The major issue with the gig economy is the lack of workplace protection. Without formal employment there are no minimum guaranteed hours, sick pay benefits, maternity rights, or holiday pay. There is also little to no protection or compensation if a job falls through at the last minute. Because of this, it has long been seen as a pool of cheap labor for those who wish to reap the benefits of having staff without the legal commitments of an employment relationship. The core question related to this is how gig workers is classified. Companies treat gig workers as independent contractors — avoiding standard features of employment like minimum wages, taxes, and other costs — but many argue workers fit the current legal definition of employees. Also, many app-based gig workers (e.g., Uber) bear all the risks of being in business for themselves and reap none of the rewards. Unlike a true “independent contractor” they do not have the autonomy to build a base of customers, set their own rates, make their own decisions about the services they offer, or otherwise manage their own business.