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HR 7368

HOUSE RESOLUTION CREATING A SPECIAL LEGISLATIVE COMMISSION TO STUDY THE MANNER IN WHICH HEALTH INSURANCE, DISABILITY INSURANCE, UNEMPLOYMENT INSURANCE, RETIREMENT PLANS AND OTHER TRADITIONAL EMPLOYER PROVIDED BENEFITS ARE ACCORDED TO UBER AND LYFT DRIVERS, SELF-DIRECTED PERSONAL CARE ATTENDANTS, SELF EMPLOYED INDIVIDUALS, AND OTHER INDIVIDUALS ENGAGED IN PROVIDING SERVICES TO THE PUBLIC

2026 Regular Session Introduced by Dick Fascia and 5 co-sponsors

Rhode Island forms commission to study how gig workers, contractors, and self-employed can access traditional employee benefits like health insurance and retirement plans.

03/05/2026 Committee recommended measure be held for further study
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Bill Summary · HR 7368

Legislative bill overview

HR 7368 establishes a special legislative commission to examine how traditional employer-provided benefits (health insurance, disability insurance, unemployment insurance, retirement plans) are currently provided—or not provided—to gig workers, independent contractors, and self-employed individuals like Uber/Lyft drivers and personal care attendants. The commission would study the gaps and potentially recommend policy solutions to address benefit disparities between traditional employees and independent workers.

Why is this important

As the gig economy expands, millions of workers lack access to employer-sponsored benefits that traditional employees receive, creating gaps in health coverage, disability protection, and retirement security. This study could inform whether Rhode Island pursues policy solutions such as portable benefits systems, mandatory benefit contributions, or regulatory frameworks that apply to gig platforms—decisions with significant implications for worker welfare and business operations.

Potential points of contention

  • Business compliance costs: Gig platforms and small businesses may argue that mandating or facilitating benefits would increase operational costs and reduce flexibility, potentially discouraging hiring or raising service costs
  • Definitional challenges: Determining which workers qualify for benefits (employee vs. contractor status) remains contentious, with platforms arguing current classification is appropriate and advocates pushing for reclassification
  • Implementation complexity: Creating portable or affordable benefits systems for fragmented, part-time workforces presents administrative and financial challenges that could prove costly or impractical

Compiled from official sources — confirm details with the bill’s official record.

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