If you’re an HR professional dealing with contingent labor, you’ve probably felt the creeping anxiety as your company takes on more contract workers, consultants and freelancers.

The contingent workforce is on the rise, but so are the risks. Misclassification, legal violations and compliance headaches are lurking at every turn — and they can cost you big time. You could face millions in fines if you’re not careful.

In my 25+ years of experience placing more than 20,000 employees, I’ve seen it all — the good, the bad and the ugly when it comes to contingent labor compliance.

Tired of the benefits rollercoaster? Outdated systems, limited resources, and endless renewals can leave you feeling like you're stuck going up, down, and winding around the track to do it...

Here, we’ll explore the world of employment law, state regulations, and why, as HR professionals, it’s your job to stay one step ahead in this ever-evolving landscape.

Contingent Labor Compliance Risks

Contingent labor is often treated like the wild west of employment. And the risk of running into an issue is very real. You have workers on different contracts, working across state lines, possibly in various industries, and there’s always the looming question: Are they properly classified?

Classifying workers as independent contractors instead of employees is a classic pitfall. A single misstep can have major financial consequences. Misclassification can lead to fines, back taxes, and even lawsuits. Some companies...

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