Digital platform expansion in India has rapidly transformed the labour landscape, especially in the food delivery and transportation sectors, such as Uber, Ola, Swiggy, and Zomato. The Code on Social Security, 2020, formally classified the status of a ‘platform worker’ as an independent contractor, while simultaneously enabling digital platforms to control the conditions of workers’ employment through algorithmic control, deploying tools of task allocation and performance monitoring. The legal classification excludes platform workers from the basic labour legislations, such as the Minimum Wages Act, 1948; Payment of Wages Act, 1936; Payment of Bonus Act, 1965; Workmen’s Compensation Act, 1923; and Industrial Disputes Act, 1947.The main aim of the research is to examine the existing provisions and gaps between the legal classification of platform workers and their real working conditions. This study draws upon a doctrinal study of prevailing labour laws alongside primary data procured from in-depth interviews with 50 platform workers in Delhi.  The findings indicate that most platform workers in the survey relied on platform work for income, worked long hours, and lacked employment security and meaningful channels to address disputes or grievances. This finding highlights the need for new legislation that moves beyond the outdated employer-employee classification model and can provide digital platform workers with the fundamental rights of a minimum wage, algorithmic transparency, and social security and welfare legislation. It seeks to contribute towards realising the aim of ‘inclusive growth’ by 2047 by aspiring to ensure that platform workers across India enjoy dignified work with fair working conditions and job security.