Businesses in Los Angeles need to understand the benefits and risks associated with hiring independent contractors. To ensure compliance and protect the interests of both parties, it is important to have a comprehensive, legally sound independent contractor agreement in place. This article provides a comprehensive overview of independent contractor agreements and what businesses in Los Angeles need to know before agreeing to work with an independent contractor.

Independent contractor agreements are contracts made between a business and a person hired to provide services without entering into an employment contract. The contractor agrees to provide specific services for the business in exchange for a set fee. The agreement should clearly spell out the services to be provided, the amount of compensation, how the contractor will be paid, and how the agreement will be terminated if either party is unsatisfied with the arrangement.

It is essential to understand that independent contractors are not usually subject to employment law and that they are not employees in the eyes of the law. This means they are not entitled to the same employment protections as employees, such as minimum wage and overtime pay, workers’ compensation benefits, and other state and federal labor laws.

When entering into an agreement with an independent contractor in Los Angeles, it is important to consider the requirements of the California Supreme Court’s Decision in Dynamex Operations West. In this decision, the court held that all California businesses must use a three-part test when identifying independent contractors. This test requires that the contractor must be free from the control and direction of the hiring entity in the performance of their services; that the contractor must be performing services that are outside the usual course of business of the hiring entity; and that the contractor must be regularly engaged in an independently established trade or occupation.

In addition to understanding the requirements of Dynamex Operations West, businesses in Los Angeles must also consider the federal Fair Labor Standards Act (FLSA). The FLSA sets minimum wage and overtime pay requirements for employees and independent contractors alike, and businesses must ensure that they are in compliance with these standards.

Finally, businesses in Los Angeles should be aware of the risks associated with hiring an independent contractor. For example, independent contractors may be regarded as employees if they are considered to be economically dependent on the business; they may be held liable for certain taxes; and the business may be liable for certain taxes associated with hiring a contractor. It is important to understand all of the potential risks and to craft a comprehensive independent contractor agreement that protects the interests of both parties.

When drafting an agreement with an independent contractor in Los Angeles, it is important to consult with an experienced lawyer. An experienced lawyer can help ensure that the agreement is legally binding and addresses issues such as payment, benefits, confidentiality, and termination. UpCounsel’s network of experienced Los Angeles-based lawyers can provide the legal advice and support businesses need to craft an independent contractor agreement that meets their needs and is legally sound.


Independent Contractor Agreement,

Los Angeles,

Employment Law