Classifying a worker as a contractor instead of an employee can be beneficial for businesses in terms of reducing costs, but there are significant risks associated with this practice. This blog dissects the issue of employee misclassification and seeks to educate on the risks associated with engaging in non-compliance. 

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Here are the 7 main risks associated with employee misclassification on a global scale:

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1. Legal and Tax Implications: The IRS and the Department of Labor have strict guidelines for determining whether a worker is an independent contractor or an employee. If the IRS or another government agency determines that you have misclassified an employee as a contractor, you may be liable for back taxes, penalties, and interest. In the US, this includes the employer's portion of FICA taxes for Social Security and Medicare.

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2. Employee Protections and Benefits: Contractors do not receive the same legal protections as employees. They are not covered by minimum wage or overtime laws, nor are they entitled to benefits like health insurance, retirement plans, paid leave, or worker's compensation. If a worker classified as a contractor should legally be an employee, the employer may be liable for back pay, benefits, penalties, and legal fees.

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3. Labor Law Violations: Misclassifying workers can lead to violations of labor laws, such as those related to overtime, rest breaks, and minimum wage. Employers may be subject to fines, penalties, and lawsuits for these violations.

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4. Risk of Lawsuits: If a worker believes they have been misclassified, they may file a lawsuit. This can lead to significant legal costs, even if the employer ultimately prevails. Additionally, some jurisdictions allow for class-action lawsuits, which could increase the potential damages and costs.

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5. Reputational Risk: Businesses found to have misclassified employees may face reputational harm. This could affect relationships with clients, customers, and potential hires.

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6. Worker Loyalty and Engagement: Contractors may not have the same level of loyalty or engagement as employees. They may not feel as invested in the company's success, which could impact productivity, quality of work, and customer satisfaction.

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7. Intellectual Property: There may be more risk associated with protecting your company’s intellectual property when working with contractors. Unless specified in your agreement, contractors may retain rights to the work they produce, whereas work produced by employees is usually owned by the employer.

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It's critical to understand the laws in your specific region or country as they can vary. When in doubt, businesses should utilize an HR software that manages compliance with local entities and makes it easy to switch and designate workers to different classifications.

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