Do gig workers have rights at the Fair Work Commission in Australia?

Yes — for the first time. The Fair Work Legislation Amendment (Closing Loopholes No. 2) Act 2024 inserted Chapter 3A into the Fair Work Act, in effect 26 August 2024. 'Employee-like workers' performing digital platform work can now access: (1) FWC minimum-standards orders setting minimum rates and conditions per sector, (2) unfair deactivation jurisdiction (challenge being kicked off the platform), (3) collective bargaining through a registered organisation. Initial orders cover rideshare and food delivery sectors.

What is the minimum hourly rate for Uber drivers in Australia?

The Fair Work Commission has issued a minimum-standards order for the rideshare sector covering Uber, DiDi, Ola and similar platforms — the indicative rate is around $32.50 per hour effective hourly (after platform fees, before costs). Exact rate varies by region, time of day, and whether surge pricing applies. The order was made under s536JC of the Fair Work Act and is enforceable through the FWC.

Can I be deactivated from Uber, DoorDash etc. without warning?

Not since 26 August 2024 if you fall under the regulated-workers regime. Section 536LB of the Fair Work Act gives gig workers in covered sectors the right to challenge an 'unfair deactivation' at the FWC, similar to unfair dismissal for employees. The platform must give you a written reason. You have 21 days from the deactivation notice to apply to the FWC. The FWC can order reactivation, compensation, or both.

Am I a gig worker or an employee under Australian law?

Different test. The 'gig worker' (or 'employee-like worker') regime under Chapter 3A of the FW Act applies to digital platform workers who don't meet the legal definition of employee. The traditional employee test (under s15AA, restored by Closing Loopholes No. 2 to a substance-over-form test) gives stronger rights including super, leave, and unfair dismissal. Many platform workers may actually be misclassified employees — use the Contractor-or-Employee classifier to check. If you're an employee, you have BOTH employee rights AND can't be a 'regulated worker' under Chapter 3A.

How do I claim back-pay if I'm being paid less than the FWC minimum?

If a minimum-standards order applies to your sector and the platform has paid you less than the order's minimum, you can apply to the Fair Work Commission for the shortfall. The FWC will assess the platform's compliance. Civil penalties up to $93,900 per contravention can apply to the platform on top. Complaints can also be lodged with the Fair Work Ombudsman (13 13 94). Document your hours, earnings, platform fees, and per-trip details — contemporaneous records carry the most weight.

Gig Worker Rights Checker

Brand new 2024 law — gig workers in Australia now have FWC protections. Calc your real hourly after platform fees, see if you meet the minimum-standards order for your sector, and learn your unfair-deactivation rights.

Last verified: 1 July 2025

Your gig work

Platform

Hours per week

Weekly earnings before fees (AUD)

Platform fee %

Uber rideshare ~25-30%, food delivery ~30-35%, Airtasker ~20%

Weekly costs (vehicle/data/etc., AUD)

Gross hourly

$40.00

Before platform fees

After platform fees

$29.20

$876/week

After costs

$23.20

$696/week net

BELOW FWC MINIMUM

$-3.30/hr

vs FWC indicative minimum of $32.50/hr for rideshare

Approximately $99 per week below the minimum

Your rights as a regulated worker (since 26 Aug 2024)

Right to challenge unfair deactivation at the FWC under s536LB (since 26 Aug 2024)
Right to collectively bargain through a registered organisation
Right to a written reason for any deactivation
Minimum-standards order applies — entitled to at least the FWC's set rate for rideshare work
Right to dispute platform's failure to pay the minimum at the FWC

What to do next

Your effective rate is below the FWC minimum — apply to the FWC under Part 3A-1 for the shortfall (~$99 per week).

If the platform deactivated you without cause: lodge an unfair deactivation application with the FWC within 21 days of being told.

Track your hours, earnings, and costs in writing — the FWC weighs contemporaneous records heavily.

Consider running the Contractor-or-Employee classifier — if you're actually an employee, you have stronger protections.

Useful tools + links

→ Contractor or Employee?→ Same Job Same Pay → FWC — Regulated worker orders → FWC — Unfair deactivation

Sources

• Fair Work Act 2009 (Cth) Chapter 3A — Employee-like workers
• Fair Work Legislation Amendment (Closing Loopholes No. 2) Act 2024 — in effect 26 August 2024
• FWC minimum-standards orders — issued for rideshare and food delivery sectors
• Indicative rates above are weighted averages — actual rates vary by region/time
• Last verified 2026-05-02.

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General information and estimates only — not legal, financial, or tax advice. Always verify with the Fair Work Ombudsman (13 13 94) or a qualified professional.