AB5 (California)

As a Wonoloer in California, you will still have the same access to the Wonolo app and your account will remain unchanged. You also may still accept jobs posted outside of California. However, given the limitations of AB5, we have made the tough decision to cease operations in California for all Wonoloers and Requestors, effective August 15th, 2020. There will no longer be California-based jobs available to accept on the Wonolo app that have a start time on or after August 15th, 2020. We have not made this decision lightly but have done so in order to protect businesses from the risks associated with the new legislation.

Given the limitations of AB5, we have made the tough decision to cease operations in California for all Wonoloers and Requestors, effective August 15th, 2020. There will no longer be California-based jobs available to accept on the Wonolo app that have a start time on or after August 15th, 2020. We have not made this decision lightly but have done so in order to protect businesses from the risks associated with the new legislation.

This is a difficult question that has both legal and tax implications -- and we can’t provide you with legal advice or tax advice. Traditionally and simply, the difference has depended on a number of things, including whether you thought you were becoming an independent contractor, whether you had control over when you worked and which jobs you would accept, and whether you would receive a 1099 or W-2 tax form. If you need reliable guidance you will need to consult an appropriate professional.

Wonolo’s executive team is working closely with local officials and policy advocates to discuss what the future of work should look like in California, as we, along with many other gig economy companies do not believe AB5 is the answer. We will continue to fight both locally and nationally for the best interests of Wonoloers and the businesses that make up this incredible community.

AB5, often referred to as the "Gig Worker Bill” is a California law that changes the test by which California determines (for many purposes) whether an individual providing services to a business is an independent contractor or an employee. It impacts gig workers and the companies they contract with for flexible work. This new law went into effect on January 1, 2020.

A gig worker is an individual who takes short-term or project-based jobs. A gig worker can be an employee or an independent contractor depending on their own circumstances, the circumstances of the company to which they provide services, and their relationship with that company.