Many parents assume a child can simply "decide" at age 12 or 14. Under Australian family law, there is no such threshold. Here is what courts actually weigh, and when a child's preference starts to carry real weight.
Misclassification of employees as independent contractors is rarely accidental. In many cases, the arrangement is structured with deliberate intent to avoid the obligations that arise under the Fair Work Act 2009 and the Superannuation Guarantee (Administration) Act 1992. For example, these obligations include minimum wage entitlements, leave accruals, PAYG withholding, and superannuation contributions. Let’s look at a recent example.
Jake* drove trucks in Brisbane for four weeks and didn’t see a single dollar. His employer called him a contractor. The law called it something else entirely. Here’s what happened, and what it means if you or someone you know is being paid under an ABN but working like an employee.
Jake took a job paying $25 an hour, engaged under an ABN. On paper, it looked like contractor work. In practice, it was anything but. The red flags started from day one.
His boss told him to arrive at 6:00 AM, but didn’t start the clock until 6:35 AM when the truck was loaded. His first two days were designated a “trial” at half pay. He worked set hours decided by the employer, drove their truck, followed their routes, and was reprimanded if he ran late.
Jake had no control over how the work was done, no ability to subcontract the jobs, and no real independence. He was, in every practical sense, an employee, just without the entitlements that come with it.
When he quit after four weeks and asked to be paid, the company ghosted him completely.
Jake took action and recovered his unpaid wages, plus superannuation. The company was also referred for investigation in relation to every other driver they had engaged under the same arrangement.
Here’s the legal framework that made it possible.
Sham contracting is where an employer represents that an employee is an independent contractor, or disguises an employment relationship as a contracting arrangement, to avoid paying employee entitlements. It is unlawful under the Fair Work Act 2009. Employers who engage in it can face significant penalties, and the consequences extend well beyond the individual worker who raises a complaint.
It is worth noting that sham contracting does not require deliberate intent. Under the Act, knowingly or recklessly misrepresenting a worker’s status is prohibited, meaning employers cannot rely on carelessness as a defence.
Whether a worker is genuinely an independent contractor or a misclassified employee is not determined just by what label the parties use. The ATO and the Fair Work Ombudsman look first at the terms of the written agreement, if there is one, and then at the overall reality of the working relationship. Factors like who controls the work, who supplies the equipment, and whether the worker can subcontract all help show whether it is really employment or contracting.
The key indicators include:
Control over work. Is the worker told when to start, where to go, and how to do the job? Employees are directed by the employer. Genuine contractors generally have discretion over how they perform their work.
Equipment and tools. Who provides the tools of the trade? In Jake’s case, he drove the employer’s truck and followed their routes. Genuine contractors typically supply their own equipment.
Ability to subcontract. Can the worker send someone else to do.
Once Jake recognised he had been misclassified, he took a clear sequence of steps.
He sent a formal letter of demand to the employer, documenting the unpaid wages owed. When the employer continued to ignore him, he filed a claim through the small claims process.
Critically, he also reported the company to the ATO for sham contracting.
This is where the consequences escalated significantly. The ATO has the power to reclassify workers retrospectively. That means an employer who has been running this arrangement across multiple workers can potentially be hit with backdated superannuation obligations, PAYG withholding liabilities, and tax penalties, not just for one worker, but for every person affected.
In Jake’s case, the investigation extended to every other driver the company had engaged under the same model.
If you are being paid under an ABN but the day-to-day reality of your work looks like employment, you likely have rights you are not aware of.
The label on your contract does not determine your legal status. The substance of the working relationship does. As the Fair Work Ombudsman makes clear, having an ABN or submitting invoices does not automatically make someone a contractor.
Some questions worth asking yourself:
If most of these apply, it’s a strong sign you may in fact be an employee, regardless of what the paperwork says, and it’s worth getting legal advice.
You can also contact the Fair Work Ombudsman directly if you believe you are in a sham contracting arrangement.
If you suspect you are being treated as an employee but classified as a contractor, the most important thing you can do is act, and act with documentation. Start by keeping a detailed record of your working arrangements: the hours you work, who directs your tasks, what equipment you use, whether you have worked for other clients, and any communications that demonstrate the level of control your engager exercises over your work. Text messages, emails, rosters, and payslips (or the absence of them) can all become evidence.
Once you have a clear picture of your situation, consider your options.
If wages have gone unpaid, the small claims division of the Federal Circuit and Family Court of Australia offers a relatively accessible pathway to recovering money owed, without the need for a lawyer in every case.
The consequences of getting this wrong are serious, and ignorance is not a defence.
Employers who misclassify workers as contractors face potential liability for unpaid wages, unpaid superannuation, PAYG obligations, and penalties under the Fair Work Act. Where the arrangement is deliberate or reckless, penalties can be substantial, up to $469,500 per contravention for companies following the 2024 amendments to the Act.
The correct approach is straightforward: if someone is working set hours, under your direction, using your equipment, and integrated into your business operations, engage them as an employee and pay them accordingly. The ATO’s employee vs contractor decision tool is a useful starting point if you are unsure about a particular arrangement.
Facing a Wage or Contractor Dispute?
Whether you are a worker who suspects you have been misclassified, or an employer who wants to make sure your contractor arrangements are legally sound, getting advice early makes a significant difference.
Kingsford Lawyers’ employment law team works with clients across Queensland and Victoria on wage disputes, contractor classification, and Fair Work claims. Contact us online or call 1300 244 342 for a confidential, obligation-free discussion.
*This is a fictionalised scenario based on real-world relocation disputes under the updated Family Law Act, with details changed to protect privacy.
Many parents assume a child can simply "decide" at age 12 or 14. Under Australian family law, there is no such threshold. Here is what courts actually weigh, and when a child's preference starts to carry real weight.
Many parents assume a child can simply "decide" at age 12 or 14. Under Australian family law, there is no such threshold. Here is what courts actually weigh, and when a child's preference starts to carry real weight.
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