Thousands of gig economy workers across the UK are fighting back. Couriers, drivers, and delivery workers are launching legal claims to secure rights that many employers have long denied them. If you work for a platform-based company, you need to know where you stand.
The courts have already ruled in favour of many workers in similar situations. The question is: are you entitled to the same protections? Read on, because the answer may surprise you.
At Wolf Law, we have helped workers across Liverpool and beyond understand their rights and take action when those rights are ignored.
What Is the Gig Economy and Who Does It Cover?
Defining gig economy work
The gig economy covers any work arrangement where you are paid per task, delivery, or job rather than receiving a regular wage. This includes food delivery, private hire driving, freelance cleaning, and many other services operated through digital platforms.
In 2025, an estimated 4.4 million people in the UK work in the gig economy, according to Citizens Advice. That figure has grown sharply since the pandemic and continues to rise.
Worker, employee, or self-employed?
Your legal status matters enormously. Under UK employment law, there are three categories: employee, worker, and self-employed. Many gig platforms classify their people as self-employed to avoid paying benefits. However, the Supreme Court ruled in the case of Uber BV v Aslam [2021] UKSC 5 that Uber drivers were workers, not self-employed contractors.
That ruling changed everything. If you perform regular work for a platform that controls your hours, sets your rates, and requires you to follow its rules, you are likely a worker in law, regardless of what your contract says.
Right then, if that sounds like your situation, you could be owed back pay, holiday pay, and pension contributions.
What Rights Do Gig Economy Workers Have?
Your key legal entitlements
If a tribunal or court finds you are a worker rather than self-employed, you gain several important protections. These include:
- The National Minimum Wage (currently £12.21 per hour for adults over 21)
- Paid annual leave of at least 5.6 weeks per year
- Protection against unlawful deductions from pay
- Whistleblower protections
- Automatic enrolment into a workplace pension
These rights apply from your very first day of work. You do not need to have worked for a minimum period to claim most of them.
The Employment Rights Act 2025
Parliament passed the Employment Rights Act 2025, which strengthened protections for workers across the board. The Act introduces new rights around zero-hours contracts, strengthens unfair dismissal protections, and makes it harder for employers to misclassify workers as self-employed.
According to legislation.gov.uk, the new Act is one of the most significant overhauls of UK employment law in a generation. Mind you, knowing about the law is one thing. Enforcing it is another matter entirely.
How to Make a Claim Against a Gig Platform
Starting your employment tribunal claim
To claim employment rights, you generally need to start with ACAS Early Conciliation before submitting a claim to the Employment Tribunal. This is a free service that attempts to resolve disputes without going to tribunal.
If conciliation fails, you submit your claim to the Employment Tribunal. The time limit for most employment claims is three months less one day from the date of the act you are complaining about. Do not delay. That deadline is firm.
Evidence you will need
Strong claims rely on solid evidence. Gather your contracts, pay records, app communications, and anything showing how the platform controlled your work. A solicitor can advise you on what is most useful.
One of our clients, a courier working for a national delivery platform, had worked continuously for three years without receiving a single day of paid holiday. After we assessed her case, she received a substantial award from the Employment Tribunal covering unpaid holiday pay and minimum wage arrears.
Can You Claim on a No Win No Fee Basis?
No win no fee explained
Many workers worry about the cost of legal action. At Wolf Law, we offer no win no fee arrangements for many employment cases. This means you pay nothing if your claim is unsuccessful. If you win, we take a pre-agreed percentage of your award as our fee.
This arrangement removes the financial risk and lets you pursue justice without worrying about upfront legal costs. You deserve access to proper legal representation, whatever your financial situation.
Speak to Wolf Law today
If you work in the gig economy and believe you are being denied your legal rights, do not wait. Contact Wolf Law today for a free initial consultation. Our experienced employment solicitors will assess your situation and advise you on the best course of action.
The law is on your side. Let us help you use it.
Frequently Asked Questions
Am I classed as a worker or self-employed if I work for a delivery app?
It depends on the actual nature of your working relationship, not just what your contract says. Courts look at factors such as whether the company sets your rates, controls your hours, and requires you to use their equipment. Many platform workers have been found to be workers in law despite being told they are self-employed.
How long do I have to make an employment tribunal claim?
The standard time limit is three months less one day from the date of the act you are complaining about, such as the last date you were underpaid. You must also complete ACAS Early Conciliation before submitting. Do not delay, as tribunals rarely grant extensions.
Can I claim backdated holiday pay?
Yes. Following the Supreme Court ruling in Bear Scotland Ltd v Fulton [2014], workers can claim backdated holiday pay in certain circumstances. The amount you can recover depends on when your claims arose and how long you have worked without taking paid leave.
What is the Employment Rights Act 2025?
The Employment Rights Act 2025 is a major piece of legislation that strengthens protections for workers across the UK. It introduces new restrictions on zero-hours contracts, extends unfair dismissal protections, and makes it harder for employers to wrongly classify workers as self-employed.
Does Wolf Law handle employment cases on a no win no fee basis?
Yes. Many of our employment law cases are handled on a no win no fee basis. Contact us for a free initial consultation and we will explain the funding options available to you.
Do I need to go to tribunal or can this be settled?
Many employment disputes settle before reaching a tribunal hearing, often through ACAS conciliation or direct negotiation. However, you should be prepared to take the matter to tribunal if necessary. Having a solicitor in your corner significantly improves your chances of a favourable outcome.
This article is intended for informational purposes only and does not constitute legal advice. For specific advice relating to your circumstances, please contact Wolf Law directly to arrange a consultation with one of our qualified solicitors.
