Worker classification in California affects how people get paid and the types of legal protections they receive. State law sets clear standards for determining whether a worker is a California employee vs. an independent contractor. This classification affects which wage and hour laws apply to the worker, including their entitlement to minimum wages, overtime, rest breaks, and meal periods.
Proper worker classification matters for both employers and workers. Worker misclassification in California can lead to unpaid wages, higher taxes, and loss of benefits. For businesses, it can trigger government investigations, penalties, and lawsuits that affect the company’s operations and reputation.
Let’s look at the main differences between contractors and employees in CA and the legal implications of misclassifying them.
What Are the Main Differences Between Independent Contractors and Employees in California?
Employees work under the direction and control of an employer. The company decides when, where, and how the work gets done. Employees earn hourly wages or salaries, may qualify for overtime pay, and receive state-mandated benefits such as paid sick leave and workers’ compensation. Employers also withhold Social Security taxes and federal employment taxes and pay state unemployment insurance.
Independent contractors operate their own independently established business. They determine their own schedules, use their own tools or equipment, and often work with multiple clients. Rather than receiving W-2s that include tax withholdings, they typically receive 1099 forms that report their income but list no tax withholdings. Contractors handle their own tax obligations and can deduct expenses such as travel, supplies, and equipment from their taxes.
The ABC test helps California employers determine whether the worker is an independent contractor or employee. If a worker performs tasks central to the company’s main business or lacks true independence, that person likely qualifies as an employee under California law.
| Aspect | Employee | Contractor |
|---|---|---|
| Control | The employer controls what work is done, how, and when. | The contractor controls how the work is performed and typically sets their own schedule. |
| Payment | Paid a regular salary or hourly wage. | Paid per project or according to contract terms (may invoice the client). |
| Taxes | Employer withholds income tax, Social Security, and Medicare. | Contractor handles their own taxes and may receive a 1099 form (in the U.S.). |
| Benefits | Usually eligible for benefits like health insurance, paid leave, and retirement plans. | Typically not eligible for employer-provided benefits. |
| Job Security | Usually ongoing employment with legal protections (e.g., against wrongful termination). | Temporary or project-based relationship; ends when the contract does. |
| Tools and Resources | Employer provides tools, equipment, and workspace. | Contractor provides their own tools and resources. |
How Independent Contractor or Employee Status Is Determined
California law sets forth rules for determining whether a worker is an employee or independent contractor. Assembly Bill 5 (AB 5), which took effect in 2020, made these rules stricter by adopting what is known as the “ABC test.” The new law is based on the California Supreme Court’s 2018 decision in Dynamex Operations West, Inc. v. Superior Court, which first established the test.
Under the ABC test, a hiring entity can only classify a worker as an independent contractor if it proves all three of the following parts of the test:
- The worker must be free from the company’s control when performing the work.
- The work must fall outside the company’s usual course of business.
- The worker must already run an independent business that offers the same kind of service.
If the company fails to meet even one of these points, the worker is not an independent contractor and automatically counts as an employee under California labor laws.
AB 5 changed more than the independent contractor test in California. It also gave the state the power to enforce these rules and added limited exemptions for certain professions, such as lawyers, doctors, and accountants. This means that many workers who were once labeled as contractors, especially in industries like trucking, janitorial services, and app-based delivery, now qualify as employees.
Why Proper Employment Status Matters
A worker’s employment status can have massive financial, legal, and tax implications in California. Legal employees gain important protections under state and federal law (including under the Fair Labor Standards Act (FLSA)), including the right to a minimum wage, overtime pay, meal and rest breaks, and access to benefits such as paid sick leave and workers’ compensation. They also qualify for unemployment insurance benefits and disability insurance benefits when applicable. These protections provide financial stability and a safety net during periods of job loss or injury.
Independent contractors, by contrast, operate as self-employed individuals. They manage their own tax filings, pay self-employment taxes, and do not receive employer-provided benefits. They can deduct legitimate business expenses from their taxes, but they assume full responsibility for their retirement savings, insurance, and other costs that employers typically share.
Misclassification can have serious consequences for workers. When a company mislabels an employee as an independent contractor, the worker can lose access to key legal protections, pay, and benefits. Accurate classification helps workers secure fair pay, stable income, and the protections California law provides.
What Are the Legal Implications of Misclassifying Workers in California?
Misclassification of employees as independent contractors carries serious legal and financial risks. California law allows misclassified workers to file claims for unpaid wages, missed meal and rest breaks, and unreimbursed expenses. The Labor Commissioner can also require employers to pay back pay, penalties, and interest for noncompliance.
Employers can also face fines from the Employment Development Department and the Franchise Tax Board for unpaid payroll taxes and unemployment insurance resulting from incorrect independent contractor classification.
Misclassifying employees can also lead to lawsuits under the Private Attorneys General Act (PAGA), which allows workers to seek civil penalties on their own behalf and others. These claims often expand into class actions, which can create significant liability for employers.
Beyond monetary penalties, businesses risk losing credibility with regulators and damaging their reputations in the marketplace. California takes these violations seriously, and enforcement agencies continue to target industries where abuse remains common, including construction, delivery, and ride-sharing services.
Were You Misclassified? How Our Los Angeles Employment Attorneys Can Help
Employee misclassification is almost never just an innocent mistake. It’s more often an abuse of power and an attempt to take money and protections away from hardworking people. If you believe your employer has mislabeled you as an independent contractor to avoid paying you fair wages in California, Moon Law Group can help you fight back.
Contact Moon Law Group Today
Our Los Angeles employment lawyers have recovered millions of dollars in unpaid wages, penalties, and settlements for California workers who have faced this issue, and we’re here to help you demand accountability. We’ll handle every stage of the claims process and push for the maximum recovery allowed by law. Contact us today to arrange your free consultation and learn how our team can help you fight for what you’ve rightfully earned.
