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In order for the Redline tool to deliver a determine quickly, accurately, and fairly, the individual conducting the assessment will understand the following:
- Whether the worker or their business performs ‘office-holder’ duties for their client (i.e. as a director, shareholder, or some other statutory role)
- If Substitution exists in the arrangement
- Whether the client can Direct the contractor to a different task with or without the contractor’s agreement (part of Supervision, Direction or Control)
- If the client Supervises how the contractor carries out the work (also Supervision, Directon or Control)
- If the client Control the contractor’s schedule of working hours
- Whether there is any Mutuality of Obligation between the client and contractor, i.e. an obligation to offer or accept further work beyond the contractual agreement
- Whether the contractor can choose where they work
Before you consider using Redline's Status Determination tool or alternatives to check a worker’s employment status, you will need to know the following:
- The worker’s responsibilities
- Who decides what work needs doing
- Who decides when, where and how the work’s done
- How the worker will be paid
- If the engagement includes any benefits or reimbursement for expenses
You should choose answers that best match the usual working practices of the engagement. If there is uncertainty in answering working practices questions Redline has access to the support you need to complete the determination with confidence.
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Redline offer knowledge-led, tailor-made recruitment programmes to suit clients’ specific needs. We adopt a ‘partnership’ approach to ensure a detailed understanding of clients’ objectives and requirements. For more information regarding how we can help your business, please contact Peter Livingstone, Director of Contracts & Interim on 01582 878852 or email PLivingstone@RedlineGroup.com.