Work through whether a role should be a contractor or employee: the legal reality test, cost comparison including the hidden items, and the risk of getting it wrong.
Help me decide contractor vs employee for: {{role}} (the work, hours pattern, how long I need it, who controls how it's done, whose tools). Work through: the reality test as the law sees it (control over how/when, integration into the business, ability to delegate, commercial risk, tools — my answers mapped against the sham-contracting indicators; the label on the contract doesn't decide, the reality does — flag if my situation smells like employment), the true cost comparison (employee: super, leave loading, workers comp, payroll tax maybe; contractor: higher rate, but check — super may STILL be owed for labour-only contractors), the risk of wrong (back-pay, super charges, penalties), and the verdict with the borderline-case advice: get a written opinion before committing. Note where my state/situation needs professional confirmation.
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