How Much Do Checkers Sixty60 Drivers Earn?

Checkers Sixty60 drivers in South Africa typically earn around R7,500 to R8,200 per month before expenses, according to multiple insider reports and former driver testimonies. However, this gross income figure does not reflect the actual take-home pay, as drivers incur significant operational costs.

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Pay Structure

Drivers are paid on a per-delivery basis, with a flat rate of approximately R30 per delivery. On average, drivers complete about 15 deliveries per day, though on their best days they may reach up to 30 deliveries. To provide income stability, a minimum daily fee of R350 is guaranteed, which helps drivers earn roughly R7,600 monthly if they meet minimum delivery requirements.

Expenses and Deductions

Despite the seemingly decent gross pay, drivers face substantial expenses that reduce their net income:

• Fuel costs average R3,000 to R3,200 per month, as drivers must cover their own petrol expenses.
• Many drivers rent motorbikes at about R400 per week (approximately R1,600 monthly), while others use personal bikes or enter lease-to-own agreements.
• Additional costs include bike maintenance, data costs for app usage, and insurance, which further erode earnings.

After deducting these operational expenses, drivers report that their take-home pay is roughly half of their gross earnings, leaving them with approximately R2,800 to R4,000 per month.

Employment Status

Checkers Sixty60 drivers are classified as independent contractors, not salaried employees. This means they do not receive formal employment benefits such as health insurance, paid leave, or job security. The delivery logistics are outsourced to Pingo, a joint venture between Shoprite and RTT Logistics, which distances Checkers from direct responsibility for drivers’ working conditions.

This contractor model has drawn criticism from labour activists and politicians, who argue it pressures drivers to maximise deliveries, sometimes at the expense of safety.

Understanding the Difference Between Employment Types

In South Africa, the classification of work relationships is critical because it determines the rights, protections, and responsibilities of both workers and employers. Two common categories are employees and independent contractors, each with distinct legal and practical implications.

Employees

An employee works under a contract of employment and is typically integrated into the employer’s organisation. Key characteristics of employees include:

• Control and Supervision: Employees work under the direction and supervision of the employer. The employer controls how, when, and where work is done.
• Exclusive Service: Employees usually work for one employer at a time and provide ongoing services.
• Use of Employer Resources: Employers typically provide employees with necessary equipment, tools, and a workplace.
• Long-term Relationship: Employment contracts tend to be open-ended or for extended periods.
• Entitlements: Employees have statutory rights such as paid leave (annual, sick, maternity), unemployment insurance contributions, pension benefits, and protection against unfair dismissal.
• Tax and Contributions: Employers deduct tax (PAYE) and contribute to UIF and other funds on behalf of employees.

Independent Contractors

Independent contractors operate as separate business entities providing services under a contract for specific tasks or projects. Their relationship with clients is governed by contract law rather than labour law, with these features:

• Autonomy: Contractors determine how, when, and where they work, without continuous supervision.
• Multiple Clients: Contractors often serve multiple clients simultaneously, maintaining economic independence.
• Own Resources: They supply their own tools, equipment, and manage business expenses.
• Project-Based: Contracts are often for a defined period or specific outcomes, ending upon completion of the work.
• Limited Statutory Protections: Contractors do not receive employee benefits such as paid leave, UIF coverage, or job security protections.
• Self-Employment Tax: Contractors handle their own tax payments and business compliance.

Why the Distinction Matters

Misclassifying employees as independent contractors can have serious legal and financial consequences for companies, including penalties, compensation claims, and retrospective obligations. Courts and tribunals in South Africa use tests based on the reality of the working relationship (beyond just contract wording) to decide the true status of a worker.

For workers, classification affects access to benefits, protections, and dispute resolution mechanisms. Independent contractors enjoy greater flexibility and autonomy but lack the social and legal safeguards that employees receive.

Application to Checkers Sixty60 Drivers

Checkers Sixty60 drivers are classified as independent contractors, meaning they run their own small delivery businesses and are not entitled to employee benefits. This grants flexibility but also exposes drivers to higher risks and costs, such as paying for their own fuel, maintenance, and lacking protections like paid leave or unfair dismissal recourse.

Work Hours and Delivery Quotas

Under the current pay structure, drivers must complete a minimum number of deliveries (typically about 13 daily) to qualify for peak fees and the minimum daily guarantee. Drivers have also raised concerns about changing work hours and schedules being communicated on short notice.

Summary

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Employment Conditions

While Checkers Sixty60 drivers earn a gross income that may appear reasonable, the high costs of fuel, bike rental, and maintenance significantly reduce their net pay. The independent contractor status further limits their employment protections. These factors have sparked ongoing debate about fair compensation and working conditions for gig economy delivery drivers in South Africa.