Which factors are important in determining if a worker is classified as an independent contractor?

The classification of a worker as an independent contractor hinges significantly on the level of control that the employer exerts over the worker and the degree of independence that the worker maintains. This is crucial because independent contractors typically operate with a greater degree of autonomy compared to employees.

Factors such as the right to control the means and methods of work are central to this determination. If an employer directs how a task should be performed, this suggests an employer-employee relationship. Conversely, if the worker has the freedom to set their own schedule, choose their methods, and is only accountable for the results rather than the process, this indicates independence characteristic of a contractor.

While location, hours of work, equipment used, and duration of the work contract can be relevant in assessing the overall context, they do not fundamentally address the core issue of control and independence, which are the primary considerations in distinguishing between independent contractors and employees. Thus, the emphasis on control and independence is what solidifies the understanding of a worker’s classification in labor law.