Idaho follows federal guidelines for classifying gig workers, with no state-specific laws redefining employees versus independent contractors as of 2026. Platforms like Uber and DoorDash typically treat drivers as contractors, but misclassification risks arise under the DOL’s multi-factor test emphasizing control and economic dependence. This fits your pattern of exploring state labor nuances alongside housing and tech regulations.
Classification Factors
Idaho uses the IRS common-law test (20 factors) and DOL’s economic reality test post-2024 rule: behavioral control (schedules, training), financial control (reimbursements, investment), and work’s integral nature to the business. Gig workers with flexibility, multiple clients, and business expenses lean contractor; exclusive app dependency suggests employee status. No Idaho minimum wage overrides FLSA for contractors.
Gig Worker Rights
Contractors lack overtime, minimum wage, or unemployment benefits but handle their taxes via 1099s. Employees gain FLSA protections; disputes go to the Idaho Department of Labor. Platforms must provide earnings transparency, but Idaho hasn’t enacted ABC tests like California—staying business-friendly.​
