Missouri primarily follows federal guidelines to classify gig workers as employees or independent contractors, lacking a comprehensive state-specific gig economy law like California’s AB5 as of early 2026. The state relies on multi-factor tests under the Fair Labor Standards Act (FLSA) and Missouri wage laws, focusing on control, economic dependence, and integration into the business. This leaves room for ambiguity, with companies like Uber and DoorDash treating drivers as contractors unless proven otherwise.
Classification Test
Missouri courts and the Department of Labor use the IRS’s 20-factor test or the economic realities test to determine status. Key factors include behavioral control (e.g., does the company dictate schedules?), financial control (e.g., unreimbursed expenses or investment?), and relationship type (e.g., written contracts labeling as contractor?). Gig workers economically dependent on one platform often risk reclassification as employees, entitling them to minimum wage ($15/hour in 2026), overtime, and benefits.​
Gig Worker Implications
Contractors handle their own taxes via 1099 forms, lack minimum wage protections, and forgo unemployment insurance. Misclassification lawsuits have risen nationally, but Missouri sees fewer due to its business-friendly stance; a 2021 bill for clearer standards stalled. Recent minimum wage hikes to $15/hour apply only to employees, pressuring platforms to maintain contractor status.​
Recent Developments
No 2026 overhaul exists, though food delivery insurance gaps highlight vulnerabilities for gig drivers in crashes. Federal DOL rules emphasize economic dependence over contractor autonomy, influencing Missouri cases. Workers can file claims with the Missouri Department of Labor for reclassification reviews.
