Employee vs Contractor Test

Does 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