{
"success": true,
"data": {
"jurisdictionCode": "US",
"testName": "IRS Common Law Test (Economic Realities)",
"riskScore": 100,
"riskLevel": "critical",
"coverage": 100,
"presumptionOfEmployment": false,
"presumptionWarning": null,
"contractLabelNote": "Contract labels are not determinative. Regulators and courts assess the actual working relationship, not the contract title.",
"reasoning": "This engagement displays 6 employment indicators under the IRS Common Law Test (Economic Realities): behavioural control, financial risk, schedule control, investment in tools, relationship permanency, and multiple clients.",
"factors": [
{
"name": "behavioural_control",
"question": "Does the company control how the work is performed (behavioral control)?",
"answer": true,
"signal": "employee",
"weight": 25,
"scoreContribution": 25,
"explanation": "Instructing the worker on how, when, and where to do the work is the core behavioral control indicator under the IRS common law test."
},
{
"name": "schedule_control",
"question": "Does the company set or control the worker's hours?",
"answer": true,
"signal": "employee",
"weight": 15,
"scoreContribution": 15,
"explanation": "Company-set hours reinforce behavioral control and reduce the worker's independence."
},
{
"name": "financial_risk",
"question": "Does the worker bear genuine profit-or-loss risk on the engagement?",
"answer": false,
"signal": "employee",
"weight": 20,
"scoreContribution": 20,
"explanation": "Absence of profit-or-loss risk is a core financial control indicator supporting employee status."
},
{
"name": "investment_in_tools",
"question": "Does the worker provide and invest in their own tools or equipment?",
"answer": false,
"signal": "employee",
"weight": 15,
"scoreContribution": 15,
"explanation": "Reliance on company-provided tools is a financial control indicator supporting employee status."
},
{
"name": "relationship_permanency",
"question": "Has the engagement continued for an extended, indefinite-feeling period?",
"answer": 30,
"signal": "employee",
"weight": 15,
"scoreContribution": 15,
"explanation": "Long, open-ended engagements point toward an intended ongoing relationship rather than a discrete project."
},
{
"name": "multiple_clients",
"question": "Does the worker provide similar services to multiple clients in the market?",
"answer": false,
"signal": "employee",
"weight": 10,
"scoreContribution": 10,
"explanation": "A worker serving only one company looks more like an employee than an independent business."
}
],
"penaltySummary": {
"backPayYears": 3,
"criminalLiability": false,
"fineRange": "Varies by agency — IRS penalties plus DOL back-wage awards, typically uncapped"
}
},
"meta": {
"disclaimer": "Classification results are indicative only and do not constitute legal advice. Worker classification is fact-specific and jurisdiction-dependent. Always consult qualified legal counsel before making classification decisions.",
"cached": false
}
}
curl --location --request POST 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26944/classify+a+single+relationship' --header 'Authorization: Bearer YOUR_API_KEY'
--data-raw ''
{
"success": true,
"data": {
"results": [
{
"jurisdictionCode": "US",
"testName": "IRS Common Law Test (Economic Realities)",
"riskScore": 100,
"riskLevel": "critical",
"coverage": 25,
"presumptionOfEmployment": false,
"presumptionWarning": null,
"contractLabelNote": "Contract labels are not determinative. Regulators and courts assess the actual working relationship, not the contract title.",
"reasoning": "This engagement displays 1 employment indicator under the IRS Common Law Test (Economic Realities): behavioural control. Only 25% of this jurisdiction's factors were assessed based on the information provided; the remaining factors were excluded from the score.",
"factors": [
{
"name": "behavioural_control",
"question": "Does the company control how the work is performed (behavioral control)?",
"answer": true,
"signal": "employee",
"weight": 25,
"scoreContribution": 25,
"explanation": "Instructing the worker on how, when, and where to do the work is the core behavioral control indicator under the IRS common law test."
},
{
"name": "schedule_control",
"question": "Does the company set or control the worker's hours?",
"answer": null,
"signal": "not_assessed",
"weight": 15,
"scoreContribution": null,
"explanation": "Company-set hours reinforce behavioral control and reduce the worker's independence."
},
{
"name": "financial_risk",
"question": "Does the worker bear genuine profit-or-loss risk on the engagement?",
"answer": null,
"signal": "not_assessed",
"weight": 20,
"scoreContribution": null,
"explanation": "Absence of profit-or-loss risk is a core financial control indicator supporting employee status."
},
{
"name": "investment_in_tools",
"question": "Does the worker provide and invest in their own tools or equipment?",
"answer": null,
"signal": "not_assessed",
"weight": 15,
"scoreContribution": null,
"explanation": "Reliance on company-provided tools is a financial control indicator supporting employee status."
},
{
"name": "relationship_permanency",
"question": "Has the engagement continued for an extended, indefinite-feeling period?",
"answer": null,
"signal": "not_assessed",
"weight": 15,
"scoreContribution": null,
"explanation": "Long, open-ended engagements point toward an intended ongoing relationship rather than a discrete project."
},
{
"name": "multiple_clients",
"question": "Does the worker provide similar services to multiple clients in the market?",
"answer": null,
"signal": "not_assessed",
"weight": 10,
"scoreContribution": null,
"explanation": "A worker serving only one company looks more like an employee than an independent business."
}
],
"penaltySummary": {
"backPayYears": 3,
"criminalLiability": false,
"fineRange": "Varies by agency — IRS penalties plus DOL back-wage awards, typically uncapped"
}
},
{
"jurisdictionCode": "GB",
"testName": "IR35 / Off-Payroll Working Rules",
"riskScore": 0,
"riskLevel": "low",
"coverage": 0,
"presumptionOfEmployment": false,
"presumptionWarning": null,
"contractLabelNote": "Contract labels are not determinative. Regulators and courts assess the actual working relationship, not the contract title.",
"reasoning": "No relationship details were provided, so no risk assessment could be generated under the IR35 / Off-Payroll Working Rules. Provide relationship data to generate a risk analysis.",
"factors": [
{
"name": "substitution_right",
"question": "Does the worker have a genuine, unfettered right to send a substitute to do the work?",
"answer": null,
"signal": "not_assessed",
"weight": 20,
"scoreContribution": null,
"explanation": "Absence of substitution right is the strongest single indicator of employment under IR35."
},
{
"name": "mutuality_of_obligation",
"question": "Is there an ongoing obligation for the company to offer work and the worker to accept it?",
"answer": null,
"signal": "not_assessed",
"weight": 20,
"scoreContribution": null,
"explanation": "Long-running engagements with an implied obligation to continue create mutuality, a key employee indicator."
},
{
"name": "behavioural_control",
"question": "Does the company control how and when the work is performed?",
"answer": null,
"signal": "not_assessed",
"weight": 20,
"scoreContribution": null,
"explanation": "Control over the method of work is a primary employment indicator under IR35."
},
{
"name": "integration",
"question": "Is the worker integrated into the company's teams, systems, and premises?",
"answer": null,
"signal": "not_assessed",
"weight": 15,
"scoreContribution": null,
"explanation": "Integration into the business supports employment status."
},
{
"name": "financial_risk",
"question": "Does the worker bear genuine financial risk?",
"answer": null,
"signal": "not_assessed",
"weight": 15,
"scoreContribution": null,
"explanation": "Absence of financial risk is an employment indicator."
},
{
"name": "exclusivity",
"question": "Does the worker work exclusively or predominantly for this one company?",
"answer": null,
"signal": "not_assessed",
"weight": 10,
"scoreContribution": null,
"explanation": "Single-client contractors are at significantly elevated risk of an employment finding."
}
],
"penaltySummary": {
"backPayYears": 6,
"criminalLiability": false,
"fineRange": "Unlimited — HMRC recovers all unpaid tax plus interest"
}
}
]
},
"meta": {
"disclaimer": "Classification results are indicative only and do not constitute legal advice. Worker classification is fact-specific and jurisdiction-dependent. Always consult qualified legal counsel before making classification decisions.",
"cached": false
}
}
curl --location --request POST 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26945/classify+up+to+10+relationships' --header 'Authorization: Bearer YOUR_API_KEY'
--data-raw ''
{
"success": true,
"data": {
"results": [
{
"jurisdictionCode": "US",
"testName": "IRS Common Law Test (Economic Realities)",
"riskScore": 100,
"riskLevel": "critical",
"coverage": 40,
"presumptionOfEmployment": false,
"presumptionWarning": null,
"contractLabelNote": "Contract labels are not determinative. Regulators and courts assess the actual working relationship, not the contract title.",
"reasoning": "This engagement displays 2 employment indicators under the IRS Common Law Test (Economic Realities): behavioural control and schedule control. Only 40% of this jurisdiction's factors were assessed based on the information provided; the remaining factors were excluded from the score.",
"factors": [
{
"name": "behavioural_control",
"question": "Does the company control how the work is performed (behavioral control)?",
"answer": true,
"signal": "employee",
"weight": 25,
"scoreContribution": 25,
"explanation": "Instructing the worker on how, when, and where to do the work is the core behavioral control indicator under the IRS common law test."
},
{
"name": "schedule_control",
"question": "Does the company set or control the worker's hours?",
"answer": true,
"signal": "employee",
"weight": 15,
"scoreContribution": 15,
"explanation": "Company-set hours reinforce behavioral control and reduce the worker's independence."
},
{
"name": "financial_risk",
"question": "Does the worker bear genuine profit-or-loss risk on the engagement?",
"answer": null,
"signal": "not_assessed",
"weight": 20,
"scoreContribution": null,
"explanation": "Absence of profit-or-loss risk is a core financial control indicator supporting employee status."
},
{
"name": "investment_in_tools",
"question": "Does the worker provide and invest in their own tools or equipment?",
"answer": null,
"signal": "not_assessed",
"weight": 15,
"scoreContribution": null,
"explanation": "Reliance on company-provided tools is a financial control indicator supporting employee status."
},
{
"name": "relationship_permanency",
"question": "Has the engagement continued for an extended, indefinite-feeling period?",
"answer": null,
"signal": "not_assessed",
"weight": 15,
"scoreContribution": null,
"explanation": "Long, open-ended engagements point toward an intended ongoing relationship rather than a discrete project."
},
{
"name": "multiple_clients",
"question": "Does the worker provide similar services to multiple clients in the market?",
"answer": null,
"signal": "not_assessed",
"weight": 10,
"scoreContribution": null,
"explanation": "A worker serving only one company looks more like an employee than an independent business."
}
],
"penaltySummary": {
"backPayYears": 3,
"criminalLiability": false,
"fineRange": "Varies by agency — IRS penalties plus DOL back-wage awards, typically uncapped"
}
},
{
"jurisdictionCode": "GB",
"testName": "IR35 / Off-Payroll Working Rules",
"riskScore": 100,
"riskLevel": "critical",
"coverage": 20,
"presumptionOfEmployment": false,
"presumptionWarning": null,
"contractLabelNote": "Contract labels are not determinative. Regulators and courts assess the actual working relationship, not the contract title.",
"reasoning": "This engagement displays 1 employment indicator under the IR35 / Off-Payroll Working Rules: behavioural control. Only 20% of this jurisdiction's factors were assessed based on the information provided; the remaining factors were excluded from the score.",
"factors": [
{
"name": "substitution_right",
"question": "Does the worker have a genuine, unfettered right to send a substitute to do the work?",
"answer": null,
"signal": "not_assessed",
"weight": 20,
"scoreContribution": null,
"explanation": "Absence of substitution right is the strongest single indicator of employment under IR35."
},
{
"name": "mutuality_of_obligation",
"question": "Is there an ongoing obligation for the company to offer work and the worker to accept it?",
"answer": null,
"signal": "not_assessed",
"weight": 20,
"scoreContribution": null,
"explanation": "Long-running engagements with an implied obligation to continue create mutuality, a key employee indicator."
},
{
"name": "behavioural_control",
"question": "Does the company control how and when the work is performed?",
"answer": true,
"signal": "employee",
"weight": 20,
"scoreContribution": 20,
"explanation": "Control over the method of work is a primary employment indicator under IR35."
},
{
"name": "integration",
"question": "Is the worker integrated into the company's teams, systems, and premises?",
"answer": null,
"signal": "not_assessed",
"weight": 15,
"scoreContribution": null,
"explanation": "Integration into the business supports employment status."
},
{
"name": "financial_risk",
"question": "Does the worker bear genuine financial risk?",
"answer": null,
"signal": "not_assessed",
"weight": 15,
"scoreContribution": null,
"explanation": "Absence of financial risk is an employment indicator."
},
{
"name": "exclusivity",
"question": "Does the worker work exclusively or predominantly for this one company?",
"answer": null,
"signal": "not_assessed",
"weight": 10,
"scoreContribution": null,
"explanation": "Single-client contractors are at significantly elevated risk of an employment finding."
}
],
"penaltySummary": {
"backPayYears": 6,
"criminalLiability": false,
"fineRange": "Unlimited — HMRC recovers all unpaid tax plus interest"
}
},
{
"jurisdictionCode": "DE",
"testName": "Labour Court Multi-Factor Test",
"riskScore": 100,
"riskLevel": "critical",
"coverage": 35,
"presumptionOfEmployment": true,
"presumptionWarning": "This jurisdiction applies a legal presumption of employment. The burden of proof rests with the hiring company to demonstrate genuine self-employment.",
"contractLabelNote": "Contract labels are not determinative. Regulators and courts assess the actual working relationship, not the contract title.",
"reasoning": "This engagement displays 2 employment indicators under the Labour Court Multi-Factor Test: personal dependency control and schedule control. Only 35% of this jurisdiction's factors were assessed based on the information provided; the remaining factors were excluded from the score."
}
]
},
"_note": "Response truncated for documentation purposes"
}
curl --location --request POST 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26946/classify+across+multiple+jurisdictions' --header 'Authorization: Bearer YOUR_API_KEY'
--data-raw ''
{
"success": true,
"data": {
"results": [
{
"workerId": "W1",
"jurisdictionCode": "US",
"riskScore": 100,
"riskLevel": "critical",
"coverage": 25
}
],
"errors": [
{
"index": 1,
"workerId": "W2",
"message": "Unknown jurisdictionCode \"XX\". See GET /jurisdictions for supported codes."
}
],
"summary": {
"totalAssessed": 1,
"byRiskLevel": {
"low": 0,
"medium": 0,
"high": 0,
"critical": 1
},
"averageRiskScore": 100,
"highestRiskWorkers": [
{
"workerId": "W1",
"jurisdictionCode": "US",
"riskScore": 100,
"riskLevel": "critical",
"coverage": 25
}
]
}
},
"meta": {
"disclaimer": "Classification results are indicative only and do not constitute legal advice. Worker classification is fact-specific and jurisdiction-dependent. Always consult qualified legal counsel before making classification decisions.",
"cached": false
}
}
curl --location --request POST 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26947/classify+a+portfolio+of+up+to+100+workers' --header 'Authorization: Bearer YOUR_API_KEY'
--data-raw ''
{
"success": true,
"data": [
{
"jurisdictionCode": "FR",
"countryName": "France",
"region": "europe",
"testName": "Economic Dependence + Criminal Liability",
"enforcementLevel": "critical",
"presumptionOfEmployment": true,
"euPlatformWorkDirective": true,
"lastUpdated": "2026-06-01"
},
{
"jurisdictionCode": "ES",
"countryName": "Spain",
"region": "europe",
"testName": "Ley Rider + Labour Inspectorate",
"enforcementLevel": "critical",
"presumptionOfEmployment": true,
"euPlatformWorkDirective": true,
"lastUpdated": "2026-06-01"
}
],
"meta": {
"disclaimer": "Classification results are indicative only and do not constitute legal advice. Worker classification is fact-specific and jurisdiction-dependent. Always consult qualified legal counsel before making classification decisions.",
"cached": false,
"count": 2
}
}
curl --location --request GET 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26948/list+jurisdictions?region=europe&enforcementLevel=critical&euPlatformWorkDirective=true' --header 'Authorization: Bearer YOUR_API_KEY'
{
"success": true,
"data": {
"jurisdictionCode": "US",
"countryName": "United States (Federal)",
"region": "americas",
"testName": "IRS Common Law Test (Economic Realities)",
"testDescription": "The IRS applies a common law test examining behavioral control, financial control, and the type of relationship between the parties to determine whether a worker is an employee or independent contractor for federal tax purposes.",
"presumptionOfEmployment": false,
"euPlatformWorkDirective": false,
"enforcementLevel": "medium",
"enforcementNotes": "The Department of Labor paused its 2024 independent contractor rule in May 2025 and reverted to the pre-2024 economic realities framework. Enforcement remains agency-by-agency (IRS, DOL, NLRB) with no single unified federal test.",
"penalties": {
"backPayYears": 3,
"taxLiabilityDescription": "Retroactive employer share of FICA/FUTA taxes, unpaid overtime under the FLSA, and potential loss of Section 530 safe-harbor relief.",
"fineRange": "Varies by agency — IRS penalties plus DOL back-wage awards, typically uncapped",
"criminalLiability": false,
"notableCases": [
"Vizcaino v. Microsoft Corp. — landmark misclassification class action over benefits eligibility",
"FedEx Ground driver misclassification settlements across multiple states"
]
},
"factors": [
{
"name": "behavioural_control",
"weight": 25,
"question": "Does the company control how the work is performed (behavioral control)?",
"inputField": "companyControlsMethod",
"employeeSignal": true,
"explanation": "Instructing the worker on how, when, and where to do the work is the core behavioral control indicator under the IRS common law test."
},
{
"name": "schedule_control",
"weight": 15,
"question": "Does the company set or control the worker's hours?",
"inputField": "companyControlsHours",
"employeeSignal": true,
"explanation": "Company-set hours reinforce behavioral control and reduce the worker's independence."
},
{
"name": "financial_risk",
"weight": 20,
"question": "Does the worker bear genuine profit-or-loss risk on the engagement?",
"inputField": "workerBearsProfitLossRisk",
"employeeSignal": false,
"explanation": "Absence of profit-or-loss risk is a core financial control indicator supporting employee status."
},
{
"name": "investment_in_tools",
"weight": 15,
"question": "Does the worker provide and invest in their own tools or equipment?",
"inputField": "workerProvidesOwnTools",
"employeeSignal": false,
"explanation": "Reliance on company-provided tools is a financial control indicator supporting employee status."
},
{
"name": "relationship_permanency",
"weight": 15,
"question": "Has the engagement continued for an extended, indefinite-feeling period?",
"inputField": "engagementDurationMonths",
"employeeSignal": ">=24",
"explanation": "Long, open-ended engagements point toward an intended ongoing relationship rather than a discrete project."
},
{
"name": "multiple_clients",
"weight": 10,
"question": "Does the worker provide similar services to multiple clients in the market?",
"inputField": "workerHasMultipleClients",
"employeeSignal": false,
"explanation": "A worker serving only one company looks more like an employee than an independent business."
}
],
"lastUpdated": "2026-06-01",
"partial": false
},
"meta": {
"disclaimer": "Classification results are indicative only and do not constitute legal advice. Worker classification is fact-specific and jurisdiction-dependent. Always consult qualified legal counsel before making classification decisions.",
"cached": false
}
}
curl --location --request GET 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26949/get+jurisdiction+profile&jurisdictionCode=Required' --header 'Authorization: Bearer YOUR_API_KEY'
{
"success": true,
"data": {
"jurisdictions": [
{
"jurisdictionCode": "US",
"countryName": "United States (Federal)",
"testName": "IRS Common Law Test (Economic Realities)",
"enforcementLevel": "medium",
"presumptionOfEmployment": false,
"penaltyHighlights": {
"backPayYears": 3,
"criminalLiability": false,
"fineRange": "Varies by agency — IRS penalties plus DOL back-wage awards, typically uncapped"
}
},
{
"jurisdictionCode": "GB",
"countryName": "United Kingdom",
"testName": "IR35 / Off-Payroll Working Rules",
"enforcementLevel": "critical",
"presumptionOfEmployment": false,
"penaltyHighlights": {
"backPayYears": 6,
"criminalLiability": false,
"fineRange": "Unlimited — HMRC recovers all unpaid tax plus interest"
}
}
],
"notFound": [
"XX"
]
},
"meta": {
"disclaimer": "Classification results are indicative only and do not constitute legal advice. Worker classification is fact-specific and jurisdiction-dependent. Always consult qualified legal counsel before making classification decisions.",
"cached": false
}
}
curl --location --request POST 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26950/compare+2-5+jurisdictions' --header 'Authorization: Bearer YOUR_API_KEY'
--data-raw ''
{
"success": true,
"data": {
"jurisdictionCode": "US",
"countryName": "United States (Federal)",
"testName": "IRS Common Law Test (Economic Realities)",
"factors": [
{
"name": "behavioural_control",
"question": "Does the company control how the work is performed (behavioral control)?",
"inputField": "companyControlsMethod",
"employeeSignal": true,
"weight": 25,
"explanation": "Instructing the worker on how, when, and where to do the work is the core behavioral control indicator under the IRS common law test."
},
{
"name": "schedule_control",
"question": "Does the company set or control the worker's hours?",
"inputField": "companyControlsHours",
"employeeSignal": true,
"weight": 15,
"explanation": "Company-set hours reinforce behavioral control and reduce the worker's independence."
},
{
"name": "financial_risk",
"question": "Does the worker bear genuine profit-or-loss risk on the engagement?",
"inputField": "workerBearsProfitLossRisk",
"employeeSignal": false,
"weight": 20,
"explanation": "Absence of profit-or-loss risk is a core financial control indicator supporting employee status."
},
{
"name": "investment_in_tools",
"question": "Does the worker provide and invest in their own tools or equipment?",
"inputField": "workerProvidesOwnTools",
"employeeSignal": false,
"weight": 15,
"explanation": "Reliance on company-provided tools is a financial control indicator supporting employee status."
},
{
"name": "relationship_permanency",
"question": "Has the engagement continued for an extended, indefinite-feeling period?",
"inputField": "engagementDurationMonths",
"employeeSignal": ">=24",
"weight": 15,
"explanation": "Long, open-ended engagements point toward an intended ongoing relationship rather than a discrete project."
},
{
"name": "multiple_clients",
"question": "Does the worker provide similar services to multiple clients in the market?",
"inputField": "workerHasMultipleClients",
"employeeSignal": false,
"weight": 10,
"explanation": "A worker serving only one company looks more like an employee than an independent business."
}
]
},
"meta": {
"disclaimer": "Classification results are indicative only and do not constitute legal advice. Worker classification is fact-specific and jurisdiction-dependent. Always consult qualified legal counsel before making classification decisions.",
"cached": false
}
}
curl --location --request GET 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26951/get+factor+checklist&jurisdictionCode=Required' --header 'Authorization: Bearer YOUR_API_KEY'
{
"success": true,
"data": {
"jurisdictionCode": "US",
"countryName": "United States (Federal)",
"testName": "IRS Common Law Test (Economic Realities)",
"enforcementLevel": "medium",
"enforcementNotes": "The Department of Labor paused its 2024 independent contractor rule in May 2025 and reverted to the pre-2024 economic realities framework. Enforcement remains agency-by-agency (IRS, DOL, NLRB) with no single unified federal test.",
"penalties": {
"backPayYears": 3,
"taxLiabilityDescription": "Retroactive employer share of FICA/FUTA taxes, unpaid overtime under the FLSA, and potential loss of Section 530 safe-harbor relief.",
"fineRange": "Varies by agency — IRS penalties plus DOL back-wage awards, typically uncapped",
"criminalLiability": false,
"notableCases": [
"Vizcaino v. Microsoft Corp. — landmark misclassification class action over benefits eligibility",
"FedEx Ground driver misclassification settlements across multiple states"
]
}
},
"meta": {
"disclaimer": "Classification results are indicative only and do not constitute legal advice. Worker classification is fact-specific and jurisdiction-dependent. Always consult qualified legal counsel before making classification decisions.",
"cached": false
}
}
curl --location --request GET 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26952/get+penalty+exposure&jurisdictionCode=Required' --header 'Authorization: Bearer YOUR_API_KEY'
{
"success": true,
"data": {
"jurisdictionCode": "MX",
"currency": "USD",
"backPayMonthsApplied": 12,
"estimatedBackPayExposure": 180000,
"additionalExposureNotes": {
"taxLiabilityDescription": "Retroactive IMSS (social security) registration and contributions, INFONAVIT housing fund contributions, and statutory profit-sharing (PTU) liability.",
"fineRange": "Fines from the STPS labour authority plus full statutory severance (liquidación) exposure if reclassification leads to termination disputes",
"criminalLiability": false
},
"note": "Order-of-magnitude estimate for prioritisation only. Not an actuarial or legal calculation."
},
"meta": {
"disclaimer": "Classification results are indicative only and do not constitute legal advice. Worker classification is fact-specific and jurisdiction-dependent. Always consult qualified legal counsel before making classification decisions.",
"cached": false
}
}
curl --location --request POST 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26953/estimate+financial+exposure' --header 'Authorization: Bearer YOUR_API_KEY'
--data-raw ''
{
"success": true,
"data": {
"jurisdictionCode": "US",
"currentRiskScore": 100,
"currentRiskLevel": "critical",
"opportunities": [
{
"factor": "behavioural_control",
"pointsAtStake": 25,
"suggestion": "Reduce company control over how the work is performed — let the worker determine their own methods and processes. Highest single-factor impact available."
},
{
"factor": "schedule_control",
"pointsAtStake": 15,
"suggestion": "Reduce company control over the worker's hours — let the worker set their own schedule."
}
],
"projectedScoreIfAllAddressed": 60,
"projectedRiskLevel": "high",
"note": "This does not judge which factors are practically changeable — e.g. past engagement duration cannot be undone. Prioritise items that reflect the true working relationship, not just the paperwork."
},
"meta": {
"disclaimer": "Classification results are indicative only and do not constitute legal advice. Worker classification is fact-specific and jurisdiction-dependent. Always consult qualified legal counsel before making classification decisions.",
"cached": false
}
}
curl --location --request POST 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26954/get+remediation+opportunities' --header 'Authorization: Bearer YOUR_API_KEY'
--data-raw '{
"jurisdictionCode": "US",
"relationship": {
"companyControlsMethod": true,
"companyControlsHours": true
}
}'
{
"success": true,
"data": {
"jurisdictionCode": "US",
"testName": "IRS Common Law Test (Economic Realities)",
"checklist": [
{
"factor": "behavioural_control",
"inputField": "companyControlsMethod",
"question": "Does the company control how the work is performed (behavioral control)?",
"targetAnswer": false,
"weight": 25,
"explanation": "Instructing the worker on how, when, and where to do the work is the core behavioral control indicator under the IRS common law test."
},
{
"factor": "schedule_control",
"inputField": "companyControlsHours",
"question": "Does the company set or control the worker's hours?",
"targetAnswer": false,
"weight": 15,
"explanation": "Company-set hours reinforce behavioral control and reduce the worker's independence."
},
{
"factor": "financial_risk",
"inputField": "workerBearsProfitLossRisk",
"question": "Does the worker bear genuine profit-or-loss risk on the engagement?",
"targetAnswer": true,
"weight": 20,
"explanation": "Absence of profit-or-loss risk is a core financial control indicator supporting employee status."
},
{
"factor": "investment_in_tools",
"inputField": "workerProvidesOwnTools",
"question": "Does the worker provide and invest in their own tools or equipment?",
"targetAnswer": true,
"weight": 15,
"explanation": "Reliance on company-provided tools is a financial control indicator supporting employee status."
},
{
"factor": "relationship_permanency",
"inputField": "engagementDurationMonths",
"question": "Has the engagement continued for an extended, indefinite-feeling period?",
"targetAnswer": "<24",
"weight": 15,
"explanation": "Long, open-ended engagements point toward an intended ongoing relationship rather than a discrete project."
},
{
"factor": "multiple_clients",
"inputField": "workerHasMultipleClients",
"question": "Does the worker provide similar services to multiple clients in the market?",
"targetAnswer": true,
"weight": 10,
"explanation": "A worker serving only one company looks more like an employee than an independent business."
}
],
"caveat": "This profile describes the factor pattern associated with lower risk under this jurisdiction's test. It is not a guarantee of contractor status — classification is fact-specific."
},
"meta": {
"disclaimer": "Classification results are indicative only and do not constitute legal advice. Worker classification is fact-specific and jurisdiction-dependent. Always consult qualified legal counsel before making classification decisions.",
"cached": false
}
}
curl --location --request GET 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26955/get+safe-harbor+checklist&jurisdictionCode=Required' --header 'Authorization: Bearer YOUR_API_KEY'
{
"success": true,
"data": [
{
"testFamily": "Common Law Multi-Factor / Control Test",
"description": "A judicially balanced, non-statutory-presumption indicia test rooted in English common law tradition, weighing control, ownership of tools, chance of profit, risk of loss, and integration, with no single factor determinative.",
"jurisdictionsUsing": [
{
"jurisdictionCode": "US",
"testName": "IRS Common Law Test (Economic Realities)"
},
{
"jurisdictionCode": "CA",
"testName": "Common Law Multi-Factor"
},
{
"jurisdictionCode": "SG",
"testName": "Common Law + MOM Guidelines"
},
{
"jurisdictionCode": "NZ",
"testName": "Employment Relations Act"
}
]
},
{
"testFamily": "ABC Test",
"description": "A statutory three-prong test that presumes employee status unless the hiring entity affirmatively proves all three prongs: freedom from control, work performed outside the usual course of business, and an independently established trade.",
"jurisdictionsUsing": [
{
"jurisdictionCode": "US-CA",
"testName": "ABC Test (AB5 + AB1514)"
},
{
"jurisdictionCode": "US-NY",
"testName": "ABC Test"
}
]
},
{
"testFamily": "Control / IR35-Style Off-Payroll Test",
"description": "A tax-authority-administered control test that shifts payroll withholding liability onto the hiring business itself once a contractor is found to fall inside the regime.",
"jurisdictionsUsing": [
{
"jurisdictionCode": "GB",
"testName": "IR35 / Off-Payroll Working Rules"
}
]
},
{
"testFamily": "Economic Dependency / Presumption of Employment",
"description": "A rebuttable statutory or directive-based presumption of employment triggered by control or economic-dependence indicators, placing the burden on the hiring company to prove genuine self-employment.",
"jurisdictionsUsing": [
{
"jurisdictionCode": "EU",
"testName": "Economic Dependency / Platform Work Directive"
},
{
"jurisdictionCode": "ZA",
"testName": "Labour Relations Act"
},
{
"jurisdictionCode": "MX",
"testName": "Federal Labour Law"
},
{
"jurisdictionCode": "IE",
"testName": "Code of Practice on Determining Employment Status"
}
]
},
{
"testFamily": "Continental Labour Court Multi-Factor Test",
"description": "A civil-code-rooted, court- or administratively-driven substance-over-form test weighing personal dependency, integration into the business, and instructional control.",
"jurisdictionsUsing": [
{
"jurisdictionCode": "DE",
"testName": "Labour Court Multi-Factor Test"
},
{
"jurisdictionCode": "NL",
"testName": "DBA Act / Labour Court"
}
]
},
{
"testFamily": "Subordination Test with Aggressive Criminal/Administrative Enforcement",
"description": "A subordination-link test — control, exclusivity, and economic dependence — paired with an active criminal or heavy administrative enforcement posture against non-compliant hiring companies.",
"jurisdictionsUsing": [
{
"jurisdictionCode": "FR",
"testName": "Economic Dependence + Criminal Liability"
},
{
"jurisdictionCode": "ES",
"testName": "Ley Rider + Labour Inspectorate"
}
]
},
{
"testFamily": "Contract-Primacy Test",
"description": "Characterises the relationship primarily by the written contract's terms rather than by conduct after the fact, unless the contract is shown to be a sham.",
"jurisdictionsUsing": [
{
"jurisdictionCode": "AU",
"testName": "High Court Whole-of-Relationship Test"
}
]
},
{
"testFamily": "Civil Law Subordination Test",
"description": "A civil-code subordination-link standard focused on direction and control, without the criminal-enforcement overlay seen in comparable subordination tests elsewhere.",
"jurisdictionsUsing": [
{
"jurisdictionCode": "CA-QC",
"testName": "Civil Law Framework"
}
]
},
{
"testFamily": "Statutory Licensing & Supervision Test",
"description": "A statutory regime centred on principal-employer supervision, the perennial nature of the work, and licensing obligations, enforced unevenly across sub-national authorities.",
"jurisdictionsUsing": [
{
"jurisdictionCode": "IN",
"testName": "Contract Labour Act"
}
]
},
{
"testFamily": "Strict Element-Based Deeming Test (CLT)",
"description": "Employment is deemed to exist automatically once subordination, habitual continuity, and personal, non-delegable service are jointly shown, regardless of contract form or the parties' intent.",
"jurisdictionsUsing": [
{
"jurisdictionCode": "BR",
"testName": "CLT (Consolidação das Leis do Trabalho)"
}
]
},
{
"testFamily": "Instruction-Based Substance Test (Rodosho Criteria)",
"description": "An administrative multi-factor test examining whether the worker receives specific instructions, can refuse work, and retains discretion over hours and location.",
"jurisdictionsUsing": [
{
"jurisdictionCode": "JP",
"testName": "Labour Standards Act"
}
]
}
],
"meta": {
"disclaimer": "Classification results are indicative only and do not constitute legal advice. Worker classification is fact-specific and jurisdiction-dependent. Always consult qualified legal counsel before making classification decisions.",
"cached": false,
"count": 11
}
}
curl --location --request GET 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26956/list+legal+test+families' --header 'Authorization: Bearer YOUR_API_KEY'
{
"success": true,
"data": [],
"meta": {
"disclaimer": "Classification results are indicative only and do not constitute legal advice. Worker classification is fact-specific and jurisdiction-dependent. Always consult qualified legal counsel before making classification decisions.",
"cached": false,
"count": 0
}
}
curl --location --request GET 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26957/get+changelog?jurisdictionCode=US&since=2026-01-01' --header 'Authorization: Bearer YOUR_API_KEY'
{
"status": "ok",
"uptime": 5233.326406247,
"version": "1.0.0",
"totalJurisdictions": 20,
"endpointCount": 15,
"configLastUpdated": "2026-06-01"
}
curl --location --request GET 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26958/health+check' --header 'Authorization: Bearer YOUR_API_KEY'
注册后,每个开发者都会被分配一个个人 API 访问密钥,这是一个唯一的字母和数字组合,用于访问我们的 API 端点。要使用 全球工作者分类智能 API 进行身份验证,只需在 Authorization 标头中包含您的 bearer token。
| 标头 | 描述 |
|---|---|
授权
|
必需
应为 Bearer access_key. 订阅后,请查看上方的"您的 API 访问密钥"。
|
无长期承诺。随时升级、降级或取消。 免费试用包括最多 50 个请求。
领先企业的信赖之选
接受对工作关系的结构化描述,并返回特定于管辖区的错误分类风险评分(0-100)、风险等级、逐项分析和通俗易懂的推理,涵盖20个管辖区。还包括补救指导、安全港检查表、财务风险估算、跨管辖区比较和组合级别的批量评分。没有数据库,没有运行时抓取 - 快速且确定性的响应
每个端点返回与工人分类相关的结构化数据,包括风险评分、风险等级、因素分析和推理。例如,“分类单一关系”端点为特定管辖区提供风险评分、覆盖范围和详细的因素分解
关键字段包括“风险评分”、“风险等级”、“覆盖范围”、“推理”和“因素”。每个因素包含“名称”、“问题”、“答案”和“信号”等详细信息,帮助用户理解分类结果
参数因端点而异。例如,“分类单一关系”端点需要工作关系的结构化描述,而“跨多个管辖区分类”端点接受多个管辖区代码进行比较
典型的用例包括评估独立承包商的误分类风险 评估劳动法的合规性 以及对承包商组合进行审计以识别潜在负债
如果结果是部分或空的,API将返回一个“错误”数组,指示无效条目。用户应查看错误消息以纠正任何问题,例如不支持的司法管辖区代码,然后再重新提交请求
请求体字段是 classifications 而不是 assessments 发送 assessments 将返回 400 并附带消息 "classifications 必须是一个非空数组" — 使用 classifications 作为键
不 每个回复都包括免责声明 结果仅供参考 工作人员分类是特定于事实和依赖于管辖权的 在做出分类决定之前始终咨询合格的法律顾问
覆盖率是根据您提交的字段实际评估的一个管辖区总因素权重的百分比 风险评分仅根据已评估的内容计算 在低覆盖率下高分意味着在提供的少数因素中显示出强烈的风险指标 这并不表示 API 的整体信心 提交更多关系字段以提高覆盖率并获得更全面的视图
是的 POST /advisory/remediation 需要一个关系和辖区,并返回可用的具体更改的排名列表,以降低风险分数,每个更改的确切分值。GET /advisory/safe-harbor/{jurisdictionCode} 返回与给定辖区相关联的较低风险的目标关系 profile
数据集是静态的,手动编纂自发布的法律测试标准、政府/监管指南和执法研究——没有实时抓取或数据库。每个管辖区都有一个最后更新日期,GET /changelog 跟踪了什么在何时改变