Moreover, the final rule improves legal and economic certainty regarding worker-employer relationships by identifying the factors that are the primary determinants of whether an individual is working as an employee or independent contractor. The final rule’s clarification of which factors most clearly indicate that a worker is, in effect, running his or her own business—and therefore qualifies as an independent contractor—was a welcome change from the previous paradigm. Prior DOL regulations and legal precedent had been created to address a very different labor market, and the extensive growth of platform firms—intermediaries that connect customer and service provider—has increased the ambiguity of worker status. The final rule represents an appropriate adaptation of previous labor regulations to an evolving labor market.