UK Gig Economy Workers Win Landmark Rights: What the 2024 Employment Bill Changes for Uber, Deliveroo and Platform Workers

In a landmark shift for the UK labour market, gig economy workers have won significant new employment rights under legislation passed in March 2024. The Employment (Platform Workers) Act 2024 grants an estimated 4.4 million workers—including Uber drivers, Deliveroo couriers, and freelancers on digital platforms—access to minimum wage, holiday pay, sick pay, and protection from unfair dismissal for the first time.

The new law represents the biggest change to UK employment rights in a generation and follows years of legal battles, union campaigns, and political pressure to address the precarious conditions faced by platform workers. It reverses the burden of proof, requiring companies to demonstrate that workers are genuinely self-employed rather than forcing workers to prove they deserve employment protections.

What the law changes

Under the previous system, most gig economy workers were classified as self-employed contractors, meaning they had no right to minimum wage, holiday pay, sick pay, or protection from unfair dismissal. Platforms like Uber and Deliveroo argued that workers valued flexibility and independence, and that granting employment rights would destroy the business model that enabled millions to earn income on their own terms.

The 2024 Act rejects this framing. It introduces a new category of "platform worker" that sits between traditional employment and self-employment, granting key rights while preserving some flexibility. Platform workers now receive:

• Minimum wage for all working time, including time spent waiting for jobs or travelling between tasks, calculated at no less than the National Minimum Wage (£11.44 per hour from April 2024, rising to £12.21 in April 2025).
• Paid holiday of 5.6 weeks per year (pro-rated for part-time workers), accrued as they work and paid out either as a percentage of earnings or as dedicated leave.
• Statutory sick pay from day one, ending the previous requirement to earn above the lower earnings limit before qualifying.
• Protection from unfair dismissal after two years of continuous service, meaning platforms cannot arbitrarily deactivate accounts without fair process.
• Transparency and appeal rights for algorithmic decisions, including deactivation, reduced work allocation, or pay adjustments. Platforms must provide clear reasons and an independent appeals process.
• Itemised pay statements showing how earnings are calculated, including breakdowns of fees, tips, and deductions.
• Pension auto-enrolment for workers earning above the threshold (£10,000 per year), with employer contributions.

Critically, the law shifts the burden of proof. Previously, workers had to prove they were employees or "workers" (a middle category with some rights) through expensive tribunal cases. Now, platforms must prove workers are genuinely self-employed, and the default assumption is that platform workers have rights unless the company can demonstrate otherwise.

Who is affected?

The law affects an estimated 4.4 million people in the UK who earn income through digital platforms, according to 2023 data from the Office for National Statistics and the Trades Union Congress. This includes:

• Ride-hailing drivers for Uber, Bolt, and similar apps (approximately 130,000 in the UK).
• Food delivery couriers for Deliveroo, Just Eat, Uber Eats, and Stuart (around 100,000 workers).
• Parcel and logistics couriers using platforms like Amazon Flex, Evri, and DPD's self-employed network.
• Domestic and care workers on platforms such as Care.com and Handy.
• Freelancers using TaskRabbit, Upwork, Fiverr, and PeoplePerHour, if the platform exercises control over pay, task allocation, or performance.

The law does not apply to genuinely self-employed individuals who use platforms purely for marketing or payment processing but retain full control over their terms, pricing, and client relationships. For example, a plumber who advertises on a directory site but negotiates directly with customers would not be covered.

The road to reform

The 2024 Act is the culmination of nearly a decade of legal and political battles. The turning point came in 2021, when the UK Supreme Court ruled that Uber drivers were workers, not self-employed contractors, and entitled to minimum wage and holiday pay. The decision followed a six-year legal fight brought by two drivers, James Farrar and Yaseen Aslam, supported by the Independent Workers' Union of Great Britain (IWGB).

The ruling forced Uber to reclassify its 70,000 UK drivers and pay backdated holiday pay and minimum wage. Other platforms faced similar claims, and tribunals consistently found in favour of workers. Deliveroo, however, won a 2021 case on the grounds that its couriers could send substitutes to complete deliveries, a factor that indicated self-employment under existing law.

These inconsistent outcomes highlighted the inadequacy of employment law designed for traditional workplaces. Gig economy platforms operated in a grey zone, using algorithmic management and contract terms to avoid responsibilities while exercising control that looked very much like employment.

Pressure mounted from unions, workers' rights groups, and think tanks. The TUC's "Great Jobs Agenda" campaign called for a single status of "worker" with full rights from day one. The Labour Party committed to ending "bogus self-employment" and extending rights to gig workers. By 2023, even some Conservative MPs acknowledged that reform was overdue, particularly as gig work expanded beyond urban delivery into care, logistics, and professional services.

The Employment (Platform Workers) Act passed in March 2024 with cross-party support, though the debate was fierce. Business groups warned of job losses and price increases. Platforms threatened to scale back UK operations. But the evidence from other countries—including California's Proposition 22 compromise and the EU's Platform Work Directive—suggested that gig work could survive regulation, albeit with higher costs and lower profit margins.

Industry response: resistance and adaptation

Platform companies reacted with predictable alarm. Uber warned that the law would "destroy flexibility" and force it to limit driver hours or introduce shift patterns. Deliveroo claimed it would have to raise prices by 30% and cut the number of available courier slots. Industry lobby groups argued that workers valued flexibility over rights, citing surveys showing that most gig workers did not want to become employees.

However, the reality has been more nuanced. Implementation began in October 2024, with full enforcement from April 2025. Early data shows that while prices have risen, the increases are lower than industry warnings suggested. Uber fares in London increased by an average of 12%, and Deliveroo added a £1 service fee to most orders. Some platforms absorbed costs by reducing profit margins or improving operational efficiency.

Flexibility has not disappeared. Workers still choose when and how much to work, though some platforms introduced minimum activity requirements to prevent workers from logging on purely to receive holiday pay without taking jobs. Uber introduced a system where drivers accrue holiday pay as a percentage of earnings, paid out quarterly or on request. Deliveroo moved to a model where couriers can book shifts in advance or work flexibly, with different pay rates for each.

Worker retention has improved significantly. Platforms report lower churn rates, as workers no longer leave due to lack of sick pay or income insecurity. Productivity has also risen, with workers more willing to accept lower-paying jobs knowing their overall earnings are protected by minimum wage guarantees.

The broader impact on the UK labour market

The 2024 Act has implications beyond gig work. It signals a shift in how the UK regulates non-standard employment, moving away from rigid categories (employee vs self-employed) toward a more flexible framework that grants rights based on the reality of the working relationship.

This approach aligns with international trends. The EU's Platform Work Directive, adopted in 2023, similarly extends rights to platform workers and reverses the burden of proof. California's Proposition 22, though more industry-friendly, also granted gig workers some benefits while preserving flexibility.

For the UK labour market, the changes may reduce the growth of precarious work. Employers can no longer avoid responsibilities by labelling workers as self-employed while exercising control over their work. This levels the playing field, preventing platforms from undercutting traditional businesses that employ staff properly.

However, concerns remain about enforcement. The law relies on workers bringing claims to employment tribunals, which are underfunded and face long delays. Without proactive enforcement by HMRC and stronger penalties for non-compliance, some platforms may continue to flout the rules, particularly smaller operators with less public scrutiny.

There are also questions about the impact on genuine self-employment. Some freelancers worry that platforms will over-correct, imposing restrictions to avoid liability, or that clients will be deterred from hiring UK-based freelancers due to perceived legal risks. The government has promised guidance to clarify the boundaries, but uncertainty remains.

What workers say

For many gig workers, the new rights are life-changing. "I've been driving for Uber for six years, and this is the first time I've had paid holiday or sick pay," said one London driver. "Last year I got COVID and couldn't work for two weeks. I had no income and nearly lost my flat. Now I know I'm protected."

A Deliveroo courier in Manchester echoed the sentiment: "The flexibility is still there, but now I'm not terrified of getting injured or sick. I can actually plan my life instead of living week to week."

However, not all workers are satisfied. Some report that platforms have reduced available work or tightened performance requirements to offset costs. Others say the appeals process for algorithmic decisions is still opaque and biased toward the platform. Union organisers argue that the law is a good start but does not go far enough, calling for full employment status and collective bargaining rights.

The bottom line

The Employment (Platform Workers) Act 2024 represents a historic victory for gig economy workers and a significant shift in UK employment law. It grants millions of workers basic protections that were previously denied, while preserving the flexibility that many value.

The long-term success of the law will depend on enforcement, industry adaptation, and whether it genuinely improves workers' lives without stifling the innovation and flexibility that platforms offer. Early signs are cautiously positive: prices have risen modestly, flexibility remains, and workers report greater security and wellbeing.

For the UK, the law is a test case for how to regulate the future of work in an economy increasingly shaped by digital platforms, algorithmic management, and non-standard employment. The world is watching.