In the pursuit of profit maximization, platforms have started a wave of “de-laborization” by weakening the subject suitability and organizational subordination of “online workers” and diluting their own labor management functions. A comparison of the dichotomous and trichotomous approaches to labor relations and an exploration of the jurisprudential basis for the subordination of labor relations reveals that there is no substantial difference between the path of formation of “online workers” and traditional workers. The application of the law on the constituent elements of traditional labor relations should follow the principle of factual priority, focusing on the determination of the right to instruct and discipline and the substantive scope of the business operated by the platform. The article aims to enhance the applicability of the constitutive elements of labor relations through their causal application. At the same time, it provides a theoretical basis for building a comprehensive management bridge between labor law, anti-unfair competition law and anti-monopoly law on platform employment.