Quick Summary
Quick Summary
- The Interim On-Demand Delivery Employee-like Worker Minimum Standards Order starts on 17 August 2026.
- It covers app-based workers mainly delivering food, beverages, liquor or supermarket groceries, and the digital labour platforms engaging them.
- Covered platforms need to prepare for minimum hourly rates, records, insurance, consultation, dispute resolution and other minimum standards.
- Employers should confirm whether their business is a covered digital labour platform or uses a platform affected by the order.
📅 Commencement date: 17 August 2026
The Fair Work Commission has made the interim order following public consultation. The published order has a different name and updated start date from the draft released on 8 July 2026. Covered digital labour platforms should complete a scope and systems review before 17 August.
Key Takeaways
Key Takeaways for Employers
- ✓Do not assume a worker’s independent contractor label removes regulated-worker obligations.
- ✓Map every delivery arrangement, platform contract and payment process before 17 August 2026.
- ✓Keep records showing rates, time, payments, disputes, consultation and insurance information.
- ✓Obtain advice before changing rates, access arrangements or contractual terms in response to the order.
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Frequently Asked Questions
The Interim On-Demand Delivery Employee-like Worker Minimum Standards Order starts on 17 August 2026. A covered digital labour platform should review its systems, worker communications, payment processes and records before that date rather than waiting for a dispute.
The order covers employee-like workers engaged through an application who mainly perform on-demand delivery of consumables, including food, beverages and liquor, or supermarket groceries. It also covers the digital labour platform operators that engage those workers.
No. The published order is targeted at a defined category of app-based on-demand delivery work and the platforms engaging those workers. A business should assess the actual work, platform structure and coverage terms rather than applying the order to every contractor relationship.
The order includes terms about minimum hourly rates, vehicles, consultation, records, fines, insurance, dispute resolution, unpaid time away, information sharing, delegates’ rights and a gig worker information statement. The exact obligations should be checked against the final order and any related guidance.
Potentially. A covered platform should compare its platform agreement, rate settings, deductions, insurance arrangements, dispute process and worker information against the order. Do not simply insert an employment clause or rewrite a contractor agreement without checking how the new regulated-worker framework applies.
A covered platform should establish records that show worker engagement details, applicable rates, work or delivery information, payments, deductions, relevant notices, consultations, disputes and insurance information. Records should be accurate, retrievable and retained in a way that supports compliance checks and dispute resolution.
The order specifically includes terms about fines, so a platform should review every fee, penalty, deduction or account consequence imposed through its app. A term that was previously treated as a private contractual matter may need to be tested against the minimum standards order before it is applied.
The Fair Work Commission published the decision, the Interim On-Demand Delivery Employee-like Worker Minimum Standards Order and a fact sheet with its 17 August 2026 commencement date. Employers should read those primary materials and obtain advice on how the requirements apply to their particular platform or delivery arrangement.
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Primary sources: Read the Fair Work Commission minimum standards order announcement and the Fair Work Ombudsman employee-like worker guidance.
