人工智慧與大數據等科技掘起，開啟了工作場所數位化的趨勢，其中數位平台工作讓勞動力透過網路平台外包化，並運用演算法和App開展全新的勞務提供模式，使平台工作成為當代最富爭議的非典型勞動型態。在數位控制的運作下，組織與監控勞務提供過程的方式早已超越預排工作時間、打卡等典型模式，代之以運用動態費用結構進行操控，或是透過電子工具監控，在「激勵」與「抑制」的槓桿上限制工作者的自由，顯示出平台的控制邏輯為要求外送員遵守派單指示，此已遠離承攬契約以特定且獨立的工作成果為對象的範疇，更彰顯工作者的從屬性。然平台工作者在身分上時常遭錯誤分類為承攬工作者，無法主張勞工的基本權利，近年不論是西班牙騎士法或是歐盟2021年通過「關於改善平台工作之工作條件指令草案」，均是以推定勞工身分之方式為解方。在我國勞動基準法已將從屬性訂為勞動契約之法定要件下，實務上仍不能有效辨別數位平台工作者的勞工身分下，本文建議參酌歐盟及其會員國的司法實務發展，將數位科技控制納入從屬性的審查之中，並於立法上採取推定僱傭關係的模式。

The emergence of technologies such as artificial intelligence and big data has made digitization in the workplace become a trend. Through digital platform work, the labor force is allowed to be outsourced, and the use of algorithms and Apps helps develop a new model to provide services. Platform work become the most controversial atypical labor pattern of modern times. Under the algorithm’s operation, the way to organize and monitor the service provision process has already surpassed the typical models such as pre-scheduling working hours and punch-in. Instead, it is controlled by dynamic fee structures for manipulation, or monitoring through electronic tools restricting the freedom of workers on the levers of “incentive” and “inhibition”, which is far away from the scope of the contract of work that two parties agree on specific and independent work results. Furthermore, it highlights the worker’s subordination. However, platform workers are often misclassified as self-employment workers in terms of status and cannot claim the basic rights of employees. In recent years, both the Riders’ Law in Spain and the European Union’s “Proposal for a Directive on improving working conditions in platform work” in 2021 have adopted the method of the rebuttable presumption of an employment relationship as a solution. In Contrast, under our country’s Labor Standards Act, which has established subordination as a statutory element of employment contracts, it is still impossible to effectively identify the labor status of digital platform workers in practice. This article proposes to consider the development of judicial practice in the European Union and its member states, to include digital technology control in the review of subordination, and to adopt the model of the rebuttable presumption of employment relationships in legislation.