Uber, Lyft, and other rideshare companies consider their drivers as independent contractors, not employees. Drivers who meet criminal background, driving history, and vehicle requirements can sign up and begin giving rides almost immediately.

In 2026, the status of Uber and Lyft workers remains a complex legal hybrid that varies by country and state. In most of the United States, following the success of Proposition 22 and subsequent court rulings, drivers are classified as "Independent Contractors" but with "enhanced benefits." This means they can set their own hours but receive a minimum earnings guarantee and some healthcare subsidies. However, in the United Kingdom and New Zealand, the highest courts have ruled that drivers are "Workers" or "Employees," entitling them to holiday pay, minimum wage, and pension contributions. The core of the debate is "control": courts that rule them as employees argue that the apps exert too much control over pricing and dispatch, while the companies argue that the flexibility to "log off" at any time is the hallmark of a true contractor. Always check local labor laws, as this is one of the most litigated areas of the modern "gig economy."