Avoid costly mistakes with our compliance tools and expert advice
The rules and regulations change frequently, and keeping up with them takes a lot of work.
But if you don’t get it right, your company could be at risk of fines, legal fees, and reputational damage.
We can help. We continuously review changing legislation so you don’t have to — and adapt our governance framework as needed.
We understand that you need to hire and onboard talent quickly — without worrying about compliance issues. That’s why we’ve developed a set of tools to protect you from a range of workforce risks including issues with worker misclassification, tax, insurance, immigration and co-employment.
UK government departments received a £120M combined tax bill for non-compliance with IR35
On-demand delivery app fined close to €57 million for falsely classifying 7,800+ drivers as self-employed
Oil and gas company found liable for more than $40 million in back wages and damages after misclassifying workers as independent contractors
$105million tax fraud through a free contractor payroll service, the largest white-collar fraud ever in Australia.
Decentralised contingent worker programs lead to a lack of visibility over your workforce. Different interpretations of local rules and regulations can make things confusing, and contractors often suffer from inconsistent, disjointed experiences.
With CXC, you can bring your whole contingent workforce together under one program — giving you full visibility and control.
With more and more companies turning to contingent talent, governments around the world are tightening up laws and closing loopholes when it comes to contractor classification. The rules and regulations change frequently, and keeping up with them takes a lot of work.
We continuously review changing legislation so you don’t have to — and adapt our governance framework as needed.
We’ve been in this business for over 30 years. In that time, we’ve expanded our global footprint to five continents, opening up more than 30 offices worldwide.
We’ve also built up a whole lot of knowledge and expertise. And we’re more than willing to share that with you as we advise you on the best ways to minimise risk and remain compliant as your business expands.
We have been able to better control deals that have been done with line managers, where there was a potential to blur the lines of co-employment – such as paying contractors during holidays. We now have better control and visibility of awards, tenure and rates for our contingent workforce.
A set of tax rules that govern how off-payroll workers are taxed in the UK. Under IR35, employers are responsible for correctly classifying every worker they engage — or they could be fined.
A set of measures to correctly determine the employment status of platform workers. When workers are misclassified as contractors instead of employees, platform companies can face expensive fines and penalties.
A piece of legislation that requires companies that hire independent contractors in California to reclassify them as employees. Similar laws have been enacted in states including Massachusetts and New Jersey.
A law in the Netherlands that requires workers and employers to jointly determine their legal working relationship. Previously, responsibility (and consequences for getting it wrong) fell on the worker alone.
Guidelines in Australia that govern how the employment relationship of contractors should be structured. Noncompliance is enforced through the Fair Work Ombudsman and can include heavy fines.
When your contingent program is disconnected and decentralised, it’s easy to miss things. We’ll begin our process by assessing your current operations, engagement structures and contracts to spot any areas where you’re at risk.
We’ll help you to engage contractors in compliance with local labour and tax laws. We offer a one-stop solution for contractor engagement and workforce management. This means you’ll get full visibility over your contractor workforce, and reduces the risk of mistakes and miscommunications.
You’ll be the first to know about any upcoming changes to regulations that could impact you or your workers. We’ll work with you to ensure your operations remain compliant, even as the industry evolves.
Worker misclassification is a serious issue that could lead to fines and legal fees — not to mention damage to your reputation. But the exact definition of an independent contractor vs an employee differs from one country to another.
Our assessment and vetting platform makes it easy to properly classify independent, freelancer, sole trader, limited company and corp-to-corp contractors — wherever they are.
Employers are expected to take reasonable steps to verify their contractors’ right to work. And if you’re caught contracting illegal workers, you could be at risk of significant fines and penalties.
Don’t panic.
CXC Comply’s right-to-work assessment allows you to verify whether the contractor you’re engaging has the proper work authorisation for the country in question — giving you one less thing to worry about.
Every contractor you onboard represents a security risk to your organisation. But conducting proper background checks is time-consuming and often costly.
CXC Comply makes it easy to vet every contractor you engage.
Our comprehensive process includes criminal checks, education checks, work verification, international sanctions and credit checks — so you can minimise risk and onboard the workers you need with confidence.
If you’re interested in seeing what CXC can do for you, or if you have any questions about how to improve your contingent workforce program, please contact us today.
Without structure and governed compliance processes in place, IMG were concerned with how the business could mitigate risk and adhere to current legislation.
CXC partnered with the company to provide compliance, contract and payroll management solutions to contractors (often freelancers) who had serviced their business for up to 20 years.
CXC’s MSP solution has delivered enhanced visibility, compliance and governance controls to the company.
