The use of independent contractor agreements has come under increasing scrutiny with changes to the Fair Work Act 2009 (Cth) and the application of certain tests that collectively determine whether a relationship is that of principal/independent contractor or employer/employee. Misclassification as a contractor relationship instead of an employment relationship can not only result in an underpayment of wages claim but also result in prosecution for sham contracting. Independent contractor agreements are still valid but can only be used where appropriate.
How we can help
Practical support, shaped to your matter.
We can assess your circumstances to determine whether the relationship is that of principal/independent contractor and, if so, draft a legally compliant independent contractor agreement.