Worker Classification Risk Auditor
Answer ten questions about how you actually work with a contractor, pick the country, and get a misclassification-risk rating scored on the same factors a labour authority would weigh. Indicative only, never a substitute for legal advice.
| Country | Local test | Off-payroll / IR35 | Enforcement |
|---|---|---|---|
| Selected |
Each of the ten factors carries a weight from 2 to 3, reflecting how decisive it tends to be across common-law, ABC and IR35-style tests. Only factors you answer "points to contractor" or "points to employment" count; "mixed or unsure" answers are excluded from the denominator so you are never penalised for honesty. We sum the weight of every factor you marked as pointing to employment, divide by the total weight of the factors you answered, and scale that to 70 points. A jurisdiction with active enforcement adds 15 points; a country with an off-payroll or IR35-style regime adds 5. The total is capped at 100 and mapped to four bands: Low (0–29), Moderate (30–54), High (55–79) and Critical (80–100).
This auditor is indicative only and is not legal advice. The rating is a directional signal based on how you characterise each factor, not a legal opinion on any specific engagement. Misclassification is judged on the real substance of the relationship, not the label on the contract, and back-tax, social-contribution and benefit liabilities run from the start of the engagement. National tests, penalties and safe harbours change, and the facts of your arrangement may weigh differently in front of an examiner or a court. Always verify with qualified employment counsel before making engagement decisions.
Misclassification is judged on the real substance of the relationship, not the label on the contract. Authorities weigh control over how, when and where the work is done, whether the worker can send a substitute, how far they are integrated into your team, who bears financial risk, and how permanent the engagement has become. Most regimes treat an unbroken engagement past three months as a warning sign. Where the substance reads as employment, the cheaper and safer path is usually to convert to employment, often via an EOR, rather than defend contractor status in an audit and carry back-tax and benefit liabilities from day one.