Remote hiring
compliance made simple
Classify workers correctly, understand international tax obligations, build compliant policies, and access the full compliance platform via dashboard and API.
Contractor vs. Employee Classifier
Answer these questions about your working relationship to assess whether a worker should be classified as an independent contractor or employee. This is for guidance only — consult legal counsel for formal classification decisions.
1. Does the company control when, where, and how the worker performs tasks?
2. Does the company set the worker's schedule or require specific working hours?
3. Does the company provide the tools, equipment, or software the worker uses?
4. Is the worker prohibited from working with other clients?
5. Does the company provide training on how to do the work?
6. Is the worker integrated into the company's organizational structure?
7. Can the company terminate the relationship without cause or notice?
8. Does the worker receive benefits (health insurance, PTO, etc.)?
9. Does the worker invoice for their services (vs. receiving a salary)?
10. Is the engagement project-based with a defined scope and end date?
Get Started
Need help with global compliance?
Our platform handles contractor compliance across 35 countries automatically. Escrow payments, tax documentation, and legal frameworks built in.