelancers and companies, as companies reduce scheduling such as reducing working hours
or reducing order availability. Ultimately, the income of these freelancers remains relatively
unchanged.

7
8
Past Actions

Global Commission on the Future of Work (2018)

The Commission was established in response to the dynamic transition of the labour market
due to automation, digitisation, and the rise of casual work. One of the report’s
recommendations is to modernise labour laws internationally to reflect the new realities of
work better. The protections offered by commercial employment often do not apply to casual
workers due to their classification as independent workers rather than bonded employees.
Consequently, the report advocates for a 'human-centered approach' model, which focuses on
technological advancements that should provide prosperity for all workers, instead of creating
instability and insecurity. Ultimately, the report promotes universal labour rights by
emphasising that every worker is entitled to minimum standards such as fair wages, worker
safety, and access to social security (ILO, 2019).

Report on Platform Work (2021)

The report focuses on the huge gap between platform workers and conventional employees.
The report shows that many freelancers earn below the minimum standard, work full-time
without legal protection, and have no say over their working conditions. Often, weak
regulations allow companies to avoid employment obligations by labelling freelancers as
independent and unattached workers. Therefore, the report fully scrutinises the weak labour
laws in each country and presses governments to create more precise laws that protect workers
while ensuring the job market remains innovative and competitive (ILO, 2021).

9
Scope of Debate

Improving regulations for gig work

To understand this issue, there are two main contested points related to gig workers’ basic
rights, which are (1) minimum wage and (2) employee benefits. Both of these points have been
covered in international conventions:

1. Equal Remuneration Convention 1951, focusing on remuneration rights and

determining it based on objective appraisal and collective agreements;
2. Social Security Convention 1952, which workers’ protection must cover medical care,
unemployment benefits, injury, family, and others.

However, to receive such benefits, laborers must be classified as “workers”. However, in most
cases, gig workers are classified as “contractors” or “partners”. An example can be seen from
the United States Fair Labor Standards Act (FLSA) which classified the difference between
“independent contractors” and “employees”, based on the following criteria:

1. Opportunity for profit and loss, if a worker can make a decision that can affect the
earnings, they are classified as “independent contractors”;
2. Investment; where independent contractors can make investments based on their
preferred working operation;
3. Degree of Permanency; where a worker has a long-term arrangement with the
employer, they are classified as an “employee”;
4. Nature and Degree of Control; if the employer can control the worker’s schedule,
supervision, and work process, they are classified as an “employee”;
5. Integral Part of Business; if a worker performs work that is the integral part of
business, they are classified as an “employee” (Poster Compliance Center; 2024)

With its mixed nature, several countries have tried to ensure that gig workers’ rights are
fulfilled through regulations. For example, the State of California established Proposition 22
which ensures gig workers receive minimum wage and health care subsidies based on a certain
number of working hours per week (University of Miami, 2024). Also, the European
Parliament voted in favor of the EU platform workers directive to be regulated in April 2024,
which serves to correct employment status for misclassified workers by using algorithms and
data (European Parliament, 2019).

Even with efforts by several countries, the issue does not just lie in the misclassification aspect,
but also in curbing the progress to protect the gig workers. This has been researched by
Muldoon and Sun (2024) which explains that while countries are trying to re-shape the
employee regulations to ensure the gig workers’ protection, companies are trying to challenge

10
the change of law to preserve their business model and receive more profit (since some
businesses see the protection as “burden to the companies’ development”).

Muldoon and Sun reviewed the trend in six countries focusing on companies serving ride-
hailing and food delivery services, which are Brazil, China, South Africa, Spain, the United
Kingdom, and the United States. The results show that there are five main strategies to “fight”
the regulatory changes, which are:

1. Regulatory Activism, through supporting regulation that can be superseded the

existing rules, or mobilizing consumers to reject the regulation;
2. Strategic Litigation, in which the rejection is processed through courts;
3. Tactical Subcontracting, in which the company pays a sub-contractor to manage the
workers to avoid the regulation;
4. Negotiation with Labor Unions, to receive support from the union;
5. Threat to Withdraw Services, by sending threats for the withdrawal will impact the
people’s lives who are dependent on the services.

Delegates are expected to understand the multitude of factors involving the regulatory issue in
organizing gig workers, be it from the classification, benefits, and objections of certain parties.
Delegates must ensure that clear rights can be reached for gig workers while still maintaining
fairness to employers or companies as well.

A key challenge is the funding of protection. Should companies be obliged to contribute to

freelancers' benefits, like traditional companies? Should freelancers pay into their own social
security funds? The ILO has suggested adopting a hybrid model, where workers and platforms
share the role of funding protection.

Development training for gig workers

Gig economies push workers to understand and practice many skills to sustain their
performance in their respective jobs. However, challenges persist due to the “gig” nature of the
jobs (which are flexible and less binding to the employers), such as time constraints, financial
constraints, productivity loss, and inconsistency. Challenges also exist for the employers - these
include return on investments, discontentment between regular employees, loyalty concerns,
and many more (Behera & Gaur, 2022).

Therefore, creating and maintaining development training for gig workers is needed for them
to understand new skills and increased dedication in their jobs. A self-regulatory learning
(SRL) skill is needed since gig workers work based on their performance, which can help them
find better pay while stimulating skills needed for the jobs. However, workers must understand
the important skills to learn nowadays too. According to the European Center for the
Development of Vocational Training (CEDEFOP), communication skills are among the least

11
developed among the workers. With this condition, both workers and employers must equip
each other to close the gap between the company's desired skills, global skills trend, and skills
needed for the gig workers.

12
Bloc Positions

The response to the challenges of gig workers varies considerably across countries. Europe and
some Latin American states have taken strategic steps and ensured individual gig workers get
their minimum rights such as employment protection, leave, and pension rights. In the
European Union (EU), some countries have passed laws that require gig workers to be
categorized as employees and not independent contractors. The same is true in Latin America.
Countries such as Argentina, Chile, and Uruguay have attempted to include all freelance
individuals in social security and national pensions. It is hoped that these efforts will provide
financial stability while still providing work flexibility (Charlton, 2024).

The Social Protection Bloc

In this bloc, several governments in each country have implemented strong worker protections.
These protections consist of social security coverage and strict labor regulations for casual
workers.

While this bloc offers fairly solid protections, it is also haunted by some risks. Some argue that
too much regulation can reduce employment opportunities in the gig economy. This is because
each platform can respond by reducing the number of workers or increasing automation. Some
gig economy companies have also rejected these regulations because they are rigid and lead to
high costs for consumers.

The Flexibility-First Bloc

On the other hand, some countries have prioritized maintaining the flexibility of freelancers
and fostering a more enabling environment for business flow. These countries generally allow
freelancers to remain independent contractors rather than being classified as conventional
employees.

This approach preserves the flexibility of freelancers but also poses a risk of worker
exploitation. This is because platforms do not provide and are not required to provide a strong
foundation of protection. Many freelancers in these countries face income instability, lack of
social protection, and limited bargaining power.

The Unregulated Bloc

In many developing countries, casual work has become an important source of employment.
Unfortunately, governments of members of this bloc have often not implemented strong
protection for casual workers. The number of platforms coming in is certainly good but with
the lack of intervention from the local government, it will certainly be prone to exploitation
and the absence of health insurance, social security, etc is not well realized.

13
Without government intervention, freelancers in these developing countries may remain
trapped in financial instability, difficult access to health insurance, pensions, and decent wages.
Lack of regulation will allow freelance platforms to monopolize the labor market so that
companies will have excessive control over wages and working conditions.

14
Questions A Resolution Must Answer (QARMAs)

As the gig economy expands, the biggest challenge is balancing worker flexibility with
essential labor protections. The government, private sector, and labor organizations must work
together to create sustainable policies that protect workers while encouraging innovations.
Some countries are already experimenting with a portable benefits system concept where
freelancers can retain their health insurance, pension, and paid leave entitlements even if they
switch to a different platform. Other countries are looking to create sector-based protections to
ensure that freelance couriers and ride-hailing continue to enjoy legal protections while keeping
the labor sector flexible and accessible.

1. Should protection of gig workers be standardised?

a. If so, how can member states ensure that gig workers receive equal protection
as part-time and full-time workers?
b. What role can ILO play in the standardisation process?

2. With respect to regulation, what is the optimal way to classify gig workers?
a. How can states do so such that gig workers receive recognition of status, while
receiving protection under regulation?
b. How can the ILO assist states in the implementation of these classifications?

3. Is it feasible to set a minimum income standard for gig workers?

a. If so, how can states and the ILO formulate the best way for them to receive a
minimum income?
b. If not, is there an alternative to ensure the economic safety net is equipped for
the gig workers?

4. Should gig workers receive developmental training, even if they are not “bound” to
their employers or companies?
a. If yes, what is/are the training(s) that they need? Who will be responsible for
the training and what are the expected outcomes?
b. If not, how can states and ILO ensure that gig workers develop their skills
independently or through other means?

5. How can states and ILO prepare for the future of the gig economy in the future such
that it is maintained sustainably on a global scale?

The future of work is being shaped today — and it starts with the decisions you will make in
this room.

15
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