Person Risk Meter Person

Employees or Independent Contractors?


Get your misclassification risk level in real-time.

Three easy steps to your instant risk factor report.


Risk Calculator




What is your Independent Contractor misclassification risk level? Use IES's interactive Risk Calculator for an assessment.

Approximately how many 1099 Independent Contractors does the organization engage annually?

Do any of the 1099 Independent Contractors perform the same work as your organizations W2 employees?


Does the organization determine the 1099 Independent Contractor's work hours, work location, and how the work is performed?


Select the state(s) where work is performed by 1099 Independent Contractors.

On average, what does your organization pay a 1099 Independent Contractor annually?

States Selected


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Name Provide your first and last name.

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Do you know your risk level?

You'll Learn:

What is my misclassification
risk level?
What is my misclassification liability?
What is my misclassification penalties and fees?

Is my workforce classified accurately?

Is my worker a W2 employee or a 1099 independent contractor?

Is my new hire a W2 employee or a 1099 independent contractor?

Why It's Important to Classify Accurately

Misclassifying workers can trigger IRS or state tax audits, investigations by the U.S. Department of Labor, as well as lawsuits which can result in hefty fines, penalties, business interruptions, and bad press for your company.

Failure to provide W-2 forms for an employee can lead to back taxes of up to 41.5% of an employee's wages for up to three years. If the misclassification is determined to be intentional, corporations can face fines as high as $500,000 or even jail time.

Learn your misclassification risk level now. It's free!

Avoid Misclassification Errors and Costly Audits

For 50 years, a non-profit organization engaged instructors as "independent contractors", however due to the ever-changing worker classification laws in California, they were contacted by the EDD and told the instructors did not qualify as independent contractors and they were audited.

They had to pay back taxes for the previous 5 years for the workers that didn't qualify as 1099 Independent Contractors and pay back-taxes and penalties of $15k per worker for improperly classifying their instructor population. In addition, the insurmountable legal fees that came with hiring an attorney.

Read the full case study here.

IES has helped clients who have faced multiple misclassification settlements in the past. We work with clients to create robust vetting and onboarding processes and help tighten up independent contractor agreements.

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