Misclassifying employees as independent contractors can have serious legal consequences for both employers and workers.
Colorado state law and federal regulations outline strict criteria for classifying workers correctly to protect their rights and ensure compliance with labor laws.
Big fines for businesses
Companies that misclassify workers in their employment contracts face large fines. These fines can include paying back wages, overtime, and taxes for Social Security, Medicare, and unemployment. Colorado’s Department of Labor and Employment (CDLE) actively investigates cases and penalizes businesses that break the rules.
Workers lose important benefits
Misclassified employees lose access to benefits like health insurance, workers’ compensation, and retirement plans. Under Colorado law, employees have the right to these benefits, which independent contractors do not receive. Incorrectly labeling workers denies them these protections and can lead to disputes and claims.
Risk of audits
Misclassifying workers can trigger audits from state or federal agencies. The IRS and CDLE review business records to ensure compliance. These audits disrupt business operations and harm the company’s reputation.
Legal trouble for both sides
Misclassification often results in lawsuits from workers seeking the pay and benefits they were denied. Companies also face legal charges for violating labor laws. Misclassified workers may struggle with self-employment taxes and lack workplace protections.
Creating fair workplaces
Properly classifying workers builds a fair and lawful workplace. Businesses must follow state and federal rules to avoid legal issues. Workers should understand their rights and confirm their classification. When both sides comply with labor laws, it fosters a transparent and respectful work environment.
