The seemingly clear line between gig workers and traditional employees is becoming increasingly blurry, with a growing clamour for legislative protection and social benefits for gig workers worldwide. Historically, gig workers have been categorized as independent contractors, which exempts companies from providing traditional employment benefits such as minimum wage, social security, health insurance, overtime pay, and paid leave, notwithstanding that many gig workers exhibit both the features of an employee and an independent contractor.
Thus, the question of whether a person is an independent contractor or an employee often arises, as there is a thin line between the two concepts that often overlap. This issue of classification has raised many concerns, and the need to address these concerns is more pertinent now than ever.
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