I’m informed by HR that we are being treated as freelancers, leaving out standard benefit deductions.
Is it acceptable for employees to take charge of arranging these mandatory contributions on their own?
In my experience working for both traditional organizations and more flexible contracting teams, I have noted that the management of statutory contributions typically falls within the employer’s responsibilities. While some companies may classify workers as freelancers to reduce administrative burdens, this approach carries significant legal risks. Employees should ensure there is clarity in their contracts regarding who handles these contributions to avoid potential liability later on. It is advisable to consult with a legal expert if any part of your agreement seems to shift this responsibility unilaterally.
Hey, I got really curious about this situation! I’ve seen a few cases where companies try to dodge their statutory obligations by flexing the freelancer label, and it always seems like a hot mess waiting to happen. Aren’t there legal guidelines that should prevent this kind of loophole? I mean, it could place employees in a really vulnerable position if things go south with their benefits. Have any of you come across a similar arrangement, and if so, how did you handle it? I’m wondering if there’s a more transparent way for both employers and employees to manage these contributions. Anyone have experiences or ideas on what to do next?