In today’s globalized economy, multinational corporations often find themselves under scrutiny for their business practices and treatment of workers. Nike, one of the world’s most recognizable brands, has recently come under the spotlight. According to an article published by The Guardian on May 18, 2023, Nike may have misclassified thousands of temporary office workers and faces potential staggering tax fines of more than $530 million. 

As public awareness grows regarding corporate responsibility and fair treatment of workers, the revelations concerning Nike’s alleged misclassification practices have prompted discussions about misclassification risks that may arise when a company decides to engage independent contractors.

This blog post delves into the topic of worker misclassification, explores its consequences, and discusses how businesses can mitigate such risks. In particular, we’ll highlight a key solution which many businesses have turned to – engaging an Employer of Record to manage overseas workers in various countries.

What is Worker Misclassification?

Worker misclassification occurs when employees are incorrectly classified as independent contractors or temporary workers, denying them critical benefits, protections, and rights they would be entitled to as traditional employees. This practice, often unintentional, can arise from a lack of clarity in employment relationships, evolving labor laws, or inadequate understanding of legal requirements. It also stems from various factors including cost-cutting measures, labor market flexibility, and the rise of the gig economy.

Independent contractors and temporary workers are often excluded from benefits such as health insurance, retirement plans, paid leave, and unemployment benefits. They also lack the same level of legal protection, making it more challenging for them to seek recourse for workplace issues or unfair treatment. Furthermore, misclassification deprives workers of statutory employment rights, including the right to unionize, collectively bargain, and access workplace protections such as minimum wage laws and occupational safety regulations.

Potential Consequences of Worker Misclassification

The issue of worker misclassification poses substantial legal, financial, and reputational risks for businesses across the globe. Improper classification can lead to penalties, back-pay claims, and even lawsuits. In 2022, Uber agreed to pay New Jersey $100 million in back taxes to resolve allegations that it had misclassified its drivers as independent contractors – and this has not been the only instance involving misclassification that the ride-hailing giant has faced globally.

The consequences of worker misclassification for businesses extend beyond legal ramifications. Worker misclassification can disrupt the smooth functioning of a company’s operations through interruptions, legal battles, and the need for retroactive adjustments to compensation and benefits. Misclassified workers may also experience dissatisfaction, diminished productivity, and even reduced engagement due to a sense of exclusion and unfair treatment, which could result in higher turnover rates.

For growth-stage startups, the topic of misclassification could become a major dealbreaker and affect overall growth trajectory. For example, investors may view misclassification as a risk indicator. This can deter fundraising efforts and limit access to capital needed for growth and expansion. The disruptions of worker misclassification can also impede scalability and hinder the company’s ability to focus on its core growth initiatives. Classifying workers properly at the outset would help startups ensure compliance and prevent several issues that could damage the business permanently.

Difficulties of Using Independent Contractors

If companies choose to keep using independent contractors, they must navigate complex legal requirements, such as tax obligations, benefits eligibility, and labor protections, to ensure they are properly classifying and compensating their workforce.

However, it is not always clear or easy to distinguish between an employee and an independent contractor for various reasons. Whilst the overarching distinction lies in the nature of the working relationship and the level of control exerted by the employer, these are not immediately evident in the day-to-day treatment of workers. Companies often inadvertently treat their workers as employees even if they classify them as independent contractors.

The problem multiplies further when a company wishes to hire in more than one jurisdiction, as the definitions of an employee and an independent contractor vary between different jurisdictions.

The EOR Solution

An EOR is a service provider that takes on the legal and administrative responsibilities of employing workers on behalf of a company, including payroll, benefits, and compliance, and can play a vital role in mitigating misclassification problems. Here are some ways in which an EOR can help:

  • Proper Worker Classification: An EOR has expertise in local labor laws and regulations. They can assess the nature of the working relationship and ensure that workers are correctly classified as employees or independent contractors.


  • Compliance Management: Managing compliance with labor laws and regulations can be challenging, especially for companies operating in multiple jurisdictions. An EOR takes on the responsibility of managing payroll, tax withholding, benefits administration, and other compliance-related tasks. They also stay updated on changing regulations, ensuring that companies remain compliant.

  • Legal and Regulatory Knowledge: An EOR has a dedicated team of HR professionals who specialize in employment law and compliance in the countries or regions they operate in. They can provide guidance to companies on labor laws, worker protections, benefits entitlements, and other legal considerations, answer questions, and offer advice on worker classification matters.

  • Risk Mitigation: By engaging an EOR, companies can transfer certain risks associated with worker classification to the EOR. The EOR assumes legal and financial responsibility for employment-related matters, reducing some risk exposure for the company. In case of any audits or legal challenges related to worker classification, the EOR can assist in the process.

  • Flexibility and Scalability: For companies expanding into new markets or experiencing rapid growth, an EOR offers flexibility and scalability by quickly onboarding and managing employees in different locations, ensuring proper classification and compliance. This enables companies to focus on their core business activities while leaving the complexities of employment administration to the EOR.

  • Cost-effective Workforce Management: As seen in the abovementioned recent cases, the financial costs of worker misclassification could be severe. An EOR offers a streamlined and compliant solution to companies for managing their global workforce, while saving employment costs as companies can eliminate expenses associated with establishing legal entities, managing payroll and benefits administration, and navigating complex compliance requirements in different jurisdictions.

As more cases continue to arise, worker misclassification represents a pressing issue affecting labor markets globally. By choosing an EOR solution that offers the necessary infrastructure to properly classify workers, companies can traverse safely through a complex legal minefield and proactively reduce the risks associated with misclassification, promoting compliance and peace of mind.

Check out what an EOR solution would look like or contact us to connect with an HR expert today.