3 Benefits of Creating a Workforce Compliance Program

Between 10% and 30% of U.S. employers misclassify their workers, according to the National Employment Law Project. This issue affects millions of American workers, but misclassification is a global problem, impacting companies and workers worldwide.

Beyond depriving workers of essential benefits and protections, misclassification puts your company at serious legal and financial risks.

If you’re working with independent contractors, having a solid compliance program is essential to your success. Our team at MBO Partners shares three reasons why your company should invest in a compliance program that works for both your employees and independent contractors.

What a Workforce Compliance System Can Do for You

1. Minimize Legal and Financial Risks

Working with independent contractors comes with inherent risks—insufficient insurance coverage, unpaid taxes, worker misclassification, and improper management practices. These issues can quickly snowball into audits, penalties, and lawsuits.

A well-designed compliance program helps ensure you’re following labor laws and significantly reduces these risks. It creates clear boundaries in your working relationships, preventing misclassification issues before they start. Many companies partner with experts like us at MBO Partners to build effective, legally sound programs with the right tools and resources.

With proper systems in place, you can avoid costly mistakes and keep compliance violations at bay.

Want to dig deeper? Check out these resources:

• The Impact of Worker Misclassification on Your Company’s Credibility: Worker misclassification can damage your company’s standing in the business community. Learn how this can prevent you from forming valuable business relationships.
• How Compliance Issues Can Undermine Your Reputation With Independent Contractors: Worker misclassification can impact your company’s reputation, resulting in a lack of trust with independent contractors. See how you can steer clear of this problem and continue to draw top talent to your business.
• 10 Strategies to Reduce Compliance Risk When Working With Independent Contractors: Working with independent contractors comes with several risks related to workforce compliance. Discover our strategies for ensuring that your workforce meets federal and state regulations.

2. Strategically Manage Spend

Without a clear compliance program, you could face hidden costs like back taxes, penalties, and benefits you didn’t expect. Plus, potential lawsuits and reputation damage can add to the financial strain. While hiring workers as W-2 employees can avoid misclassification, it may not always be the best option, especially if you need flexibility, have budget constraints, or mainly rely on project-based or seasonal work.

A strong compliance program helps you control costs and reduce risks. It provides valuable insights into contractor spending and offers flexible ways to attract independent talent. With better visibility into your workforce, you can make smarter decisions, cut unnecessary expenses, and strengthen your overall financial strategy.

For example, identifying your most cost-effective contractors or understanding which roles are often filled by contractors can streamline your hiring process and help you forecast costs more accurately.

3. Drive Better Results in Recruitment and Hiring

A solid independent contractor compliance program helps you fill positions faster with the right talent. It simplifies the entire process while ensuring all your independent contractor relationships comply with relevant laws. Plus, it gives you better tracking of administrative costs and other contractor-related expenses.

With the right program, you can leverage technology to simplify administrative tasks. Your managers can recruit and hire independent contractors more effectively, saving valuable time and money. Technology automates much of the paperwork, helping ensure all contractor relationships remain legally compliant.

Consider this real-world example: A major consulting firm discovered their process for hiring independent contractors was not only inefficient but also failed to meet compliance standards—a recipe for future troubles. By partnering with MBO to create a compliant system, they saved $6 million in recruitment and hiring costs.

Looking for Workforce Compliance Solutions? MBO Partners Can Help

Companies that hire independent contractors with specialized skills and expertise need a solid compliance program in place. Whether you need Employer of Record (EOR) or Agent of Record (AOR) services, global compliance support, or tools to manage your contingent workforce, MBO Partners can help you build an effective compliance strategy for your organization.

For more expert advice on managing a contingent workforce and working with self-employed contractors, check out MBO’s blog for valuable news and insights. We cover important topics, including workforce compliance, AI technology, skills development, and more to help you create a successful and compliant workforce.