Employee vs Contractor Test
Answer 8 questions about the working arrangement and get an instant classification — with country-specific tax and statutory implications.
Which country does this engagement apply to?
Classification Quiz
0 / 8 answeredDoes the company control how the work is done (not just what the outcome is)?
e.g. sets working methods, processes, or style
Is the person integrated into the day-to-day operations of the business?
e.g. attends team meetings, uses company email, has a job title
Does the company provide the tools, equipment, or workspace?
e.g. laptop, office desk, software licences
Is the person prohibited from working for other clients simultaneously?
e.g. a full-time exclusivity requirement in the agreement
Does the company set fixed working hours or a schedule?
e.g. 9-to-5, shift work, mandatory attendance
Has the engagement been ongoing continuously for more than 6 months?
Longer duration with the same party suggests an employment relationship
Does the company bear the financial risk — the worker is paid regardless of outcome?
e.g. paid even if the project is delayed or fails
Must the person perform the work themselves and cannot send a substitute?
Contractors can typically delegate work to another qualified person
Frequently Asked Questions
Employment classification explained
🇮🇩 PKWT vs PKWTT Framework (Kemnaker)
Key factors considered
- Nature of work (temporary vs permanent)
- Contract duration limits
- BPJS registration status
- Written contract requirement
How scoring works
Each “yes” answer indicating employee behaviour counts as 1 point.
Disclaimer: This tool provides a general framework only and does not constitute legal advice. Employment classification is fact-specific. Always consult a qualified employment lawyer or HR professional for your situation.
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Questions
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Countries
< 2 min
Result time