熱門時事分享：全職工作退流行了？從外送專法看職場變革，沒有老闆的「零工時代」來臨｜20260512
目錄
2026 年 05 月 12 日｜HOT 用英文聊時事｜S1 EP26
歡迎收聽《HOT 用英文聊時事》。今天我們要來聊聊「零工經濟」。隨著科技與網路平台興起，越來越多企業不再只依賴全職員工，而是聘用約聘或專案制的外部工作者。舉例來說，有人白天是行銷經理，下班後兼任其他品牌的社群小編，收入來源多元，不完全依賴單一雇主。
Welcome to “Hot English Topics.” Today, we are going to talk about the “Gig Economy.” As technology and online platforms continue to grow, more and more companies no longer rely only on full-time employees. Instead, they hire contract workers or project-based freelancers. For example, some people work as marketing managers during the day and manage social media accounts for other brands after work. Their income comes from multiple sources, and they do not depend on a single employer.
零工經濟，就是描述這種零散化工作興起的趨勢。它到底是什麼？為什麼吸引這麼多人投入？今天，我們就來拆解零工經濟的核心概念，看看它如何改變現代工作模式，以及自由與風險之間的微妙平衡。 (參考來源：未來城市)
The gig economy describes the growing trend of flexible, short-term work. What exactly is it? Why does it attract so many people? Today, we will explain the key ideas of the gig economy and see how it is changing modern work styles, as well as the delicate balance between freedom and risk.
《零工經濟來了》(The Gig Economy) 一書作者黛安．穆卡伊 (Diane Mulcahy) 將全職工作與失業分別放置於光譜兩端，而兩者之間的所有工作形式——包括特約派遣、臨時雇用、自營事業、兼差副業或平台接案等，都可稱作為「零工」。(參考來源：天下學習)
In the book The Gig Economy, author Diane Mulcahy places full-time employment and unemployment at two ends of a spectrum. All types of work between them—including contract work, temporary jobs, self-employment, side businesses, and platform-based projects—are considered “gigs.”
零工經濟在全球快速成長。在美國，2024 年約有 5,700 萬位零工工作者；而在台灣，2022 年從事非典型就業，包含部分時間、臨時性或人力派遣工作就業者的人數已高達 79.8 萬人，且呈現增加趨勢。這些數據意味著，新世代工作機會更多，收入模式也更靈活，而企業對外部獨立工作者的依賴也將持續增加。(參考來源：天下學習、經濟日報)
The gig economy is growing rapidly around the world. In the United States, there were about 57 million gig workers in 2024. In Taiwan, the number of people in non-standard employment, including part-time, temporary, and agency work, reached 798,000 in 2022 and continues to increase. These numbers show that the new generation has more job opportunities and more flexible income models, and companies will continue to rely more on independent external workers.
零工的優點很明顯。對個人而言，它提供時間彈性，能自由安排工作與生活；收入來源多元，也降低依賴單一工作的風險；同時還能累積多種技能，甚至跨領域經驗。對企業來說，外包工作能降低人事成本，快速靈活調度人力。只要妥善規劃時間與收入，零工經濟對企業與個人都是雙贏，讓生活和工作更有自主性。
The advantages of gig work are clear. For individuals, it offers flexible schedules and allows people to freely arrange their work and personal life. It also provides multiple sources of income, which reduces the risk of relying on only one job. At the same time, it helps workers build different skills and even gain cross-field experience. For companies, outsourcing work can lower labor costs and allow for fast and flexible workforce management. As long as time and income are well planned, the gig economy can be a win-win situation for both companies and individuals, giving people more control over their work and life.
然而，零工並非零風險。從金錢層面看，零工的收入不穩定，且缺乏勞健保及退休金等保障；從生活方面來看，若個人的時間管理不佳或專業技術不足，則工作與生活的界線將模糊化，導致長時間加班，甚至過勞。(參考來源：天下學習)
However, gig work is not without risks. In terms of money, income is unstable, and workers often lack protection such as labor insurance, health insurance, and retirement plans. In daily life, if people have poor time management or limited professional skills, the line between work and life can become unclear. This may lead to long working hours and even overwork.
零工的工作形式各式各樣，外送——就是其中常見的一種。不過，法律制度的改革，卻跟不上外送的風潮。外送員既不像正式員工，也不算單純接案者，出意外、被停權、收入不穩，常常求助無門，像是 Uber、Lyft 的司機都曾發起各種訴訟等。因此，台灣在 2026 年通過《外送員權益保障及外送平台管理法》，簡稱「外送專法」。
Gig work takes many forms, and food delivery is one of the most common examples. However, legal reforms have not kept up with this trend. Delivery workers are neither full-time employees nor simple freelancers. When accidents happen, accounts are suspended, or income becomes unstable, they often have nowhere to turn for help. Drivers for companies such as Uber and Lyft have even launched many lawsuits. As a result, Taiwan passed the “Delivery Staff Rights Protection and Food Delivery Platform Management Act,” known as the “Food Delivery Service Act,” in 2026.
為何要立外送專法？主要是因為平台雖然掌握派單、計價和運作規則，但並不被視為正式雇主，也不完全受傳統勞資法規約束。當發生糾紛時，外送員、餐廳和消費者各自被推向不同的法律或規範處理，而現有法律又只能管到其中一部分。長期下來，責任分散、制度失衡，正是促使政府立法的核心原因。
Why was this law created? The main reason is that platforms control order assignment, pricing, and operating rules, but they are not considered formal employers and are not fully regulated by traditional labor laws. When disputes happen, delivery workers, restaurants, and consumers are pushed into different legal systems or rules. At the same time, existing laws can only cover part of the problem. Over time, scattered responsibility and an unbalanced system became the key reasons for government action.
而外送專法的內容包括：明定外送員最低報酬、強制投保意外險及責任險、強化工作權、提供申訴救濟管道。此外，專法也同時規範了消費者的食品安全、個資安全問題。至於店家的契約內容，則訂定費用抽成機制、使交易紀錄更透明等規範。(參考來源：數位時代、Yahoo新聞、LINE TODAY)
The law includes clear rules on minimum pay for delivery workers, mandatory accident and liability insurance, stronger work rights, and complaint and relief channels. The law also regulates food safety and personal data protection for consumers. For restaurants, it sets rules on commission fees and makes transaction records more transparent.
不過，專法上路後，也遇到不少困難。平台擔心成本上升，可能會限縮派單或時段；外送員則擔心工作機會變少；消費者則怕外送變貴。產業界也憂心，如果制度設計不好，反而會讓市場變得更保守，影響整體服務品質。
However, after the law was introduced, many challenges appeared. Platforms worry about rising costs and may limit order distribution or working hours. Delivery workers fear fewer job opportunities. Consumers are concerned that delivery services may become more expensive. The industry also worries that poor system design could make the market more conservative and reduce overall service quality.
放眼國際，其實很多國家都走過類似的路。像西班牙直接把外送員認定為受雇勞工，結果讓平台縮編人力、轉向外包、部分外送員失去接單機會；美國紐約則用最低報酬制度管理，但也出現限單等問題。這些經驗都顯示，不管規定怎麼變，都有其好壞的結果。
Looking at the international level, many countries have followed similar paths. Spain directly classified delivery workers as employees, which led platforms to cut staff, shift to outsourcing, and reduce job opportunities for some workers. In New York, the United States, a minimum pay system was introduced, but problems such as order limits also appeared. These experiences show that every type of regulation has both positive and negative results.
所以，台灣的外送專法代表外送產業正式進入「被制度管理」的階段，未來能不能在保障權益和維持彈性之間找到平衡，才是真正的考驗 。(參考來源：數位時代、Yahoo新聞)
Therefore, Taiwan’s Food Delivery Service Act shows that the delivery industry has officially entered a stage of institutional regulation. Whether it can find a balance between protecting rights and keeping flexibility will be the real test in the future.
零工經濟並非完美，也不適合每一個人。它帶來自由與彈性，但同時要求更高的自我管理能力與風險意識。外送員就是典型例子：彈性的工作讓生活更自由，卻也面臨收入不穩、保障不足與制度空白的挑戰。台灣的外送專法，正試圖在自由與保障之間劃出底線，提供基本保障。因此，零工經濟提醒我們：現代工作模式需要制度跟上，而制度也必須兼顧彈性與監督。未來，找到自由與保障之間的平衡，才是零工經濟持續發展的關鍵。
The gig economy is not perfect and is not suitable for everyone. It brings freedom and flexibility, but it also requires stronger self-management and risk awareness. Delivery workers are a typical example. Flexible work makes life freer, but it also brings unstable income, weak protection, and gaps in the system. Taiwan’s Delivery Law is trying to draw a clear line between freedom and protection by providing basic safeguards. Therefore, the gig economy reminds us that modern work models need matching systems, and these systems must balance flexibility with supervision. In the future, finding the right balance between freedom and protection will be the key to sustainable development.
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CLN (Corporate Language Network) 創辦於 2014 年，是亞洲企業外語服務和培訓的領導品牌，旨在解決企業因外語所衍伸的相關問題，協助客戶成為具有跨文化溝通和國際合作能力的專業人士。我們提供一流的企業教育訓練、AI 學習工具、隨選隨上家教平台、文件翻譯、會議口譯、師資訓練等專業服務。這些年來，我們的合作廠商包含 Google、Yahoo、IBM、IKEA、Mercedes-Benz、台積電、聯發科等多家國際品牌。
Since 2014, CLN (Corporate Language Network) has delivered language training and cross-cultural communication services for companies across Asia, including brands such as Google, IKEA, TSMC and MediaTek.