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Start a free trialA person’s employment status is what defines the rights and employment protections they are entitled to at work, and therefore dictates the responsibilities that an employer owes to that employee.
Whenever you hire a new employee, it is up to you as their employer to decide what type of employment status you are hiring them under.
The employment status you choose is going to have a big impact on the way they work, and it's essential to make sure you follow HR compliance.
If you’re running a small business, it’s important that you understand the different types of employment status so you can choose the right one. If you don’t choose the correct employment status, it could make your life really difficult further down the line.
But before we get to that… we need to cover the different types of employment status.
There are three different types of employment status.
The ‘worker’ status is the most casual of the three different types of employment status. A person is generally defined as a ‘worker’ if:
Anyone classified as a worker is entitled to the following employment rights:
The ‘employee’ employment type covers anyone working under a contract of employment. Employees enjoy all the protections of a ‘worker’, but with a range of additional employment rights and protections. A person is generally understood to be an employee if they:
Have a contract of employment (that doesn’t necessarily need to be a written contract, though – sometimes, a verbal contract is enough – download our employment contract template right here if needed).
People falling under the ‘employee’ form of employment status enjoy all the employment protections of a ‘worker’ in addition to the following:
The final type of employment status is self-employed. A person is self-employed if they run their own business for themselves and are solely responsible for its success. They are not protected by the employment rights enjoyed by employees, simply because they don’t have an ‘employer’ in the same way.
You can usually tell that someone is self-employed if:
What they usually do have is a contract with their client/clients, which will set out the obligations or rights they have in relation to the person who pays them for that work.
So, those are the different types of employment status, but we still have a few more questions to answer. First up – why does employment status matter?
If you’re looking to hire someone to work at your small business, then it’s really important you choose the right type of employment status for the work they’ll be doing. Here's why:
In order to select the right employment status for your new hire, you first need to think about the kind of work you need them to do. For example, ask yourself questions like:
Once you’ve answered those questions, you should be in a better position to decide which type of employment status they should come under.
This is because the different types of employment status demand different things of the employer and employee.
If it’s a short-term project with a clear start and endpoint, then you might find that a freelancer under the ‘self-employed’ employment status is the right choice.
If the work your business needs to do is an ongoing long-term requirement, then you would probably benefit more from the stability of a permanent employee.
Want to learn more about HR compliance? Simply have a look at our guides: