The gig economy — work mediated by digital platforms such as Uber, Deliveroo, Upwork, Fiverr and TaskRabbit — now employs hundreds of millions of people globally. In the European Union alone, an estimated 28 million people work through digital platforms, a number projected to grow to 43 million by 2025.
The case for flexibility
For many workers, platform work is genuinely appealing. The ability to set your own hours, work from anywhere, and combine multiple income sources is valuable. For parents, students, carers, or those with chronic health conditions that make traditional employment difficult, gig work can provide income that would otherwise be inaccessible.
The real costs of flexibility
The flexibility is often purchased at a steep price. Gig workers in most jurisdictions are classified as independent contractors, not employees, which means no minimum wage guarantees, no sick pay, no holiday pay, no pension contributions, and no protection against sudden deactivation by the platform. Algorithmic management — ratings systems, acceptance rate requirements, surge pricing — can be far more demanding than a human manager.
The regulatory response
Courts and governments across Europe are progressively reclassifying platform workers as employees. Spain's "Riders' Law" (2021) requires platforms to directly employ delivery workers. The EU's Platform Work Directive, adopted in 2024, establishes a legal presumption of employment for platform workers across member states. The gig economy is being regulated — the question is how quickly and how effectively.
