Gig Worker Employment Lawyer · Vancouver, BC
Gig Worker Rights in BC
You work through an app or online platform, and something has gone wrong.
Your pay may not add up. Your account may have been suspended or permanently deactivated. You may be dealing with harassment, discrimination, an injury or a work-related mental-health problem.
Or the platform may call you an independent contractor and you are trying to understand whether that label actually decides your rights.
It may not.
British Columbia has specific employment standards and WorkSafeBC protections for prescribed app-based ride-hail and delivery workers. Other freelancers and contractors can require a different legal analysis.
Tim Louis helps workers identify which rules apply to the work they were actually doing, what the platform was required to do, what records should be preserved, and what to consider before accepting a platform decision or allowing a deadline to pass.
Quick Answer
What rights do gig workers have in BC?
It depends on the work.
Since September 3, 2024, British Columbia has treated prescribed app-based ride-hail and delivery workers as employees for purposes of the Employment Standards Act. The special rules cover matters such as minimum pay during engaged time, transportation expenses, information that must be provided before accepting a work offer, wage statements, temporary suspension of platform access and permanent deactivation.
Those workers also have Workers Compensation Act and WorkSafeBC coverage for qualifying work-related injury, illness and occupational-health-and-safety issues.
But the special regime does not cover every person who earns income through an app, website or freelance platform.
And being deemed an employee for one statute does not necessarily answer every other question about employment status.
The app may use one label. The law may ask a different question.
BC Gig Worker Rights: 2026 Snapshot
| Issue | Current BC rule |
|---|---|
| Special app-worker rules took effect | September 3, 2024 |
| Covered work | Prescribed app-based ride-hail and delivery work |
| Current minimum wage | $21.89 per hour of engaged time, effective June 1, 2026 |
| Delivery distance allowance | At least $0.35/km during engaged time when using transportation other than walking |
| Ride-hail distance allowance | At least $0.45/km during engaged time while operating a motor vehicle |
| Work-offer transparency | Anticipated pickup and drop-off locations plus estimated payment |
| Wage statements | Required each payday with engaged time, kilometres, earnings, allowances, tips, deductions and net pay information |
| Temporary deactivation notice | Generally at least 72 hours' written notice |
| Temporary suspension duration | Access generally restored within 14 days, subject to statutory exceptions |
| Permanent deactivation | Written reasons required |
| WorkSafeBC | Coverage applies to prescribed ride-hail and delivery workers |
| Paid sick days | The ordinary five paid illness-or-injury days do not apply under the special regime |
| Statutory holidays | Ordinary ESA statutory-holiday provisions do not apply |
| Annual vacation | Ordinary ESA annual-vacation provisions do not apply |
These are starting points, not a substitute for reviewing the worker's actual relationship and the particular problem.
What Changed for BC Gig Workers in 2026?
The core app-based ride-hail and delivery rules took effect in September 2024.
Two developments make the subject especially current in 2026.
First, the app-based minimum wage increased to $21.89 per hour of engaged time on June 1, 2026.
Second, British Columbia completed another public review of the app-based worker rules on September 1, 2026. The Province has been assessing how the protections are working after almost two years in force.
The current rules remain the operative framework unless and until they are amended.
This page should be reviewed promptly if the Province changes the standards.
Before You Accept the Platform's Decision
Preserve the record before it changes
Digital work creates a particular evidence problem.
An account changes.
A notice disappears from the app.
Trip histories become harder to retrieve.
A worker loses access before downloading earnings information.
If something important has happened, preserve the records you are lawfully entitled to keep.
Save the deactivation notice.
Take screenshots of your account status.
Keep wage statements and earnings records.
Save emails and support messages.
Preserve your trip or delivery history where available.
Record what the platform said happened and when.
If you submitted a response or requested reconsideration, keep that too.
Tim's starting point
I start with the work itself, not the label the platform puts on it.
Before arguing about whether someone is an employee or contractor, Tim first needs to understand what work they were actually doing and what happened.
First: What Kind of Gig Work Were You Doing?
The answer changes the legal route
App-based ride-hail work
If you transport passengers who request rides through an online platform, BC's special online-platform employment standards may apply.
App-based delivery work
If you accept qualifying food, grocery or other delivery assignments through an online platform, the special regime may also apply.
Other freelance or contract work
If you are a coder, consultant, designer, tradesperson or another type of contractor obtaining work through an app or website, the special ride-hail and delivery rules do not automatically apply.
Your status may instead depend on the real working relationship.
BC's Employment Standards Branch says that simply calling someone an independent contractor does not decide whether the person is actually an employee. Control, independence, opportunity for profit or loss, integration and the nature of the business relationship can all matter.
Being called a contractor does not answer every legal question.
"Gig Worker" Can Mean Different Things
| Working relationship | What the label tells you |
|---|---|
| Prescribed ride-hail or delivery worker | Deemed an employee for BC Employment Standards Act purposes and treated as a worker for Workers Compensation Act purposes |
| Other worker who may actually be an employee | Status depends on the real relationship, not only the contract label |
| Genuine independent contractor | Contract and other applicable legal rights may govern, but ordinary employee rights do not automatically apply |
A status conclusion made for one statute does not necessarily decide status for every other legal purpose.
BC Gig Worker Law: What Changed on September 3, 2024?
For prescribed online-platform work, the Employment Standards Act treats the worker as an employee and the platform operator as the employer for purposes of that Act.
That is significant.
But the statutory wording is deliberately specific.
It does not mean every person working through an app is an employee for every legal purpose.
It does not mean every ordinary Employment Standards Act entitlement applies.
And it does not automatically establish common-law employee status.
That is why Tim's review starts with the particular right or problem rather than the word "gig."
Gig Worker Minimum Wage in BC: $21.89 During Engaged Time
As of June 1, 2026, prescribed app-based ride-hail and delivery workers must receive at least $21.89 per hour of engaged time.
Engaged time generally begins when a worker accepts a platform assignment and ends when the assignment is completed or cancelled.
That is different from every minute the worker is logged into the app.
The minimum is assessed across the worker's engaged time in the pay period. If online work earnings for the pay period fall below the applicable minimum for all engaged time, a shortfall payment can be required.
Tips and distance allowances are additional and are not used to reduce the minimum-wage obligation.
Example: why engaged time matters
A delivery worker may be logged into an app for three hours but have only two hours of engaged time because the worker spends the remaining hour waiting without having accepted an assignment.
The statutory minimum-wage calculation applies to the engaged time, not simply the entire login period.
That distinction is important when reviewing a pay problem.
Distance Expenses and Work-Offer Transparency
For prescribed delivery-service workers using transportation other than walking, the current minimum distance allowance is $0.35 per kilometre travelled during engaged time.
For ride-hail workers operating a motor vehicle, the current minimum is $0.45 per kilometre during engaged time.
These amounts are separate from the engaged-time minimum wage.
Before a platform assignment is accepted, the work offer must also specify:
- the anticipated pickup location
- the anticipated drop-off location
- an estimated total amount payable for completing the assignment
The anticipated pickup and drop-off locations must be within 300 metres of the actual locations.
This gives workers more information before deciding whether to accept a ride or delivery.
Your Wage Statement Can Help Reveal a Pay Problem
For prescribed ride-hail and delivery workers, the platform must provide a wage statement every payday.
The required information includes:
- total hours of engaged time
- total kilometres travelled during engaged time
- online work earnings
- any minimum-wage shortfall payment
- the applicable distance-allowance rate
- total distance allowances
- gratuities paid through the platform
- deductions and explanations
- net pay
If you are questioning your pay, compare:
engaged time → online earnings → kilometres → distance allowance → tips → deductions → net pay
A worker does not always need to reconstruct the entire relationship from memory. The platform's own wage records may help show whether the statutory calculation was followed.
What Employee Rights Do Not Automatically Apply?
The special regime is not the same as ordinary employment
Although prescribed ride-hail and delivery workers are employees for purposes of the Employment Standards Act, several ordinary ESA provisions are expressly excluded.
Those exclusions currently include:
- most ordinary hours-of-work and overtime provisions
- statutory holidays
- the five paid illness-or-injury leave days
- annual vacation
- certain other specified entitlements
The prohibition against excessive hours continues to apply.
So this statement would be wrong:
"Gig workers are now employees, therefore they receive every normal employee benefit."
The legislation is more precise than that.
Employee status under one statute answers some questions. It does not automatically answer all of them.
Gig Worker Deactivation in BC: What If Your Account Is Suspended?
A platform cannot always remove access without warning
For prescribed ride-hail and delivery workers, a platform intending to temporarily remove the worker's ability to accept assignments generally must provide at least 72 hours' written notice.
The notice must specify the reasons for the suspension and identify any existing process, including applicable time periods, through which the worker may respond or ask the platform to reconsider.
There are exceptions where the employer, acting reasonably, determines that:
- serious misconduct occurred
- continued platform access presents an immediate health or safety risk
- immediate removal is required by law
- immediate removal is required by a law-enforcement order
Temporary removal generally must end within 14 days unless a longer period is reasonably necessary for one of the specified statutory reasons.
One important distinction:
The law does not require every platform to create an appeal or reconsideration procedure.
If one exists, however, the notice must tell the worker about it.
My app account was suspended. What should I preserve?
Keep:
- the suspension notice
- the reason given
- the date and time the notice was received
- the date and time access actually stopped
- screenshots of account status
- any warning or complaint identified by the platform
- any response process offered
- reconsideration correspondence
- earnings and trip records
- platform-support communications
If access to the app is how you earn your income, preserving this information early can matter.
Free consultation
If your platform access has been suspended and you are unsure whether the notice or process complied with BC law, Tim can review the documents closest to the decision.
Free consultationWhat If Your Access Was Permanently Removed?
Permanent deactivation is different from a temporary suspension
If a prescribed ride-hail or delivery worker's access is permanently removed, the platform must provide written reasons.
The Employment Standards Branch also confirms that these workers remain covered by section 63 of the Employment Standards Act.
Depending on the circumstances, permanent termination can therefore create statutory compensation-for-length-of-service rights where the employer has not discharged its liability through sufficient notice or established just cause.
But another boundary matters:
Employee status for the Employment Standards Act does not automatically establish common-law employee status.
Two separate questions may exist:
What does the Employment Standards Act require?
Does the broader relationship create any additional contractual or common-law rights?
The first does not automatically answer the second.
Are Gig Workers Employees or Independent Contractors in BC?
Look at the legal question and the real relationship
Workers outside the prescribed ride-hail and delivery categories may still have important status questions.
A contract can call someone an independent contractor.
That matters.
But it does not necessarily determine status under the Employment Standards Act, the Human Rights Code or another legal regime.
Depending on the legal question, relevant facts can include:
- the company's control over the work
- the worker's independence
- whether the worker operates an independent business
- opportunity for profit
- risk of loss
- who provides equipment
- integration into the business
- continuity of the relationship
- economic dependence
Different statutes can also use different tests.
That is why status should be analysed for the specific legal question rather than declared once for every purpose.
The app may use one label. The law may ask a different question.
What If the Problem Is Harassment or Discrimination?
Gig work does not make harassment or discrimination disappear.
But the legal route depends on the relationship and what happened.
Prescribed ride-hail and delivery workers have occupational-health-and-safety protection through WorkSafeBC.
Human-rights protection may also apply where adverse treatment is connected to disability, race, sex, family status or another protected characteristic.
The BC Human Rights Tribunal recognizes that work performed as a contractor can sometimes fall within the Human Rights Code's employment area. The amount of control exercised by the organization and the worker's dependence on the organization can be relevant.
If bullying, sexual harassment, discrimination or retaliation is the central problem, continue to:
Is "Psychological Safety" a Legal Claim in BC?
Not by itself
Psychological health and safety is an important workplace concept.
WorkSafeBC recognizes psychosocial hazards and workplace conditions capable of causing psychological harm.
But BC does not provide one universal legal cause of action called a "psychological safety breach."
Depending on the facts, the legal problem may instead involve:
- occupational health and safety
- bullying or harassment
- a Workers Compensation Act mental-disorder claim
- disability discrimination
- accommodation
- retaliation
- platform-access rights
- another employment or contract dispute
The starting point is factual.
What happened?
Then:
Which legal framework addresses that particular harm?
Can a Gig Worker Make a WorkSafeBC Mental-Health Claim?
Some can, but distress alone is not enough
Prescribed app-based ride-hail and delivery workers have WorkSafeBC coverage.
For a qualifying mental-disorder claim, the Workers Compensation Act provides routes involving a reaction to one or more traumatic work events or a disorder predominantly caused by a significant work-related stressor or cumulative series of significant work-related stressors.
Bullying and harassment are expressly relevant to that framework.
A qualifying mental disorder must also meet WorkSafeBC's diagnostic requirements, which currently include diagnosis by a psychiatrist or psychologist.
A difficult working experience, worry or frustration is therefore not enough on its own.
Relevant evidence may include:
- what happened
- whether traumatic events occurred
- the intensity and duration of work-related stressors
- bullying or harassment
- medical diagnosis
- timing of symptoms
- what the worker reported
- what occurred afterward
- other possible causes
Deactivation Caused Severe Stress. Is That Enough for WorkSafeBC?
Not necessarily
Losing access to an app can be financially devastating.
It can also cause very real distress.
But the fact that an employment decision caused distress does not by itself establish a WorkSafeBC mental-disorder claim.
The Workers Compensation Act contains an exclusion concerning mental disorders caused by certain employer decisions, including decisions about working conditions, discipline and termination.
WorkSafeBC materially revised its mental-disorder policy effective March 2, 2026.
The current policy says the labour-relations exclusion is not absolute. It applies to decisions involving generic employment processes that are made and performed in good faith. Bad faith can include improper purpose, misuse of managerial authority, or communicating a management decision in an abusive or threatening manner.
That is why Tim asks:
What actually caused the psychological injury, and what happened around the decision?
That question can be more useful than simply asking whether deactivation was stressful.
What If a Disability Is Involved?
Disability creates another legal layer.
A platform or contract label does not necessarily end the human-rights inquiry.
Where the employment area of the Human Rights Code applies, questions can include:
- whether the worker has a protected disability
- whether there was adverse treatment
- whether disability was a factor
- what the organization knew
- whether accommodation was requested
- what accommodation was possible
- whether undue hardship became relevant
If the central problem has become medical leave, inability to work or disability benefits, the worker may need a separate disability and accommodation analysis.
Gig Worker Claim Deadlines: Starting Points
| Legal route | General starting deadline |
|---|---|
| Employment Standards complaint after employment ends | Generally 6 months after the last day of employment |
| BC Human Rights Code complaint | Generally 1 year |
| Workers Compensation claim | Generally 1 year |
These are starting points only.
Different claims, continuing contraventions and statutory exceptions can change the analysis.
Do not assume that an internal platform review, appeal or email exchange protects every outside legal deadline.
Gig Worker Evidence Checklist
You do not need to build a perfect legal file before contacting Tim.
Start with the records closest to the problem.
If the problem is pay
- wage statements
- accepted work offers
- engaged-time records
- trip or delivery histories
- kilometres travelled
- distance allowances
- tips
- deductions
- platform messages about pay
If the problem is deactivation
- temporary suspension notice
- permanent removal notice
- written reasons
- account screenshots
- date and time access stopped
- prior warnings
- appeal or reconsideration correspondence
- platform-support messages
If the problem is harassment or discrimination
- messages
- complaint history
- platform response
- customer communications you were shown
- chronology
- evidence of what changed after the complaint
If the problem is psychological injury
- chronology of workplace events
- safety or harassment reports
- medical records
- diagnosis
- platform communications
- evidence showing what happened around the disputed decision
Do not manipulate records or take information you are not lawfully entitled to possess.
Digital evidence can be valuable because it may show what the platform communicated before, during and after the disputed decision.
What People Often Get Wrong
"The contract calls me a contractor, so employment law cannot apply."
Too broad.
For prescribed ride-hail and delivery work, BC expressly deems the worker an employee for Employment Standards Act purposes.
Other relationships may still require classification analysis.
"BC made every gig worker an employee."
No.
The special regime applies to prescribed online-platform work, particularly ride-hail and qualifying delivery services.
"If I am an employee under the gig-worker rules, all normal employee benefits apply."
No.
Several ordinary Employment Standards Act provisions are expressly excluded for these workers.
"The platform can deactivate me whenever it wants."
Too broad.
Specific notice, reason and restoration rules can apply to prescribed ride-hail and delivery workers.
"I automatically get 72 hours to appeal."
No.
The 72-hour requirement generally concerns advance notice of temporary removal. The law does not require every platform to create a reconsideration process.
"Permanent deactivation automatically means wrongful dismissal."
No.
Statutory ESA termination rights and broader common-law employment rights are different questions.
"Psychological safety is one legal claim."
No.
Psychological health and safety can be legally important, but the available legal route depends on the underlying facts.
"If deactivation caused anxiety, WorkSafeBC must cover it."
No.
Diagnosis, causation, significant work-related stressors and the labour-relations exclusion can all matter.
"Contractors cannot have human-rights protection."
Too broad.
Contract work can fall within the Human Rights Code's employment area depending on the relationship.
When Should You Speak With a Gig Worker Employment Lawyer?
Consider getting advice if:
- your account has been suspended or permanently deactivated
- the platform's wage statements do not appear to match your work
- you received no notice or reasons for losing access
- you are unsure whether you are really an independent contractor
- you believe disability, race, sex or another protected characteristic affected a platform decision
- you experienced harassment, violence or a serious safety problem
- work-related events have caused a diagnosed mental-health condition
- an Employment Standards, Human Rights or WorkSafeBC deadline may be approaching
You do not need to decide which claim applies before calling.
Start with the work, the platform decision and the records closest to what happened.
Free consultation
How Tim Reviews a Gig-Worker Problem
I start with the work itself, not the label the platform puts on it
When someone tells me they are a gig worker, that does not tell me enough.
I want to know what they were actually doing.
Were they driving passengers?
Delivering food, groceries or other goods?
Providing professional or freelance services?
What did the platform control?
How was the worker paid?
What did the records show?
What happened to the worker's access?
Was the change temporary or permanent?
What reason was given?
Was there a process for responding?
Was there a safety problem?
Harassment?
Discrimination?
Has the worker's health been affected?
And when did the most important event happen?
Those answers tell me much more than the word "contractor."
Being called a contractor does not answer every legal question.
The goal is not to force every gig-worker problem into employment law.
The goal is to identify the legal framework that actually governs the problem in front of the worker.
Then we can decide what should happen next.
What Happens in a Free Consultation?
The first goal is to identify the right legal route
Tell Tim what work you were doing
Ride-hail, delivery, freelance or another platform relationship can lead to different rules.
Identify what happened
Was the problem pay, mileage, suspension, permanent deactivation, harassment, discrimination, injury, mental health or worker classification?
Review the records
The platform agreement, wage statements, screenshots, notices and support correspondence are often the best starting point.
Separate the legal questions
The problem may involve the Employment Standards Act, WorkSafeBC, the Human Rights Code, worker classification, contract law or more than one system.
Check the clock
Different claims have different deadlines.
Decide what makes sense next
That may mean responding to the platform, preserving evidence, filing an Employment Standards complaint, considering a WorkSafeBC claim, examining a human-rights issue or getting further legal advice.
Speaking with an employment lawyer does not commit you to litigation.
The purpose is to understand which rights actually apply before deciding what to do.
Frequently Asked Questions About Gig Worker Rights in BC
Are gig workers employees in BC?
Some are deemed employees for specific statutory purposes. Prescribed app-based ride-hail and delivery workers are treated as employees for Employment Standards Act purposes. That does not automatically decide every other worker's status or every other legal question.
What is the BC gig worker law?
British Columbia created specific rules for prescribed app-based ride-hail and delivery workers that took effect September 3, 2024. They include engaged-time minimum pay, distance allowances, work-offer transparency, wage statements, deactivation rules, workers' compensation coverage and occupational-health-and-safety protection.
Which gig workers are covered by BC's app-worker regulations?
The special regime applies to prescribed online-platform work, principally qualifying ride-hail and delivery-service work accepted through online platforms.
What is the minimum wage for gig workers in BC in 2026?
As of June 1, 2026, prescribed app-based ride-hail and delivery workers must receive at least $21.89 per hour of engaged time.
Does waiting for an Uber, Lyft or delivery order count as engaged time?
Engaged time generally runs from accepting a platform assignment until the assignment is completed or cancelled. Simply being logged into an app and waiting without accepting an assignment is different from engaged time.
What mileage or distance allowance do BC gig workers receive?
The current minimum is $0.35/km for qualifying delivery work using transportation other than walking and $0.45/km for ride-hail work while operating a motor vehicle, during engaged time.
What information must an app show before I accept a ride or delivery?
A qualifying platform offer must provide the anticipated pickup and drop-off locations and an estimated amount payable for completing the assignment. The anticipated locations must be within 300 metres of the actual locations.
Do BC gig workers get paid sick days?
Prescribed ride-hail and delivery workers are excluded from the ordinary five paid illness-or-injury leave days even though they are employees for ESA purposes.
Do gig workers get overtime, vacation or statutory holiday pay?
For prescribed ride-hail and delivery workers, most ordinary overtime provisions, statutory-holiday provisions and annual-vacation provisions are excluded. The no-excessive-hours rule continues to apply.
Can a platform deactivate my account without 72 hours' notice?
A prescribed ride-hail or delivery worker generally must receive at least 72 hours' written notice before temporary suspension, but exceptions can apply for serious misconduct, immediate safety risks and certain legal requirements.
Does the platform have to let me appeal a deactivation?
Not necessarily. The law does not require every platform to create a reconsideration process for temporary suspension. If a process exists, the notice must tell the worker about it.
What rights do I have if my account is permanently deactivated?
The platform must provide written reasons. Prescribed workers remain covered by ESA section 63, so statutory compensation-for-length-of-service rights may arise depending on the circumstances.
Does permanent deactivation automatically mean wrongful dismissal?
No. Statutory Employment Standards rights and broader common-law employee rights are different legal questions.
Can an independent contractor bring a BC human-rights complaint?
Potentially. Contract work can fall within the Human Rights Code's employment area depending on the relationship, including factors such as control and dependence.
Can a gig worker make a WorkSafeBC mental-health claim?
Prescribed ride-hail and delivery workers have WorkSafeBC coverage. A mental-disorder claim must still satisfy the statutory and policy requirements concerning diagnosis, work-related cause and other applicable conditions.
How long do I have to make a gig-worker legal claim?
There is no single deadline. Employment Standards complaints after employment ends generally have a six-month filing period, Human Rights Code complaints generally have a one-year filing period, and Workers Compensation claims generally have a one-year filing period, subject to their respective statutory rules and exceptions.
Official Sources
The final production page should principally rely on:
- Province of British Columbia, Online Platform Workers, Employment Standards Act s.3.1
- Province of British Columbia, Minimum Wage for Online Platform Workers
- Employment Standards Regulation s.34.3, exclusions for delivery and ride-hail workers
- Employment Standards Regulation ss.45.29 to 45.33, distance allowance, work-offer information, wage statements and platform-access rules
- BC Employment Standards guidance on employee versus independent contractor status
- Workers Compensation Act s.135 and current WorkSafeBC mental-disorder policy
- WorkSafeBC online-platform worker coverage
- BC Human Rights Code and Human Rights Tribunal guidance on contract work
- Province of British Columbia 2026 App-Based Gig Workers engagement review
Free Consultation
Before You Accept the Platform's Decision, Understand Which Rights Actually Apply
If you work through an app or digital platform and something has gone wrong with your pay, account access, safety, treatment or health, the words "gig worker" do not tell you what your legal rights are.
Start with the work itself.
Then look at what the platform controlled, what happened, what reason was given, what records exist, which law applies and whether a deadline is running.
Tim can review the working relationship and the documents closest to the problem and help you understand which legal issues may matter before you decide what to do next.
Free consultation
604-732-7678timlouis@timlouislaw.comTim Louis
Lawyer · Advocate · Vancouver
Current-law review
Reviewed for Current BC Gig-Worker Rules
This page is maintained for workers using apps and digital platforms in British Columbia who need current guidance about pay, platform access, worker status, WorkSafeBC coverage, discrimination, work-related mental health and the deadlines that may apply when something goes wrong.
What this page is designed to help with
Identifying which legal rules may apply when a worker has a problem with platform pay, temporary suspension, permanent deactivation, worker classification, harassment, discrimination, safety or a work-related mental-health issue, and what should be preserved before accepting the platform’s position or allowing a deadline to pass.
What the review protects
The page is reviewed for the scope of BC’s app-based ride-hail and delivery rules, current engaged-time pay and distance allowances, wage-statement requirements, temporary and permanent platform-access rules, Employment Standards exclusions, worker-status boundaries, WorkSafeBC mental-disorder guidance, human-rights overlap, filing deadlines, evidence guidance and canonical routing.
Current-law watch
September 2026
What changes the legal route
The kind of work, the platform decision, the worker’s legal status for the issue in question, and the deadline attached to that legal route.
Related verified guidance
If one part of the platform problem needs a deeper review, continue with the issue closest to the decision in front of you.
