Accepts a structured description of a working relationship and returns a jurisdiction-specific misclassification risk score (0-100), risk level, factor-by-factor analysis, and plain-English reasoning across 20 jurisdictions. Also includes remediation guidance, safe-harbor checklists, financial exposure estimation, cross-jurisdiction comparison, and portfolio-level bulk scoring. No database, no runtime scraping — fast and deterministic responses.
{
"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'
After signing up, every developer is assigned a personal API access key, a unique combination of letters and digits provided to access to our API endpoint. To authenticate with the Global Worker Classification Intelligence API simply include your bearer token in the Authorization header.
| Header | Description |
|---|---|
Authorization
|
Required
Should be Bearer access_key. See "Your API Access Key" above when you are subscribed.
|
No long-term commitment. Upgrade, downgrade, or cancel anytime. Free Trial includes up to 50 requests.
Trusted by leading companies
Accepts a structured description of a working relationship and returns a jurisdiction-specific misclassification risk score (0-100), risk level, factor-by-factor analysis, and plain-English reasoning across 20 jurisdictions. Also includes remediation guidance, safe-harbor checklists, financial exposure estimation, cross-jurisdiction comparison, and portfolio-level bulk scoring. No database, no runtime scraping — fast and deterministic responses.
Each endpoint returns structured data related to worker classification, including risk scores, risk levels, factor analyses, and reasoning. For example, the "Classify a Single Relationship" endpoint provides a risk score, coverage, and detailed factor breakdown for a specific jurisdiction.
Key fields include "riskScore," "riskLevel," "coverage," "reasoning," and "factors." Each factor contains details like "name," "question," "answer," and "signal," which help users understand the classification results.
Parameters vary by endpoint. For instance, the "Classify a Single Relationship" endpoint requires a structured description of the working relationship, while the "Classify Across Multiple Jurisdictions" endpoint accepts multiple jurisdiction codes for comparison.
Typical use cases include assessing misclassification risks for independent contractors, evaluating compliance with labor laws, and conducting audits of contractor portfolios to identify potential liabilities.
If results are partial or empty, the API will return an "errors" array indicating invalid entries. Users should review the error messages to correct any issues, such as unsupported jurisdiction codes, before resubmitting requests.
The request body field is classifications, not assessments. Sending assessments will return a 400 with the message "classifications must be a non-empty array." — use classifications as the key.
No. Every response includes a disclaimer that results are indicative only. Worker classification is fact-specific and jurisdiction-dependent — always consult qualified legal counsel before making classification decisions.
Coverage is the percentage of a jurisdiction's total factor weight that was actually assessed, based on the fields you submitted. riskScore is calculated only from what was assessed — a high score at low coverage means the relationship shows strong risk indicators among the few factors provided, not that the API is confident overall. Submit more relationship fields to increase coverage and get a more complete picture.
Yes. POST /advisory/remediation takes a relationship and jurisdiction and returns a ranked list of the specific changes available to reduce the risk score, with the exact number of points each one is worth. GET /advisory/safe-harbor/{jurisdictionCode} returns the target relationship profile associated with lower risk for a given jurisdiction.
The dataset is static and manually curated from published legal test criteria, government/regulatory guidance, and enforcement research — there's no live scraping or database. Every jurisdiction carries a lastUpdated date, and GET /changelog tracks what's changed and when.
To obtain your API key, first sign in to your account and navigate to the API you want to use. From the API's Pricing section, choose a plan and complete the subscription process. Once subscribed, return to the API page and you will see your API Access Key displayed at the top of the documentation page. You can use this key to authenticate your requests.
You can’t switch APIs during the free trial. If you subscribe to a different API, your trial will end and the new subscription will start as a paid plan.
The free trial lasts for 7 days and allows you to make up to 50 API requests.
No, the free trial is available only once, so we recommend using it on the API that interests you the most. Most of our APIs offer a free trial, but some may not include this option.
Yes. If the API offers a free trial, you will see a "Free 7-Day Trial" option in its Pricing section. The trial lasts for 7 days and allows up to 50 API requests, enabling you to evaluate the API before subscribing to a paid plan.
Zyla API Hub is like a big store for APIs, where you can find thousands of them all in one place. We also offer dedicated support and real-time monitoring of all APIs. Once you sign up, you can pick and choose which APIs you want to use. Just remember, each API needs its own subscription. But if you subscribe to multiple ones, you'll use the same key for all of them, making things easier for you.
You can monitor your API usage through the response headers included with every request:
x-zyla-api-calls-monthly-used: Shows the total number of API requests you have used during the current billing period.
x-zyla-api-calls-monthly-remaining: Shows the number of API requests you have remaining for the current billing period.
Yes, you can cancel your subscription at any time. Simply go to the Pricing section of the API you're subscribed to and click the "Unsubscribe" button.
Please note that upgrades, downgrades, and cancellations take effect immediately. Once your subscription is canceled, access to the service will end immediately, regardless of any remaining API calls in your quota.
Please have a look at our Refund Policy: https://zylalabs.com/terms#refund