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A gig app worker earns money by taking temporary or on-demand jobs arranged through an app or website that connects workers with customers and helps arrange payment. The label describes how work is found and organized; it does not determine whether the worker is legally an employee or an independent contractor.
What counts as gig app work?
Gig app work commonly involves accepting individual jobs, tasks, or projects through a digital platform. It can happen in person or entirely online, and it may be someone’s main job, a second job, or additional paid work. The U.S. Bureau of Labor Statistics (BLS) describes the narrower category of electronically mediated employment as short jobs or tasks found through websites or mobile apps that both connect workers with customers and arrange payment. BLS explains the category and its scope.
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The Internal Revenue Service (IRS) uses “gig work” for income-earning activities often done through an app or website, which it calls a digital platform. Its examples include rides and deliveries, renting property or equipment, errands, online sales, and creative, professional, temporary, on-demand, or freelance services. So the term is not limited to drivers and couriers. The IRS describes gig work for tax purposes; that description is not an employment-law classification. See the IRS Gig Economy Tax Center.
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“Gig app worker” is a practical description, not a single official category shared by government agencies. BLS says, “BLS has no official definition of the ‘gig economy’ or ‘gig workers.’” Its electronically mediated employment category is more specific: the platform must connect workers with customers and arrange payment. Meanwhile, employee or independent-contractor status is a separate legal question.
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| Term | What it describes | What it does not decide |
|---|---|---|
| Gig app worker | An everyday description of work found or arranged through an app or website, often as separate temporary or on-demand jobs. | Whether the worker is legally an employee or an independent contractor. |
| Electronically mediated employment | A BLS statistical category for short jobs or tasks found through a website or mobile app that connects workers with customers and arranges payment. | Every kind of gig work; the category has a defined platform-and-payment scope. |
| Employee or independent contractor | A legal classification assessed under the relevant law and the facts of the working relationship. | It is not determined just by the worker’s label, a tax form, or the use of an app. |
BLS’s 2016 Career Outlook article uses “gig” to mean a single project or task for which a worker is hired, often through a digital marketplace. That is an explanatory description for that article, not a universal official definition. Read the BLS article.
Does working through an app make someone an independent contractor?
No. Under the U.S. Department of Labor Wage and Hour Division’s Fair Labor Standards Act (FLSA) guidance, classification depends on the economic reality of the whole working relationship: whether the worker is economically dependent on the employer for work or is in business for themself. Calling someone an independent contractor, issuing a Form 1099, or having the worker sign an agreement with that label does not settle the question by itself. The relevant facts and law matter. See DOL Fact Sheet 13.
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The legal framework is date-sensitive. Fact Sheet 13, revised in March 2024, describes a six-factor approach under the 2024 FLSA regulation: opportunity for profit or loss depending on managerial skill, investments by the worker and employer, permanence of the relationship, the nature and degree of control, whether the work is integral to the employer’s business, and skill and initiative. The factors are considered together in context, rather than treated as a checklist where one fact automatically decides the result.
On February 26, 2026, DOL announced a proposed rule that would revise its approach under the FLSA and related federal laws. The proposal identifies control over the work and opportunity for profit or loss as core factors, alongside skill, permanence, and whether the work is part of an integrated unit of production. It is a proposal, not a final rule in the cited materials. DOL’s 2026 rulemaking FAQs and the February 26 announcement describe it. Check current DOL guidance for the rule’s status before relying on legal details.
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What to remember
- Gig app work is about how paid work is found and arranged, not a legal status.
- Platform-mediated work can be online or in person and includes many activities beyond rides and deliveries.
- BLS’s electronically mediated employment measure has a narrower definition than everyday uses of “gig worker.”
- Employee-versus-independent-contractor status depends on the applicable law and the working relationship’s facts.
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