Algorithmic Management: The New Boss
One often overlooked aspect of gig work is the role of algorithms. Gig platforms typically rely on algorithms to assign jobs, rate workers, and enforce rules. These algorithms determine:
Advertisement
-
Which worker gets which job
-
How workers are ranked or rated
-
Who gets penalized or deactivated
This form of algorithmic management is opaque and largely unaccountable. Workers often report:
-
Unexplained bans or account suspensions
-
Pressure to accept undesirable tasks to maintain ratings
-
Surveillance through apps and GPS tracking
-
Difficulty appealing decisions or speaking to a human representative
Far from being their own boss, many gig workers feel they are at the mercy of code—subject to the whims of automated systems they do not understand or control.
Disguised Employment? The Legal and Ethical Debate
One of the most heated debates around the gig economy concerns the legal classification of workers. Most gig platforms insist that their users are independent contractors, not employees. This allows companies to avoid paying:
-
Payroll taxes
-
Social security contributions
-
Mandatory benefits
However, critics argue that gig workers are often functionally employees: they are dependent on a single platform, have little control over pricing, and are subject to performance monitoring. Several court cases have challenged this classification, leading to reclassification efforts in some regions.
For example:
-
In California, Assembly Bill 5 (AB5) required many gig workers to be treated as employees.
-
In the UK, Uber drivers won a legal battle for minimum wage and holiday pay.
-
In Spain, delivery platforms must now treat riders as formal employees under the “Riders Law.”
These developments highlight the growing demand for regulation and fairness in gig labor practices.
