The gig economy is rapidly progressing. By 2027, 60% of the workforce will be independent contractors or professionals. In lesser words, the traditional workforce is no longer in high demand. Along these lines, gig workers are not allowed the same rights as traditional employees. Employers are not legally required to pay gig workers minimum wage, provide worker’s compensation or unemployment benefits, health insurance, or overtime pay, among several other benefits.
Accompanying the work force’s swap from traditional to gig, employee rights laws are reshaping as well. In 2014, New York City threatened to ban Airbnb and fine every host as a stance to lower the number of gig workers and decrease the demand of the gig economy. Several other cities followed similar laws - prohibiting short-term rentals, unless a host remains present throughout the stay. In 2015, Arizon passed a law requiring Uber and Lyft drivers to carry additional insurance, and adding new guidelines for rideshare companies to follow.
In the United States, 94% of employees would consider non-traditional employment. 64% of gig workers say they prefer it to traditional employment. Although the demand for gig work continues to grow, the law continues to shift. Keep reading below for more information on the future of law in relation to the gig economy.
infographic by: gigworker.com
