Employment status checklist - www.rossmartin.co.uk

How do you check for Employment Status? What are the tests for Employment Status? Am I employed or self employed or a worker of some other type?

Subscribers: please see Employment Status & detailed checklist, the detailed version of this guide.

This is a freeview 'At a glance' Employment status checklist.

At a glance

At a glance

A note of caution

Exercise caution when relying on answers and following a checklist solely on the basis of a written contract.

You may think that you have 'an IR35 proof contract' but if the parties act differently their actions will override written provisions.
Any changes agreed by the behaviour of the parties may be enough to vary terms.

Why check employment status?

An employer including an Employment Agency needs to know if a worker is an employee so that they can fulfil their obligations under employment law and for tax.

The rules for Off-Payroll Working require a regular employment status check:

Under IR35 the intermediary (i.e. the worker's own Personal Service Company) has to evaluate the hypothetical contract between the worker and the end-client.
From 6 April 2017 where the individual works via a Personal Service Company for a client in the public sector, responsibility for determining employment status and then operating PAYE rests with the public authority engaging the worker. See Off-Payrolling Public Sector
From 6 April 2021 where an individual works via a Personal Service Company for a large or medium-sized client in the private sector, responsibility for determining employment status and then operating PAYE rests with the engager. See Off-Payroll Working Private Sector

Checklist

Employment status checklist

To determine status you must consider whether an individual is engaged under a 'contract of service', or a 'contract for services'. The former will evidence an employment relationship, the latter self-employment.

Contract terms may be expressed in writing, however unwritten or implied variations also affect the actual relationship between the person engaging the individual.
The courts and HMRC consider a series of different factors to determine employment status. In each case, it is necessary to weigh up their importance before considering the fuller picture.
There is a large body of case law which is essential reading: it determines how certain terms are interpreted. See our subscriber guide: Employment Status & detailed checklist.

The following checklist provides a quick guide to the key employment indicators that may be used to denote whether an individual is employed or not.

Factor	Self-employed	Employee
Personal service	Will provide own services, but may also sub-contract work to others, or bring in outside assistance.	Only provides his personal services.
Mutuality of obligation	Is free to accept or turn down work if he desires. The engager is under no obligation to offer any work, or further work.	The employer is obliged to offer work, and the employee is obliged to do as the employer requests.
Right of control	Likely to be in control of most aspects of the work done.	An employer may control 'what', 'how', 'where' and 'when' work is done. However, a highly skilled employee may also exercise 'what' and 'how' also as the employment demands.
Right of substitution	May sub-contract work, or bring in assistance. Depends on nature of work; an individual may be engaged because of their personal reputation or skill and so no substitute will be acceptable.	It is rare for an employee to have the right to appoint a substitute.
Provision of own equipment	Will normally supply all small tools and bring in or hire in plant.	May sometimes supply own small tools or equipment: employer will provide all plant and machinery.
Financial risk/ability to profit	Will quote on a job-by-job basis. Is able to make more profit by more efficient working, or may incur loss if overruns on time, or if required to rectify defects in own time.	Paid whatever work is done, benefits from the National Living / Minimum Wage and statutory holiday entitlement. An employee will bear little risk unless exceptionally work directly relates to a bonus or commission scheme. Or, if poor work affects appraisal for promotion or other benefits.
Opportunity to profit	Can profit if work is performed efficiently, or from re-charging and making a profit on materials.	May only profit under a bonus or incentive scheme. However, may benefit from tips, or payments from third parties.
Length of engagement	Generally a fixed-term or short-term contract.	Contract will generally be open-ended after probation period (if any).
Part and parcel of the organisation	May become 'a fixture' in that his work brings him to the company regularly, but acquires no additional responsibilities or privileges as a result.	Is capable of being promoted, or manages other staff. Part of works pension, or SAYE scheme.
Employee type benefits	Unlikely to be entitled to any type of benefits. May be invited to functions with other external suppliers.	Part of pension scheme, enjoys canteen or sports club facilities, car parking, attends staff functions.
Right to terminate contract	If other party is in breach.	Would normally give notice under specified contract term.
Personal factors	May be engaged because of skills, reputation etc.	Personal factors may be the reason for appointment.
Mutual intention	The intention of the parties should be stated in written contract. This may not be persuasive if in reality the parties behave differently and should be given minimal weight.	If the parties intend the relationship to be one of employment it is difficult for the courts to say otherwise. In most cases the parties will have agreed written terms of employment and the employee will have enforceable rights under employment law.

Cest tool

Small print and links

Are you enjoying our content?

Thousands of accountants and advisers and their clients use www.rossmartin.co.uk as their primary TAX resource.

Register with us now to receive our receive our FREE SME Topical Tax Update & newletter.