Australia’s gig economy is growing, infiltrating the arts and design; media and communications; computer and information technology; construction and extraction; hospitality; and transportation and material moving. This unprecedented growth is being driven by a growing supply of independent contractors and freelancers, alongside businesses that are demanding more flexible access to expertise and resources when and as needed. AirBnB, Uber, Etsy, Ozlance and Foodora are just some examples of platforms that currently make up our local gig economy… and there are plenty more changing the way we work. As you’d expect, with growth of this nature, the Australian government is beginning to pay the gig economy closer attention. Specifically it’s keen to ensure ensure that companies engaging individual workers are not blurring the lines between employment or contractor arrangements. As a contractor, it’s important that you’re aware of the difference between being an employee and a contractor as this can determine your liability for the work you perform, the way you pay tax, your superannuation contributions, your rights to holidays, sick leave and workplace health and safety protection. The somewhat subtle distinctions between the definitions of employee and contractor can be confusing – it’s multi-factorial as you can see from this table produced by the CPA. With over 20 years’ experience supporting contractors in Australia, Ayers Group is well qualified to review your existing employment contracts and advise you on your entitlements as a contractor. We can also help you manage your legal and tax obligations so that you can ensure you’re compliant in building your business. Talk to an Ayers Group consultant today.