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Often companies attempt to save on employer-related employment taxes and other employment costs by classifying some of their workers as independent contractors instead of employees.

Businesses expanding in Ontario must navigate the critical legal distinctions between employees and independent contractors, as these classifications determine which workers receive statutory protections under the Employment Standards Act, 2000. The relationship structure, control dynamics, and financial risk allocation differ significantly between these two categories, creating important compliance considerations for companies operating in the province.

The Decision Amending the Decision on the Determination of Companies Subject to Independent Audit was published in the Official Gazette on 17 March 2026 and entered into force on the same date.

While some "temporary" workers are employed by a staffing agency, other workers contract directly with a company as consultants or independent contractors.

California is replete with employment laws and regulations that create a difficult web for breweries of all sizes.

In another potential challenge to longstanding assumptions about the nature of the relationship between companies and workers, the Treasury Department announced plans this month to study closely the standards, practices, and tax treatment currently applied to independent contractor work arrangements.

The independent director holds a special place in terms of the governance of a company, its board and its management.

For the last few years, the "big thing" in employment litigation has been the misclassification of non-exempt employees as exempt under the Fair Labor Standards Act.

According to reports, more employers are hiring people as independent contractors rather than employees to avoid Obamacare, minimum wage requirements, or other laws that only protect employees.

As we will describe in this and its companion article, if you are an employer viewing such classifications optimistically in light of some recent legal developments, you should do so fully aware of the attendant perils.

It seems that Professional Indemnity insurance cover is soon to be compulsory for all independent midwives.

The Wage and Hour Division of the Department of Labor (DOL) issued a Field Assistance Bulletin (FAB) on Friday

An en banc panel of the U.S. Court of Appeals for the Federal Circuit held that the Festo presumption of surrender of equivalence applies where the applicant rewrites dependent claims into independent form, canceling the original independent claims that were determined to be unpatentable by the examiner, even though the claim limitations in the dependent claims were never amended.

The Decree on the Determination of the Companies Subject to Independent Audit No. 6434 published in the Official Gazette dated November 30, 2022 and numbered 32029, abolished the Decree on the Determination of the Companies Subject to Independent Audit ...

Employees are often misclassified as independent contractors. Misclassification can sometimes be an innocent mistake by all parties involved, or a conscious decision made by an employer to avoid certain responsibilities and costs ...

As the global market grows seemingly smaller, more and more companies are expanding their reach around the world.

The role of Independent Director features prominently in Corporate Governance Codes.