Misclassification as Independent Contractor

Protect Your Rights as a Worker & Employee in California

Secure unpaid wages and damages for employer negligence

You Shouldn’t Bear The Costs of Misclassification as Independent Contractor

California laws are very clear about employers’ responsibilities for classifying workers as independent contractors or employees because it makes a significant difference in the amount of available benefits. Independent contractors rarely receive overtime, medical coverage, social security credit, unemployment insurance, tax withholding, or other advantages.

Unfortunately, California employers who fail to classify workers correctly usually fail to pay employees what they are owed as well. This isn’t just an inconvenience. It’s a violation of your rights, and you need a knowledgeable advocate who understands the law and will fight for the compensation and damages you’re entitled to.

Baker Law Group, LLP, has helped misclassified California workers since 2002. If your rights have been violated by an employer, including your right to fair and full compensation as an employee, choose Baker Law Group, LLP, for unflinching advocacy and diligent support.

Common Roles Misclassified as Independent Contractors

Industries that are known for mischaracterizing their workers as independent contractors include:

Case Studies

Recent Case Results Include:

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Misclassification as Independent Contractor FAQ

Read All Frequently Asked Questions

An employee in California is entitled to file a lawsuit against their employer for damages caused as a result of being misclassified as an independent contractor. These damages often include all wages and benefits that have been illegally withheld from the employee. While the value of these benefits may seem small on a daily basis, over the years, the value of these benefits that employees are missing out on can easily reach thousands of dollars per employee. In addition, employers can be forced to pay attorney’s fees and the costs of the lawsuit.
Every case is different, but results from some high profile cases where employers mischaracterized workers as independent contractors include a case where a group of FedEx delivery drivers was awarded a judgment of $17.8 million in damages. In another high profile case, Microsoft agreed to a settlement of $96 million for improperly treating some of their workers as independent contractors when they were actually employees.

Cases Taken On Contingency

We do not charge for an initial consultation, and Baker Law Group, LLP, takes most wrongful termination cases on contingency, meaning you don’t pay until you win. When you contact Baker Law Group, LLP, we can tell you if a contingency fee structure is right for your case.