Last Updated: July 4, 2026 | For platform rules, bonuses, and real-time updates, please refer to the official app or announcements.
With less than three weeks to go before the special law on food delivery takes effect on July 21, delivery riders have recently been receiving notifications from platforms asking them to sign a new version of the service agreement. This wave of contract renewals is not just a formality—it determines whether you will be able to receive the full amount of financial compensation in the future, and the key lies in just three words: “aggregated length of service.”
The “Items That Must Be Included and Those That Must Not Be Included in Standardized Contracts for Food Delivery Services,” issued by the Ministry of Labor on June 26 and taking effect on July 21 in tandem with the special law, clearly stipulates: If a food delivery platform renews a contract to comply with the implementation of the special law, or if a contract is renewed by an affiliated company due to organizational restructuring or a transfer of business operations, the delivery rider’s original length of service must be “cumulatively counted” and must not be interrupted due to the renewal of the contract. In other words, whether you sign a new contract or even switch to a different contracting party, your previously accumulated years of service must continue to be counted.
Why is it so important to keep track of your years of service? Because the economic compensation under the Special Act is calculated based on years of service: for each full year of service, 0.5 months’ average compensation is paid; for periods less than one year, compensation is calculated on a pro-rata basis, up to a maximum of 6 months’ average compensation, which must be paid within 60 days after the termination of the contract. In other words, years of service form the basis for the compensation amount; if your service record is “reset to zero” when you renew your contract, all your previous service time is effectively wiped out, and the compensation amount will be significantly reduced when you actually need to claim it.
Before signing, the most practical step is to review the new contract clause by clause: make sure the start date or the date your seniority begins, as stated in the contract, matches the actual date you started working—not a date reset to 2026 or July 21. If the contract asks you to “agree to a recalculation of your seniority” or changes the start date of your seniority to the day you began driving, this violates the provisions of the subsidiary law. Do not rush to sign; instead, verify the matter with the platform’s customer service or your local labor bureau. In the future, if the platform undergoes organizational restructuring or a business transfer (such as being taken over by an affiliate), your seniority must still be accumulated in accordance with regulations and will not be interrupted simply because the contracting party has changed.
Since the subsidiary regulations have just taken effect, the actual contract versions and operational details on various platforms may still be subject to adjustment. We recommend that you keep a complete copy of the contract sent by the platform and carefully review each clause one by one before signing. This wave of contract renewals is generally a positive development—it means delivery riders finally have contracts in writing to refer to; however, even the best system requires you to stay vigilant, especially regarding the “length of service” section—do not sign it off carelessly. For key points on how compensation is calculated, please refer to our previous summary:Key Points of the Law on Compensation for Delivery Workers: Up to 6 Months of Benefits, Follow us for more updatesTakeout News SectionThe
This article is based onOriginal report by Juheng.comCompiled for reference. For the actual terms of the contract and the determination of years of service, please refer to the official subsidiary regulations of the Ministry of Labor and official announcements; this article is intended for general informational purposes only, and this website does not provide legal advice.