The Uber tribunal verdict which was handed down in October 2016 has far-reaching implications when it comes to the future of the gig economy. Uber has appealed the verdict, which ruled that the terms and conditions of the arrangement two drivers had with the company meant that they should be classified as workers rather than self-employed and, as such, were entitled to national minimum wage, holiday pay, rest breaks and the protection of the whistleblowing legislation.
Other cases have been brought against Deliveroo and CitySprint and there have been well publicised investigations into companies such as Sports Direct and Amazon and their use of zero-hours contracts.
Employment status has long been the greyest area of employment law – is someone self-employed or are they really an employee or a worker? The future of the gig economy and zero-hours contracts will likely be determined by the results of these tribunal cases and, should the tribunal appeal court uphold the Uber verdict, it is likely to open the floodgates for similar claims.