Independent Contractor
The constant changes to Independent Contractor arrangements require Employers to maintain focus and records and regularly ensure compliance with the law. This area of law will continue to challenge Employers, Contractors, Subcontractors and the economics around market segments.
With legislative compliance issues ranging from workers’ compensation, superannuation, payroll tax, withholding tax, industry licensing, labour hire licensing, common law definitions, and market pressures are only matched by significant enforcement operations.
Large corporate Australia have long ignored their industrial relations risks and obligations, with current enforcement activities recovering $500 Million in wages in 2022.
Workforce Advisory works with Contractors, Subcontractors, Employers and Associations across a number of industries. The importance of setting the relationship or resetting arrangements are important obligations for Directors.
We assist a wide number of Employers across all industries including construction with questions, contractor agreements and supporting documents.
Related Articles
- Breaching industrial obligations and their consequences
- Supplying Invoices doesn’t substantiate contractor status
- Fair Work Ombudsman fails in appeal to deem workers in employee relationship
- High Court hands down decisions in two key independent contractor vs employee cases
- High Court to hear employer’s appeal on independent truckies as employees
- High Court to hear union’s appeal on independent contractor
- Determination of independent contractors overturned on appeal
- Independent Contractor status bars unfair dismissal application
- Civil Construction company fined for failing to act on FWO compliance notice
For queries about Independent Contractor arrangements or other employment questions, please contact Dean Cameron at Workforce Advisory Lawyers – We Know Employment Law on 1300 WAL LAW, 0417 622 178 or via email to dean.cameron@workforceadvisory.com.au
Disclaimer: This information is provided as general advice on workplace relations and employment law. It does not constitute legal advice, and it is always advisable to seek further information regarding specific workplace issues. Liability limited by a scheme approved under professional standards legislation.
