Contractor risk
Review employee-like and contractor-like signals without reducing classification to a legal yes-or-no score.
How to use the contractor signals
Review the working relationship against the structured classification factors below. The checklist highlights relevant signals; it does not make a legal classification for you.
Interactive review
Contractor classification signals
Mark whether each fact is present in the working arrangement. This does not determine legal status and does not produce a legal-risk score.
0 reviewed0 signals marked present
Subordination and direction
Increases employment reclassification risk
Employer set place
Increases risk
Employer set working time
Increases risk
Personal performance
Increases risk
Orders and control
Increases risk
Attendance requirements
Increases risk
Company tools
Significance: Context dependent
Organizational integration
Significance: Context dependent
Economic dependence
Exclusivity
Multiple clients
Business risk
Significance: Context dependent
Substitution
Significance: Context dependent
Payment structure
Significance: Context dependent
Classification depends on the facts, applicable law and the substance of the relationship. This checklist surfaces structured indicators only.
Contractor models
Contractor models
Employment rule
Contractor models
Employment rule
Classification factors
Employment rule
Employment rule
Employment rule
Employment rule
Employment rule
Employment rule
Employment rule
Employment rule
Employment rule
Employment rule
Employment rule
Employment rule
Employment rule
Employment rule
Misclassification consequences
Misclassification consequences
Employment reclassification
possible
Retroactive employee rights
Possible subject to claim and facts
Social security arrears
possible
Health contribution arrears
possible
PIT withholding consequences
possible
Annual leave claims
possible
Overtime claims
possible
Minimum wage claims
possible
Notice and termination claims
possible
Interest
possible
Administrative fines
possible
PIP involvement
Yes
Court claims
Yes
Direct PIP employment status decision power
Effective from
2026 07 08
Condition
after statutory process/non-compliance conditions under the 2026 amendment
Misclassification consequences
Employment reclassification
possible
Retroactive employee rights
Possible subject to claim and facts
Social security arrears
possible
Health contribution arrears
possible
PIT withholding consequences
possible
Annual leave claims
possible
Overtime claims
possible
Minimum wage claims
possible
Notice and termination claims
possible
Interest
possible
Administrative fines
possible
PIP involvement
Yes
Court claims
Yes
Direct PIP employment status decision power
Effective from
2026 07 08
Condition
after statutory process/non-compliance conditions under the 2026 amendment