The DOL asserts that this rule aligns with contemporary economic realities and offers better protection for workers. However, critics argue that the new rule will require more time and analysis to apply, thereby creating more uncertainty and liability for employers. Although this independent contractor rule could face legal challenges, businesses should still prepare for its implementation.
What Does This Mean for California Employers?
For companies employing workers in California, the DOL rule won’t alter their approach to classifying workers as employees or independent contractors because California adheres to a stricter test for determining employment status. To recap, the ABC test under California law presumes an individual is an employee unless the hiring entity demonstrates each of the following criteria:
If hiring entity is unable to prove that the individual worker meets all three of the above criteria, the worker will be classified as an employee rather than an independent contractor.
While the DOL’s recent independent contractor rule is not the same as California’s ABC test, its impact is anticipated to extend to businesses with employees outside of California. Consequently, it’s essential for multi-state employers to conduct a thorough review of their worker classification procedures. This review should consider both the federal guidelines and relevant standards specific to each state where work is being performed.
Employers can review additional guidance on the new rule from the DOL on its Frequently Asked Questions page.
CalChamber‘s free white paper, A Roadmap to California’s Worker Classification Law, discusses the ABC test, exceptions to the test and much more (members can read it here). Not a member? Learn how to power your business with a CalChamber membership.
