What criteria is primarily used to classify a worker as an independent contractor?

The primary criteria used to classify a worker as an independent contractor is behavioral control. This aspect examines the degree of control an employer has over how a worker accomplishes their tasks. If the employer has the right to control and direct the work done and how it is done, the worker is more likely to be classified as an employee. However, if the worker operates independently without significant direction on their methods and processes, this leans towards an independent contractor classification.

Other factors, such as job performance metrics, educational background, and work schedule flexibility, may play a role in determining a worker's status, but behavioral control specifically addresses the nature of the working relationship and the level of autonomy the worker has, making it the most critical criterion in this classification.