{"id":2937,"date":"2026-10-23T05:25:53","date_gmt":"2026-10-23T05:25:53","guid":{"rendered":"https:\/\/kewlegal.com\/resources\/florida-employee-problems-business-owner-guide\/independent-contractor-misclassification-review-florida-employers\/"},"modified":"2026-10-27T14:41:05","modified_gmt":"2026-10-27T14:41:05","slug":"independent-contractor-misclassification-review-florida-employers","status":"publish","type":"page","link":"https:\/\/kewlegal.com\/resources\/florida-employee-problems-business-owner-guide\/independent-contractor-misclassification-review-florida-employers\/","title":{"rendered":"Is My Worker an Employee or Independent Contractor Florida"},"content":{"rendered":"\n<div class=\"wp-block-cover alignfull is-dark chg-hero\" style=\"min-height:460px;aspect-ratio:unset;\"><span aria-hidden=\"true\" class=\"wp-block-cover__background has-background-dim-70 has-background-dim wp-block-cover__gradient-background has-background-gradient\" style=\"background:linear-gradient(90deg,rgba(32,36,46,1) 0%,rgba(32,36,46,1) 55%,rgba(32,36,46,0.7) 100%)\"><\/span><img class=\"wp-block-cover__image-background wp-image-2936\" alt=\"Desk with employee handbooks, wage and hour records, and legal correspondence on workplace policy.\" src=\"https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/desk-with-employee-handbooks-wage-and-hour-records-and-legal-photo-1.jpg\" width=\"1376\" height=\"768\" srcset=\"https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/desk-with-employee-handbooks-wage-and-hour-records-and-legal-photo-1-150x150.jpg 150w, https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/desk-with-employee-handbooks-wage-and-hour-records-and-legal-photo-1-300x167.jpg 300w, https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/desk-with-employee-handbooks-wage-and-hour-records-and-legal-photo-1-768x429.jpg 768w, https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/desk-with-employee-handbooks-wage-and-hour-records-and-legal-photo-1-1024x572.jpg 1024w, https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/desk-with-employee-handbooks-wage-and-hour-records-and-legal-photo-1.jpg 1376w\" sizes=\"(max-width: 825px) 825px, 100vw\" fetchpriority=\"high\" decoding=\"async\"\/><div class=\"wp-block-cover__inner-container has-global-padding is-layout-constrained wp-block-cover-is-layout-constrained\">\n<p class=\"chg-eyebrow has-base-color has-text-color wp-block-paragraph\" style=\"text-shadow:0 1px 3px rgba(0,0,0,0.6),0 0 18px rgba(0,0,0,0.35)\">Employment Law for Employers | Coral Gables &amp; Sunny Isles Beach<\/p><h1 class=\"wp-block-heading has-base-color has-text-color\" style=\"text-shadow:0 1px 3px rgba(0,0,0,0.6),0 0 18px rgba(0,0,0,0.35)\">Is Your Worker an Employee or an Independent Contractor?<\/h1><p class=\"has-base-color has-text-color wp-block-paragraph\" style=\"font-size:clamp(0.875rem, 0.875rem + ((1vw - 0.2rem) * 0.625), 1.25rem);text-shadow:0 1px 3px rgba(0,0,0,0.6),0 0 18px rgba(0,0,0,0.35)\">KEW Legal helps Florida business owners work out how a worker should be classified, fix arrangements that no longer fit, and plan the next steps with confidence. Serving Miami-Dade and Broward counties.<\/p><div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\"><div class=\"wp-block-button chg-cta chg-cta-call\"><a class=\"wp-block-button__link wp-element-button\" href=\"tel:+13059902300\">Schedule a Free Consultation<\/a><\/div><div class=\"wp-block-button chg-cta chg-cta-form\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/kewlegal.com\/contact-us\/\">Schedule a Free Consultation<\/a><\/div><\/div>\n<\/div><\/div>\n\n\n<p class=\"wp-block-paragraph\" style=\"font-size:0.85rem;color:#6b7280;margin-bottom:1.5rem\">By Kristina E. Wilson \u00b7 Published October 23, 2026<\/p>\n\n<article lang=\"en\">\n\n\n<p>Owners often ask: is my worker an employee or independent contractor Florida? The answer decides which wage, tax and insurance rules apply to your business.<\/p>\n<p>This page explains the tests in plain terms, the warning signs owners miss, and what a written review covers. KEW Legal is a Florida business law firm with offices in Coral Gables and Sunny Isles Beach. It acts as outside general counsel for business owners and investors across Miami-Dade and South Florida.<\/p>\n<h2>What a Misclassification Review Is and Who Needs One<\/h2>\n<p>A misclassification review is a written look at how a worker is hired, paid and directed. The review compares those facts against the employee and independent contractor tests. The core question is simple: does the way the work runs match the label you gave it?<\/p>\n<p>This review fits three kinds of owners:<\/p>\n<ul>\n<li>Owners who pay people on Form 1099 and want to confirm that setup still holds up.<\/li>\n<li>Owners with a worker who has asked for W-2 status or raised a pay complaint.<\/li>\n<li>Owners preparing for a sale, a buy-in or investor due diligence, where a worker question may come up.<\/li>\n<\/ul>\n<p>A review is not a lawsuit, and it does not replace a response to an agency audit. It identifies risk and options. It does not promise how a court or agency will rule. KEW Legal offers this work as part of its employment law services for employers.<\/p>\n\n<div class=\"cta-dose-mid wp-block-group has-contrast-color has-surface-background-color has-text-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-32197852 wp-block-group-is-layout-constrained\" style=\"background-color:var(--wp--preset--color--surface,#f2f3f5);color:var(--wp--preset--color--contrast,#22252b);border-radius:8px;padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem;border-left:6px solid var(--wp--preset--color--cta,currentColor);box-shadow:0 2px 10px rgba(0,0,0,0.18)\">\n<h3 class=\"wp-block-heading has-contrast-color has-text-color\">Not sure what your next step is?<\/h3><p class=\"wp-block-paragraph\">Talk it through with our team &#8212; the first consultation is free, confidential, and carries no obligation.<\/p><div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\"><div class=\"wp-block-button chg-cta-call\"><a class=\"wp-block-button__link wp-element-button\" href=\"tel:+13059902300\">Get a free consultation<\/a><\/div><div class=\"wp-block-button chg-cta-form\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/kewlegal.com\/contact-us\/\">Get a free consultation<\/a><\/div><\/div>\n<\/div>\n\n<figure class=\"wp-block-image size-large has-custom-border\"><img decoding=\"async\" src=\"https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/a-businesswoman-reviews-paperwork-at-a-desk-in-an-organized-photo.jpg\" alt=\"A businesswoman reviews paperwork at a tidy desk in an organized office.\" style=\"border-radius:8px;width:100%;aspect-ratio:16\/9;object-fit:cover\"\/><\/figure>\n<h2>How Florida Law Decides Who Is an Employee<\/h2>\n<p>Florida&#8217;s reemployment assistance law applies the usual common-law rules to decide who is an employee. Those rules look at who controls the work, not only the result. <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0400-0499\/0443\/Sections\/0443.1216.html\">Fla. Stat. \u00a7 443.1216<\/a> covers service by an individual who is an employee under those rules.<\/p>\n<p>Workers&#8217; compensation is a good example. See <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0400-0499\/0440\/Sections\/0440.10.html\">Fla. Stat. \u00a7 440.10<\/a>.<\/p>\n<p>Florida&#8217;s minimum wage amendment uses the federal Fair Labor Standards Act definitions of employer, employee and wage. It also says federal case law guides how the amendment is read. See <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?Mode=Constitution&amp;Submenu=3&amp;Tab=statutes#A10S24\">Fla. Const. art. X, \u00a7 24<\/a>. Federal wage cases also weigh the economic relationship between the worker and the business.<\/p>\n<h2>Warning Signs That Point Toward Employee Status<\/h2>\n<p>The strongest warning signs involve control.<\/p>\n<p>Watch for these signs:<\/p>\n<ul>\n<li><strong>Set hours or schedules:<\/strong> You assign shifts, require sign-in, or expect availability on set days.<\/li>\n<li><strong>Instructions on method:<\/strong> You train the worker, require your procedures, or approve how each task is done.<\/li>\n<li><strong>Your tools and pay structure:<\/strong> You supply vehicles, equipment or space, and you pay by the hour or week.<\/li>\n<li><strong>Ongoing core work:<\/strong> The worker performs work central to your business, indefinitely, and mostly for you alone.<\/li>\n<\/ul>\n<p>Some facts help your position. The worker runs a separate business, carries their own insurance, serves other clients, sets their own prices, and can make or lose money on a job.<\/p>\n<p>Florida law also limits the &#8220;casual labor&#8221; idea. Under <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0400-0499\/0443\/Sections\/0443.036.html\">Fla. Stat. \u00a7 443.036<\/a>, casual labor is occasional, incidental or irregular work of no more than 200 person-hours. Work performed in the course of the employer&#8217;s trade or business does not qualify. A worker who does your core job every week does not fit that exception.<\/p>\n<h2>What the Review Covers<\/h2>\n<p>A review looks at the records that show how the relationship works in practice. It covers four groups of documents:<\/p>\n<ul>\n<li>Written agreements, statements of work, independent contractor clauses, amendments, and any handbook language that applies to the worker.<\/li>\n<li>Invoices, payment records, payroll, and Form 1099 or W-2 filings for each worker across the relevant period.<\/li>\n<li>Schedules, texts, emails, and sign-in or site records that show how work is assigned and supervised.<\/li>\n<li>Tools, equipment, work location, exclusivity terms, and any non-compete or confidentiality terms.<\/li>\n<\/ul>\n<p>The written summary then addresses the main exposure areas:<\/p>\n<ul>\n<li><strong>Unpaid minimum wage.<\/strong> A worker who wins recovers unpaid back wages plus the same amount as liquidated damages, and reasonable attorney&#8217;s fees and costs, unless the employer proves good faith and reasonable grounds, in which case the court may, in its sound discretion, award no liquidated damages or an amount not exceeding the unpaid minimum wages. See <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0400-0499\/0448\/Sections\/0448.110.html\">Fla. Stat. \u00a7 448.110<\/a>. Before suing for unpaid minimum wages, the worker must give the employer written notice of the intent to sue that identifies the minimum wage the worker claims, the actual or estimated work dates and hours for which payment is sought, and the total amount of alleged unpaid wages through the date of the notice. The employer then has 15 calendar days after receiving it to pay the unpaid wages or otherwise resolve the claim. See <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0400-0499\/0448\/Sections\/0448.110.html\">Fla. Stat. \u00a7 448.110<\/a>. See <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0400-0499\/0448\/Sections\/0448.110.html\">Fla. Stat. \u00a7 448.110<\/a>.<\/li>\n<li><strong>Attorney&#8217;s fees in wage cases.<\/strong> The court may award costs and a reasonable attorney&#8217;s fee to the prevailing party. See <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0400-0499\/0448\/Sections\/0448.08.html\">Fla. Stat. \u00a7 448.08<\/a>.<\/li>\n<li><strong>Workers&#8217; compensation penalties,<\/strong> as described above.<\/li>\n<li><strong>Reemployment tax.<\/strong> See <a href=\"https:\/\/www.leg.state.fl.us\/statutes\/index.cfm?App_mode=Display_Statute&amp;URL=0400-0499\/0443\/Sections\/0443.131.html\">Fla. Stat. \u00a7 443.131<\/a>. Shifting a tax bill to a worker through pay deductions is not allowed.<\/li>\n<\/ul>\n<h2>How the Review Works, Step by Step<\/h2>\n<p>The review moves in five steps, from a first conversation to written findings. The timing depends on how many workers and records are involved.<\/p>\n<ol>\n<li><strong>Free first consultation.<\/strong> We talk through which workers and arrangements are in question. The first consultation is free, confidential, and carries no obligation to continue.<\/li>\n<li><strong>Document collection.<\/strong> You receive a checklist of what to gather and how to send it.<\/li>\n<li><strong>Analysis.<\/strong> Each worker&#8217;s role is compared against the control and economic-reality factors. The arrangement is reviewed as it actually runs, not only as written.<\/li>\n<li><strong>Written findings.<\/strong> You receive a plain-language summary for each worker. It covers the risk areas and options, such as updating agreements, changing how work is assigned, or responding to a specific claim or audit.<\/li>\n<li><strong>Ongoing guidance.<\/strong> Future hires and contracts are reviewed before you sign them.<\/li>\n<\/ol>\n<h2>Common Questions Owners Ask<\/h2><details class=\"wp-block-details chg-faq is-layout-flow wp-block-details-is-layout-flow\"><summary>Does a signed independent contractor agreement protect my business?<\/summary><p>A signed agreement matters, but agencies and courts look at how the work actually runs.<\/p><\/details><details class=\"wp-block-details chg-faq is-layout-flow wp-block-details-is-layout-flow\"><summary>Can I reclassify a contractor as an employee going forward?<\/summary><p>You can change how a worker is engaged from now on. Past payments should be reviewed at the same time.<\/p><\/details><details class=\"wp-block-details chg-faq is-layout-flow wp-block-details-is-layout-flow\"><summary>What if the worker asked to be treated as a contractor?<\/summary><p>The facts of the working relationship still matter most.<\/p><\/details><details class=\"wp-block-details chg-faq is-layout-flow wp-block-details-is-layout-flow\"><summary>Will a review tell me whether I owe money?<\/summary><p>A review identifies risk and exposure areas. It does not predict how any agency or court will rule.<\/p><\/details><details class=\"wp-block-details chg-faq is-layout-flow wp-block-details-is-layout-flow\"><summary>Does KEW Legal handle claims for workers?<\/summary><p>KEW Legal advises employers and business owners. Its employment work is on the employer side.<\/p><\/details>\n<div class=\"cta-dose-mid wp-block-group has-contrast-color has-surface-background-color has-text-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-32197852 wp-block-group-is-layout-constrained\" style=\"background-color:var(--wp--preset--color--surface,#f2f3f5);color:var(--wp--preset--color--contrast,#22252b);border-radius:8px;padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem;border-left:6px solid var(--wp--preset--color--cta,currentColor);box-shadow:0 2px 10px rgba(0,0,0,0.18)\">\n<details class=\"wp-block-details chg-faq is-layout-flow wp-block-details-is-layout-flow\"><summary>Not sure what your next step is?<\/summary><p class=\"wp-block-paragraph\">Talk it through with our team &#8212; the first consultation is free, confidential, and carries no obligation.<\/p><\/details><div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\"><div class=\"wp-block-button chg-cta-call\"><a class=\"wp-block-button__link wp-element-button\" href=\"tel:+13059902300\">Get a free consultation<\/a><\/div><div class=\"wp-block-button chg-cta-form\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/kewlegal.com\/contact-us\/\">Get a free consultation<\/a><\/div><\/div>\n<\/div>\n\n<figure class=\"wp-block-image size-large has-custom-border\"><img decoding=\"async\" src=\"https:\/\/kewlegal.com\/resources\/wp-content\/uploads\/2026\/10\/two-women-review-documents-together-in-a-modern-office-one-s-photo.jpg\" alt=\"Two women review documents in a modern office, one seated at a desk and the other standing beside her.\" style=\"border-radius:8px;width:100%;aspect-ratio:16\/9;object-fit:cover\"\/><\/figure>\n<h2>Why Business Owners Work With KEW Legal<\/h2>\n<p>KEW Legal focuses on business law for owners and investors. It ties workforce questions to the rest of the company.<\/p>\n<ul>\n<li><strong>Outside general counsel.<\/strong> The firm works with owners and investors in Miami-Dade and South Florida, with offices in Coral Gables and Sunny Isles Beach.<\/li>\n<li><strong>Connected practice areas.<\/strong> Employment questions sit beside contracts, commercial leases, partnership disputes and succession planning. A worker issue gets reviewed in the context of the whole business.<\/li>\n<li><strong>Responsible lawyer.<\/strong> Kristina E. Wilson is the responsible lawyer for this page. Natalie Martinez is also one of the firm&#8217;s lawyers who handles employment matters for employers.<\/li>\n<\/ul>\n<p>If you pay a bookkeeper, driver or project crew on 1099s and wonder whether that setup still holds up, call 305-990-2300 or <a href=\"https:\/\/kewlegal.com\/contact-us\/\">send us a message<\/a> to talk it through.<\/p>\n\n<\/article>\n<footer class=\"disclaimer\"><em>The engagement of a lawyer is an important decision that should not be based solely upon advertisements. The information on this website is general information about KEW Legal and the services we offer; it does not constitute legal advice and is intended for informational purposes only. Accessing this website or contacting our firm does not establish an attorney-client relationship. KEW Legal, 16690 Collins Ave Ste 1101, Sunny Isles Beach, FL 33160.<\/em><\/footer>\n\n\n<div class=\"wp-block-group alignwide has-global-padding is-layout-constrained wp-container-core-group-is-layout-583d630a wp-block-group-is-layout-constrained\" style=\"padding-top:3rem;padding-bottom:3rem;padding-left:1.5rem;padding-right:1.5rem\">\n<h2 class=\"wp-block-heading has-text-align-center\">How KEW Legal Can Help<\/h2>\n<div class=\"wp-block-columns alignwide is-layout-flex wp-container-core-columns-is-layout-f56f613f wp-block-columns-is-layout-flex\"><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><p class=\"wp-block-paragraph\"><span class=\"chg-icon chg-icon--document\"><\/span><\/p><h3 class=\"wp-block-heading\">Review Your Arrangements<\/h3><p class=\"wp-block-paragraph\">We look at your agreements, pay practices and how the work is actually carried out day to day.<\/p><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><p class=\"wp-block-paragraph\"><span class=\"chg-icon chg-icon--shield\"><\/span><\/p><h3 class=\"wp-block-heading\">Protect Your Business<\/h3><p class=\"wp-block-paragraph\">We help you identify exposure and adjust how workers are engaged before small issues become disputes.<\/p><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><p class=\"wp-block-paragraph\"><span class=\"chg-icon chg-icon--lightbulb\"><\/span><\/p><h3 class=\"wp-block-heading\">Plan the Change<\/h3><p class=\"wp-block-paragraph\">If a worker should be engaged differently going forward, we help you map out a practical transition.<\/p><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><p class=\"wp-block-paragraph\"><span class=\"chg-icon chg-icon--users\"><\/span><\/p><h3 class=\"wp-block-heading\">Counsel for Business Owners<\/h3><p class=\"wp-block-paragraph\">Our team works with owners and managers as outside general counsel, so employment questions stay connected to the rest of your business.<\/p><\/div><\/div>\n\n<\/div>\n\n\n\n<div class=\"wp-block-group has-contrast-color has-surface-background-color has-text-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-32197852 wp-block-group-is-layout-constrained\" style=\"background-color:var(--wp--preset--color--surface,#f2f3f5);color:var(--wp--preset--color--contrast,#22252b);border-radius:8px;padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem;border-left:6px solid var(--wp--preset--color--cta,currentColor);box-shadow:0 2px 10px rgba(0,0,0,0.18)\">\n<h3 class=\"wp-block-heading has-contrast-color has-text-color\">Talk to Counsel Before You Make Changes<\/h3><p class=\"wp-block-paragraph\">Changing how a worker is paid, scheduled or engaged can affect past payments as well as future ones. Speak with a lawyer before you make the switch.<\/p><div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\"><div class=\"wp-block-button chg-cta-call\"><a class=\"wp-block-button__link wp-element-button\" href=\"tel:+13059902300\">Call 305-990-2300<\/a><\/div><div class=\"wp-block-button chg-cta-form\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/kewlegal.com\/contact-us\/\">Call 305-990-2300<\/a><\/div><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-surface-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-583d630a wp-block-group-is-layout-constrained\" style=\"padding-top:3rem;padding-bottom:3rem;padding-left:1.5rem;padding-right:1.5rem\">\n<h2 class=\"wp-block-heading has-text-align-center\">Common Questions Business Owners Ask<\/h2>\n<div class=\"wp-block-columns alignwide is-layout-flex wp-container-core-columns-is-layout-f56f613f wp-block-columns-is-layout-flex\"><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><div class=\"wp-block-group has-base-background-color has-background is-layout-flow wp-block-group-is-layout-flow\" style=\"border-radius:8px;box-shadow:0 4px 14px rgba(0,0,0,0.08);padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem\"><h3 class=\"wp-block-heading\">Does a signed contractor agreement settle it?<\/h3><p class=\"wp-block-paragraph\">A written agreement is one part of the picture. We review how the working relationship runs in practice, not just the paperwork.<\/p><\/div><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><div class=\"wp-block-group has-base-background-color has-background is-layout-flow wp-block-group-is-layout-flow\" style=\"border-radius:8px;box-shadow:0 4px 14px rgba(0,0,0,0.08);padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem\"><h3 class=\"wp-block-heading\">Can we change a worker&#x27;s status now?<\/h3><p class=\"wp-block-paragraph\">We help you plan the change and review what came before it.<\/p><\/div><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><div class=\"wp-block-group has-base-background-color has-background is-layout-flow wp-block-group-is-layout-flow\" style=\"border-radius:8px;box-shadow:0 4px 14px rgba(0,0,0,0.08);padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem\"><h3 class=\"wp-block-heading\">What about past payments?<\/h3><p class=\"wp-block-paragraph\">Past payments and prior arrangements should be reviewed at the same time as any change, so the transition is handled carefully.<\/p><\/div><\/div><div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\"><div class=\"wp-block-group has-base-background-color has-background is-layout-flow wp-block-group-is-layout-flow\" style=\"border-radius:8px;box-shadow:0 4px 14px rgba(0,0,0,0.08);padding-top:1.5rem;padding-bottom:1.5rem;padding-left:1.5rem;padding-right:1.5rem\"><h3 class=\"wp-block-heading\">Who should I talk to first?<\/h3><p class=\"wp-block-paragraph\">Start with a confidential conversation with KEW Legal. We will listen to your situation and explain your options.<\/p><\/div><\/div><\/div>\n\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-base-color has-primary-background-color has-text-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-4d466591 wp-block-group-is-layout-constrained\" style=\"background-color:var(--wp--preset--color--primary,#20242e);color:var(--wp--preset--color--base,#ffffff);padding-top:3rem;padding-bottom:3rem;padding-left:1.5rem;padding-right:1.5rem\">\n<h2 class=\"wp-block-heading has-text-align-center has-base-color has-text-color\">Free First Consultation. Confidential, With No Obligation to Continue.<\/h2>\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-0aa01211 wp-block-buttons-is-layout-flex\"><div class=\"wp-block-button chg-cta chg-cta-call\"><a class=\"wp-block-button__link wp-element-button\" href=\"tel:+13059902300\">Schedule a Consultation or Call 305-990-2300<\/a><\/div><div class=\"wp-block-button chg-cta chg-cta-form\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/kewlegal.com\/contact-us\/\">Schedule a Consultation or Call 305-990-2300<\/a><\/div><\/div>\n<\/div>\n\n<h2 class=\"wp-block-heading\">Related practice areas<\/h2><ul class=\"wp-block-list\"><li><a href=\"\/resources\/florida-employee-problems-business-owner-guide\/\">Employee Problems in Florida: What Business Owners Should Do in the First 30 Days<\/a><\/li><li><a href=\"\/resources\/florida-employee-problems-business-owner-guide\/layoffs-reduction-in-force-employer-counsel-florida\/\">Layoffs and Reductions in Force: Employer Counsel in Florida<\/a><\/li><\/ul>\n<!-- chg:section-siblings -->\n<nav aria-label=\"More in this section\">\n<h2>More in this section<\/h2>\n<ul><li><a href=\"\/resources\/florida-employee-problems-business-owner-guide\/layoffs-reduction-in-force-employer-counsel-florida\/\">Layoffs and Reductions in Force: Employer Counsel in Florida<\/a><\/li><li><a href=\"\/resources\/florida-employee-problems-business-owner-guide\/eeoc-fchr-charge-response-employers-florida\/\">Employment Counsel for Employers Facing an EEOC or Florida Commission on Human Relations Charge<\/a><\/li><li><a href=\"\/resources\/florida-employee-problems-business-owner-guide\/employee-handbook-policy-review-florida-employers\/\">Employee Handbook and Policy Review for Florida Employers<\/a><\/li><\/ul>\n<\/nav>\n<!-- \/chg:section-siblings -->","protected":false},"excerpt":{"rendered":"<p>Is your worker an employee or independent contractor in Florida? Learn the tests, the warning signs, and how a written review works with KEW Legal.<\/p>\n","protected":false},"author":2,"featured_media":0,"parent":2040,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"chg_review":"","chg_sendback":"","chg_canonical":"","chg_lang":"","chg_hreflang":"[{\"hreflang\": \"en\", \"href\": \"https:\/\/kewlegal.com\/resources\/florida-employee-problems-business-owner-guide\/independent-contractor-misclassification-review-florida-employers\/\"}, {\"hreflang\": \"es\", \"href\": \"https:\/\/kewlegal.com\/resources\/es\/florida-problemas-empleados-guia-empresarios\/revision-clasificacion-contratistas-florida\/\"}, {\"hreflang\": \"x-default\", \"href\": \"https:\/\/kewlegal.com\/resources\/florida-employee-problems-business-owner-guide\/independent-contractor-misclassification-review-florida-employers\/\"}]","chg_jsonld":"[{\"name\": \"Worker Misclassification Review for Florida Employers\", \"@type\": [\"Service\", \"FAQPage\"], \"about\": [\"Independent contractor versus employee classification\", \"Florida workers' compensation classification (Chapter 440)\", \"Florida unemployment tax classification (Chapter 443)\", \"Federal Fair Labor Standards Act economic-reality analysis\"], \"@context\": \"https:\/\/schema.org\", \"audience\": {\"@type\": \"BusinessAudience\", \"audienceType\": \"Florida business owners and managers who pay workers as 1099 independent contractors\"}, \"provider\": {\"@type\": \"Organization\", \"@id\": \"https:\/\/kewlegal.com\/resources\/#organization\", \"name\": \"KEW Legal\", \"url\": \"https:\/\/kewlegal.com\/\"}, \"speakable\": {\"@type\": \"SpeakableSpecification\", \"cssSelector\": [\"article > p:first-of-type\", \".wp-block-details p\", \"article > h1\"]}, \"areaServed\": [{\"name\": \"Miami-Dade County, Florida\", \"@type\": \"AdministrativeArea\"}, {\"name\": \"Broward County, Florida\", \"@type\": \"AdministrativeArea\"}, {\"name\": \"South Florida\", \"@type\": \"AdministrativeArea\"}], \"description\": \"A written review of how a worker is engaged, paid, scheduled and directed, measured against the employee and independent contractor tests applied under Florida and federal law. 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