The rapid expansion of the gig economy has redefined the traditional employer-employee relationship, creating a growing class of workers who operate outside formal labor protections. While gig work offers flexibility and autonomy, it often lacks stability, social security, and career development, raising concerns about fairness, inclusion, and sustainability. This theoretical paper examines the intersection of Human Resource Management (HRM) and labor law in addressing the systemic issues faced by gig workers. Drawing on institutional theory, stakeholder theory, and social justice frameworks, the study conceptualizes a dual agenda that reimagines how gig workers can be better managed and protected. On the HRM front, the paper proposes integrating inclusive practices such as performance feedback, fair task allocation, virtual engagement systems, and co-created learning opportunities into platform design. From a legal standpoint, it advocates for revisiting labor classifications, expanding social protection coverage, and formally recognizing gig worker representation and voice. The proposed conceptual framework offers a pathway toward hybrid workforce governance, blending flexibility with fairness through collaborative policy and organizational innovation. By highlighting the shared responsibilities of platforms, policymakers, and workers, the paper calls for a new social contract that goes beyond the binary of contractor versus employee. It contributes to emerging discourse on the future of work by emphasizing that both HRM strategies and legal reform must co-evolve to ensure dignity, equity, and economic security in the digital labor economy. The paper concludes with directions for future empirical research and implications for platform governance, labor law, and inclusive HR policy.
Khalid et al. (Thu,) studied this question.