DoorDash has faced a series of legal challenges in California over how it classifies and pays delivery drivers in the gig economy, where companies often treat workers as independent contractors rather than employees. California’s rules in this area have been especially contested, shaped by court decisions like *Dynamex* (which tightened the test for contractor status), state legislation such as AB 5, and later Proposition 22, which created a special framework for “app-based” drivers with guaranteed earnings formulas and certain benefits but not full employee status. Against that backdrop, settlements have become a common way to resolve disputes over reimbursement, pay practices, and related worker protections without years of litigation. This particular class action settlement is notable because it targets a narrower group: California DoorDash drivers who previously opted out of earlier settlement classes and therefore didn’t receive payments or releases from those deals. The lawsuit was filed to address claims that those opt-outs may still have been affected by the same alleged practices and should have an avenue for compensation, with payouts varying based on the settlement’s allocation method. The notice also highlights that no proof is required and sets a claim deadline of 3/18/26, signaling an effort to make participation easier and increase coverage—an approach often used in large consumer and worker settlements where records are largely held by the company. Broader implications extend beyond DoorDash, because similar gig-work class actions have been brought against other delivery and rideshare platforms, often focusing on reimbursement for expenses, pay transparency, wage statements, and whether workers were improperly treated as contractors under California labor standards. Even after Proposition 22, disputes continue over the boundaries of app-based work rules, and settlements like this reflect the ongoing negotiation between platform business models and evolving state regulation, especially in jurisdictions that scrutinize contractor classification and mandate specific disclosures and minimum compensation protections.