If the DOL suggests that employees have work flexibility to a similar degree as independent contractors, then one should expect the empirical evidence to reflect this suggestion. But empirical research shows the opposite. First, as we have discussed earlier, studies show a willingness to pay for flexibility, meaning that workers are willing to accept lower compensation for more flexible arrangements, especially as independent contractors. Second, at least 14 surveys provide evidence of an overwhelming consensus: independent contractors choose those types of work arrangements because of the flexibility it affords them. Other surveys indicate that workers voluntarily leave (or want to leave) their current arrangements for more flexible arrangements. This evidence highlights the importance of including the value of worker flexibility in the proposed withdrawal’s economic impact analysis.