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worker-classification

Classify proposed worker engagements as employee, contractor, temp, or vendor.

Updated May 26, 2026
Search Tags:#worker classification#independent contractor#misclassification risk#prospective planning#employee vs contractor#jurisdictional tests#employment law compliance
One-click install
npx skills add https://github.com/yachela/claude-for-legal-ar --skill worker-classification-yachela
Or copy as Structured Prompt for Agent▼
Please help me install this Agent Skill.
Skill: worker-classification
Source: https://github.com/yachela/claude-for-legal-ar/tree/main/employment-legal/skills/worker-classification
Command: npx skills add https://github.com/yachela/claude-for-legal-ar --skill worker-classification-yachela

SYSTEM DOCUMENTATION & REQUIREMENTS

💡 This Skill includes references (resource) components.

What problem does it solve?

This Skill helps attorneys and legal teams determine whether a proposed worker engagement is properly structured as an employee, independent contractor, temp, or vendor arrangement, and it flags where the facts don’t match the intended classification.

Core Features & Use Cases

  • Prospective-only classification gate: Stops if the engagement already started, steering users toward remediation/escalation rather than planning-only analysis.
  • Jurisdiction- and purpose-driven testing: Runs the applicable classification tests for the intake’s jurisdictions and legal purposes (e.g., wage/hour, payroll tax, unemployment, workers’ comp, benefits).
  • Explainable, factor-by-factor scoring: Produces scored prong/factor results with cited sources and a clear “closest classification” call.
  • Gap analysis against the intended structure: Highlights misclassification gaps with 🔴/🟡/✅ flags and identifies the most dangerous mismatches.
  • Escalation triggers for strict or high-risk scenarios: Routes to counsel when strict tests, contentious prongs, or heightened scrutiny apply.

Quick Start

Use the worker-classification skill when drafting a plan to hire a “contractor” and ask it to classify the proposal and identify misclassification gaps based on the worker’s work pattern, control, economics, and jurisdiction.

Frequently Asked Questions about worker-classification

High-intent search queries and answers about installing and using this skill.

FAQPage Schema
How do I classify a worker as an employee or independent contractor before hiring?▼

To classify a worker as an employee or independent contractor, run jurisdiction-specific tests that score control, economics, and work pattern factors before onboarding begins. This analysis determines the closest classification and flags mismatches against the intended structure.

What is worker misclassification risk and how do I identify it in a proposed engagement?▼

Worker misclassification risk occurs when a proposed contractor or vendor engagement fails legal classification tests. Identify it by running a gap analysis against the intended structure, which highlights dangerous mismatches with traffic-light flags and recommends the correct employment status.

Can I use a classification test for a contractor who has already started working?▼

You cannot use this prospective-only classification test for a contractor who has already started working. The process applies strictly to planned onboarding scenarios before work begins, steering active engagements toward remediation and escalation instead of planning analysis.

How do employment law classification tests vary by jurisdiction and legal purpose?▼

Employment law classification tests vary by jurisdiction and legal purpose, applying distinct criteria for wage/hour, payroll tax, unemployment, and workers' comp. The analysis runs applicable jurisdictional tests with cited sources to produce scored, factor-by-factor results for each legal purpose.

When should I escalate an independent contractor classification to counsel?▼

Escalate an independent contractor classification to counsel when strict tests, contentious prongs, or heightened scrutiny conditions apply. The analysis triggers escalation automatically if contested factors or strict-test conditions create significant misclassification risk during the jurisdiction-specific scoring process.

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