Misclassification refers to the incorrect classification of an employee as an independent contractor or vice versa. An independent contractor is someone who provides services to a company on a contract basis, while an employee is someone who works for a company on a regular basis and is eligible for benefits such as health insurance, vacation time, and worker's compensation.

Misclassification can have significant legal and financial consequences for both the employer and the employee. Independent contractors are not entitled to the same rights and protections as employees, such as minimum wage laws, overtime pay, and anti-discrimination laws. Employers who misclassify employees as independent contractors can be liable for unpaid taxes, penalties, and back pay.

Misclassification can occur for a variety of reasons, such as a lack of understanding of the laws and regulations regarding classification, or a desire to save money on benefits and taxes.

To avoid misclassification, employers should carefully review the job duties and responsibilities of their workers, as well as the level of control and supervision they have over the worker. Employers should also consult with legal and financial experts to ensure compliance with the laws and regulations regarding classification.