Department of Labor Issues Final Rule on Employee v. Contractor Classification

Jason Fisher

Share Post:

Proper classification of workers as employees or independent contractors is incredibly important for all businesses and the U.S. Department of Labor (“USDOL”) has just issued a final rule that makes it more difficult for business to classify individuals as independent contractors.

The final rule was published on January 10, 2024, and goes into effect March 11, 2024. It revises the USDOL’s guidance on how to analyze who is an employee and who is a contractor under the Fair Labor Standards Act (“FLSA”). The prior guidance, published during the Trump Administration, focused on only two factors: (1) the nature and degree of the worker’s control over the work, and (2) the worker’s opportunity for profit or loss.

The new rule returns us to the totality of the circumstances test that was previously applied. This test requires consideration of six factors: (1) the worker’s opportunity for profit or loss, (2) investments by the worker and the potential employer, (3) how permanent the work relationship is, (4) the nature and degree of control over the work, (5) whether the work is integral to the potential employer’s business, and (6) the skill and initiative required by the work.

Employees are entitled to more protections and rights under the FLSA than independent contractors such as minimum wage and overtime pay. This change signals an effort to combat the misclassification of workers as independent contractors and that courts will more often rule in favor of there being an employment relationship.

Misclassification can result in severe and expensive penalties including unpaid minimum wages and overtime, liquidated damages, and attorney fees. Employers should consider their current classifications and implement procedures and checklists to ensure contractor relationships are structured and maintained in a compliant manner. If you have any questions on worker classification and compliance with federal and state rules don’t hesitate to reach out to Milgrom & Daskam’s Employment Law team!



Jason focuses his practice on corporate governance, commercial finance, commercial contracts, and employment law. He advises clients on all aspects of general corporate matters and strategic business decisions including organization structure, operating/shareholder agreements, and private debt and equity offerings.

More Articles

Employment Law

Colorado’s FAMLI Act

In January 2024, the Colorado Paid Family And Medical Insurance (“FAMLI”) Act went into effect. It was approved by voters in 2020 and provides for up to 12 weeks of paid leave for Colorado employees who qualify. FAMLI benefits apply to those seeking parental leave, medical leave for yourself, medical leave to care for a family member, military family leave, and leave for those who have experienced domestic violence.

Read More »
Work-Life Balance

A D-Day Wake Up Call

Travel and reflection, particularly when it takes us out of our comfort zone, strengthens our ability to empathize with others, improves our self-awareness and helps us better understand our place in the world; both as humans and as lawyers. We return to our roles more informed and better able to connect with our community and serve our clients in an ever more challenging world.

Read More »
Business & Corporate Law

Navigating the SBA’s Collection Efforts on COVID-19 Loans

During the height of the COVID-19 pandemic, the Small Business Administration (SBA) launched various loan programs, such as the Paycheck Protection Program (PPP) and the Economic Injury Disaster Loan (EIDL) program, to support businesses grappling with unprecedented economic challenges. These programs were lifelines for many, providing essential funds to keep businesses afloat. However, as we move forward, the SBA has started to collect on these loans, leading to new challenges and questions for borrowers.

Read More »