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February 11, 2026
Wage and Hour Claims Lawyers for Rideshare Drivers
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Rideshare companies like Uber and Lyft try to draw drivers to their platforms with possibilities that seem promising on the surface. Through their platforms, drivers can supposedly earn a living, be their own boss, and have more freedom and flexibility as “independent contractors”. However, for many drivers, rideshare work looks more like a full-time job shaped by app rules. Hard-working people who had looked for a flexible way to make a living in the gig economy are instead hounded by deductions that can quietly shrink take-home pay as they try to keep their ratings afloat.
That gap—between what rideshare companies say the job is like and what it feels like in real life—is exactly where unpaid wage lawyers can help. If you’re being underpaid, hit with questionable deductions, labeled a contractor when you function like an employee, or otherwise denied your rights as a worker, a wage-and-hour case may be an option.
At Pond Lehocky, our Employment Litigation Group has been on the front lines of gig-economy wage-and-hour law. We’ve helped expose how algorithmic control can mirror traditional employer control—and we understand how these cases actually get built.
If you’re a rideshare driver and you think you’ve been shorted on pay, misclassified, or unjustly forced to absorb costs, call Pond Lehocky or contact us online for a free, confidential consultation.
Employment Classification and the ABC Test
A huge percentage of rideshare pay disputes come back to one question: Are you an independent contractor—or are you really an employee under the law?
That classification matters. Employees are typically covered by wage-and-hour protections like minimum wage and overtime; independent contractors usually are not. Misclassification can also impact access to unemployment benefits, workers’ compensation, and other protections.
What is the ABC test?
The ABC test is a straightforward framework many states use to decide whether a worker is an employee or an independent contractor. In states using a traditional ABC approach, a worker is generally presumed to be an employee unless the company proves all three of the following:
A. The worker is free from the company’s control and direction in how the work is performed.
B. The worker performs work outside the usual course of the company’s business.
C. The worker is customarily engaged in an independently established trade or business of the same type of work.
Some states modify the test. For example, Pennsylvania has applied a version focusing primarily on A and C in certain contexts—meaning control and independent business status are especially important.
Why it matters for rideshare drivers
Rideshare companies often describe drivers as “their own boss.” But drivers frequently report working under burdensome rules and pressures. For example:
- The app determines which rides you see and how quickly you must accept
- Ratings and deactivations function like discipline
- Pay is set by the platform, not negotiated
- Costs (insurance, fees, financing, and other deductions) reduce earnings
By exerting significant control over the work, rideshare companies attempt to treat their drivers like full-time employees without providing them any of the benefits that come with that status. Increasingly, courts have found that this exploitative relationship is unlawful. This is where wage-and-hour lawyers can help.
How Our Unpaid Wage Lawyers Handle a Rideshare Driver Case
Our employment law attorneys specialize in wage-and-hour cases and are uniquely qualified to represent rideshare drivers. If Pond Lehocky takes your case, here is what you might expect:
Step 1: Free consultation and case screening
Our wage-and-hour lawyers will start by learning:
- Which platform(s) you drive for
- How you’re paid (rates, bonuses, surges, guarantees)
- What the app requires (acceptance, timing, ratings, deactivation risks)
- What deductions/fees come out of earnings
- How many hours you work and when
Step 2: Evidence gathering and pay analysis
Our legal team may analyze:
- Driver pay statements and weekly summaries
- Trip logs, screenshots, and app communications
- Deactivation warnings, rating notices, and policy updates
- Vehicle/expense records (to show how costs reduce real earnings)
- Any contracts, arbitration terms, and opt-out history (if applicable)
Step 3: Classification strategy
Depending on the laws involved, your lawyer may argue that:
- You were misclassified as a contractor
- The platform’s control supports employee status under applicable tests (ABC, economic realities, or state standards)
- Misclassification caused unlawful wage outcomes (minimum wage shortfalls, overtime denial, improper deductions)
Step 4: Filing the claim and fighting procedural barriers
Rideshare cases often involve early fights over:
- Arbitration clauses
- Whether claims can proceed as a group or class
- Which laws apply (federal, state, local)
As a firm experienced with rideshare cases, we are deeply familiar with the clauses these companies include in their contracts and how they interact with the law at every level.
Step 5: Resolution paths and potential outcomes
Possible outcomes may include:
- Back pay for unpaid wages
- Overtime (where applicable)
- Liquidated damages or penalties (depending on the law)
- Reimbursement of unlawful deductions or recoverable expenses
- Policy changes (in some cases)
- Settlement or trial outcomes (including jury trials where available)
Every case is fact-specific, but our goal is always consistent: recover what you’re owed and enforce the protections you are entitled to under the law as a worker.
Can rideshare drivers file unpaid wage claims if they’re labeled independent contractors?
Sometimes, yes. Many claims argue that drivers were misclassified and should be treated as employees under wage-and-hour laws. Your classification can determine whether minimum wage protections apply.
What does “employment misclassification” actually mean?
Misclassification happens when a company labels a worker an independent contractor on paper, but the real working relationship looks like full-time employment—especially when the company controls how the work is performed.
How does the ABC test relate to Uber and Lyft?
The ABC test is used in many states to decide whether a worker is an employee. In general, if a company cannot prove the worker is free from control, doing work outside the company’s business, and operating an independent business, the worker may be treated as an employee.
Does “app control” count as employer control?
It can. Drivers often describe “algorithmic control”—the app determines access to work, monitors performance through ratings, and can discipline drivers via deactivation. Those facts may matter in misclassification and wage-and-hour analysis.
What kinds of pay issues might support a wage-and-hour case?
Common issues rideshare drivers report include:
- Earnings that fall below required minimums after costs
- Unpaid or underpaid time (waiting time, required time on-app, etc., depending on the legal theory)
- Fees/deductions that reduce pay in ways that may be unlawful under certain laws
What evidence should I save if I think I have a case?
Helpful items include:
- Weekly pay summaries and trip logs
- Screenshots of rate changes, bonuses, guarantees, or policy messages
- Records of hours worked and time on the app
- Deductions, fees, and expense records
- Any warnings, deactivation notices, or rating-related messages
How long do I have to file an unpaid wage claim?
Deadlines depend on the specific law and jurisdiction (federal vs. state) and the type of claim. A lawyer can identify the statute of limitations that applies to your situation.
What if I signed an arbitration agreement in the app?
Arbitration clauses are common, but the effect depends on the language, timing, and whether any opt-out applied. Some cases—like Razak v. Uber—were able to proceed in court because drivers opted out during a specific window.
How much does it cost to hire unpaid wage lawyers?
Our wage-and-hour lawyers handle cases on a contingency fee basis, meaning that you won’t pay any fees unless we win your case.
Get Help From Unpaid Wage Lawyers Who Understand Gig Work
Rideshare drivers keep cities moving—but that doesn’t mean you should have to accept confusing pay formulas, shrinking take-home earnings, or an independent contractor label that restricts your rights as an employee.
If you suspect you’ve been denied wages, misclassified, or unlawfully exploited by a rideshare platform, it may be time to talk to an experienced legal team.
Call Pond Lehocky or contact us online today for a free, confidential consultation with our employment and wage-and-hour team. We’ll listen to what’s happening, explain your options, and help you decide your next step.
