Employee misclassification refers to the incorrect classification of an individual who should be recognized as an employee but is labeled differently, often as an independent contractor.

This misclassification can prevent individuals from receiving employment benefits and protections such as health insurance, workers' compensation, and unemployment insurance. This type of misclassification also affects the employer's obligation to pay taxes, such as Social Security and Medicare taxes

Contractor relationships are great for temporary roles when you need specialist skills or additional bandwidth for short-term projects. 

But independent contractors shouldn’t be long-term permanent staff members, responsible for major initiatives, or manage other individuals if you want to avoid misclassification risks.

Unlike employees, independent contractors operate under their own business, dictate their own work hours, and methods, and are not subject to the same level of control by the hiring company.

The terms "worker," "employee," and "contractor" describe different types of work relationships. An "employee" typically works under an employment contract, is subject to the employer's control, and receives benefits such as health insurance and retirement plans. 

A "contractor" operates independently, often under a contract for services, and does not receive employee benefits. "Worker" is a more general term that can refer to anyone who performs work, including both employees and contractors, but it does not specify the nature of the employment relationship. 

Keep in mind that in certain countries, like the United Kingdom, the legal definition of the term “worker” is different.

Some employers establish relationships with workers as ‘pseudo-employees'. The employer considers the worker to be a contractor, but under local legislation, the worker would likely be deemed an employee.

These ‘pseudo-employees' maintain full-time employment, and are considered ongoing staff members whose work and working conditions are set by the company, but are employed as independent contractors. This contractor relationship violates strict contractor misclassification laws and may result in severe penalties and corrective actions to ensure ongoing compliance.

The best way to check your risk level is to use our free employment misclassification tool (scroll to the top of this page).

There can be serious consequences for misclassifying workers, either accidentally or on purpose.

The costs of employee misclassification can include harsh penalties and fines, plus back taxes. You may also be responsible for retroactive compensation to workers who are deemed misclassified by paying them for unpaid wages, any employee benefits they were denied to them as ‌contractors, and other legal penalties.

The impact of misclassification can also result in additional legal issues arising from workers, unions, or other groups harmed by the incorrect classification of workers.

 However, using contractor management software can help mitigate this risk. These platforms often include features such as localized contracts, compliance tools, and indemnity coverage to protect against misclassification risks. It is also important to stay informed about labor laws and ensure that the software you choose provides comprehensive compliance support.

What determines contractor misclassification?

Contractor misclassification occurs when a worker is incorrectly classified as an independent contractor instead of an employee. This distinction is crucial because it affects legal rights, benefits, and protections. 

The determination of a misclassification typically hinges on several factors:

• Control. If the company controls how, when, and where the work is done, the worker is likely an employee. Independent contractors usually have more freedom to decide on these aspects.

• Financial dependence. Employees generally depend on the employer for a steady income and often do not provide services to other clients. In contrast, contractors typically operate their own businesses and may have multiple clients.

• Nature and duration of the working relationship. If the work relationship is ongoing and integral to the business, this suggests an employment relationship. Contractors usually work on a temporary basis and complete specific projects.

• Equipment and supplies. Employees are often provided with the necessary tools and materials by the employer. Contractors usually use their own resources.

• Benefits. Employees are eligible for benefits like health insurance, pension contributions, and paid leave, whereas contractors are not.

• Tax treatment. Employees have taxes withheld by their employer, while contractors pay their own self-employment taxes.

Legal frameworks and tests for determining misclassification can vary by jurisdiction and can change. However, they generally involve these elements to assess the true nature of the work relationship.

Read our in-depth guide for more information on employee misclassification and how you can avoid it.

In the UK, Uber was forced to reclassify its drivers from contractors to another classification, ‘worker’. This highly-publicized case took five years to go through the legal process. After a 10-year court case, Swift Transportation, a US-based trucking company, paid out over $100 million in damages to 20,000 workers who were misclassified.

Various other cases have been raised around the world in recent years. Besides the financial impact of these misclassification cases, the cases can cause reputational damage: workers may quit or leave; potential employees may view your company unfavorably, and your customers may rethink their relationships.

While you may not be affected by contractor misclassification today, it’s still important to understand the risks. Businesses must be proactive by ensuring that every worker is correctly classified, set up regular reviews to check classification status and maintain compliance in all of the countries where their workers are based.

Businesses can prevent employee misclassification by using tools like Remote Contractor Management, which helps businesses hire, pay, and manage contractors efficiently. 

The platform helps employers remain compliant with regional regulations through localized contracts, offers enhanced security with indemnity coverage, and keeps companies informed about labor law changes globally. The platform includes built-in misclassification and tax tools to protect businesses from compliance risks.

Remote helps protect against misclassification risks by offering services that ensure compliance with local labor laws and regulations. They provide tools and resources to correctly classify workers as either employees or contractors based on the legal requirements in their respective countries. 

Remote also manages payroll, benefits, taxes, and compliance documentation, reducing the administrative burden on companies and minimizing the risk of costly legal mistakes. By handling these aspects, Remote assists companies in maintaining proper classification and adhering to employment laws, thereby safeguarding against potential misclassification issues.

Remote’s Contractor Management Plus service offers extra protection against misclassification, including indemnity coverage of up to $1 million.