एक कार्य संबंध का संरचित वर्णन स्वीकार करता है और न्यायिक क्षेत्र-विशिष्ट गलत वर्गीकरण जोखिम स्कोर (0-100) जोखिम स्तर कारक-के-कारक विश्लेषण और 20 न्यायालयों के बीच सामान्य अंग्रेजी में तर्क लौटाता है इसमें सुधार के दिशा-निर्देश सुरक्षित बंदरगाह की सूची वित्तीय जोखिम मूल्यांकन न्याय क्षेत्र के बीच तुलना और पोर्टफोलियो-स्तरीय थोक स्कोरिंग भी शामिल है कोई डेटाबेस नहीं कोई रनटाइम स्क्रैपिंग नहीं - तेज और निर्धारक प्रतिक्रियाएँ
पोस्टमैन में चलाएँ
{
"success": true,
"data": {
"jurisdictionCode": "US",
"testName": "IRS Common Law Test (Economic Realities)",
"riskScore": 100,
"riskLevel": "critical",
"coverage": 100,
"presumptionOfEmployment": false,
"presumptionWarning": null,
"contractLabelNote": "Contract labels are not determinative. Regulators and courts assess the actual working relationship, not the contract title.",
"reasoning": "This engagement displays 6 employment indicators under the IRS Common Law Test (Economic Realities): behavioural control, financial risk, schedule control, investment in tools, relationship permanency, and multiple clients.",
"factors": [
{
"name": "behavioural_control",
"question": "Does the company control how the work is performed (behavioral control)?",
"answer": true,
"signal": "employee",
"weight": 25,
"scoreContribution": 25,
"explanation": "Instructing the worker on how, when, and where to do the work is the core behavioral control indicator under the IRS common law test."
},
{
"name": "schedule_control",
"question": "Does the company set or control the worker's hours?",
"answer": true,
"signal": "employee",
"weight": 15,
"scoreContribution": 15,
"explanation": "Company-set hours reinforce behavioral control and reduce the worker's independence."
},
{
"name": "financial_risk",
"question": "Does the worker bear genuine profit-or-loss risk on the engagement?",
"answer": false,
"signal": "employee",
"weight": 20,
"scoreContribution": 20,
"explanation": "Absence of profit-or-loss risk is a core financial control indicator supporting employee status."
},
{
"name": "investment_in_tools",
"question": "Does the worker provide and invest in their own tools or equipment?",
"answer": false,
"signal": "employee",
"weight": 15,
"scoreContribution": 15,
"explanation": "Reliance on company-provided tools is a financial control indicator supporting employee status."
},
{
"name": "relationship_permanency",
"question": "Has the engagement continued for an extended, indefinite-feeling period?",
"answer": 30,
"signal": "employee",
"weight": 15,
"scoreContribution": 15,
"explanation": "Long, open-ended engagements point toward an intended ongoing relationship rather than a discrete project."
},
{
"name": "multiple_clients",
"question": "Does the worker provide similar services to multiple clients in the market?",
"answer": false,
"signal": "employee",
"weight": 10,
"scoreContribution": 10,
"explanation": "A worker serving only one company looks more like an employee than an independent business."
}
],
"penaltySummary": {
"backPayYears": 3,
"criminalLiability": false,
"fineRange": "Varies by agency — IRS penalties plus DOL back-wage awards, typically uncapped"
}
},
"meta": {
"disclaimer": "Classification results are indicative only and do not constitute legal advice. Worker classification is fact-specific and jurisdiction-dependent. Always consult qualified legal counsel before making classification decisions.",
"cached": false
}
}
curl --location --request POST 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26944/classify+a+single+relationship' --header 'Authorization: Bearer YOUR_API_KEY'
--data-raw ''
{
"success": true,
"data": {
"results": [
{
"jurisdictionCode": "US",
"testName": "IRS Common Law Test (Economic Realities)",
"riskScore": 100,
"riskLevel": "critical",
"coverage": 25,
"presumptionOfEmployment": false,
"presumptionWarning": null,
"contractLabelNote": "Contract labels are not determinative. Regulators and courts assess the actual working relationship, not the contract title.",
"reasoning": "This engagement displays 1 employment indicator under the IRS Common Law Test (Economic Realities): behavioural control. Only 25% of this jurisdiction's factors were assessed based on the information provided; the remaining factors were excluded from the score.",
"factors": [
{
"name": "behavioural_control",
"question": "Does the company control how the work is performed (behavioral control)?",
"answer": true,
"signal": "employee",
"weight": 25,
"scoreContribution": 25,
"explanation": "Instructing the worker on how, when, and where to do the work is the core behavioral control indicator under the IRS common law test."
},
{
"name": "schedule_control",
"question": "Does the company set or control the worker's hours?",
"answer": null,
"signal": "not_assessed",
"weight": 15,
"scoreContribution": null,
"explanation": "Company-set hours reinforce behavioral control and reduce the worker's independence."
},
{
"name": "financial_risk",
"question": "Does the worker bear genuine profit-or-loss risk on the engagement?",
"answer": null,
"signal": "not_assessed",
"weight": 20,
"scoreContribution": null,
"explanation": "Absence of profit-or-loss risk is a core financial control indicator supporting employee status."
},
{
"name": "investment_in_tools",
"question": "Does the worker provide and invest in their own tools or equipment?",
"answer": null,
"signal": "not_assessed",
"weight": 15,
"scoreContribution": null,
"explanation": "Reliance on company-provided tools is a financial control indicator supporting employee status."
},
{
"name": "relationship_permanency",
"question": "Has the engagement continued for an extended, indefinite-feeling period?",
"answer": null,
"signal": "not_assessed",
"weight": 15,
"scoreContribution": null,
"explanation": "Long, open-ended engagements point toward an intended ongoing relationship rather than a discrete project."
},
{
"name": "multiple_clients",
"question": "Does the worker provide similar services to multiple clients in the market?",
"answer": null,
"signal": "not_assessed",
"weight": 10,
"scoreContribution": null,
"explanation": "A worker serving only one company looks more like an employee than an independent business."
}
],
"penaltySummary": {
"backPayYears": 3,
"criminalLiability": false,
"fineRange": "Varies by agency — IRS penalties plus DOL back-wage awards, typically uncapped"
}
},
{
"jurisdictionCode": "GB",
"testName": "IR35 / Off-Payroll Working Rules",
"riskScore": 0,
"riskLevel": "low",
"coverage": 0,
"presumptionOfEmployment": false,
"presumptionWarning": null,
"contractLabelNote": "Contract labels are not determinative. Regulators and courts assess the actual working relationship, not the contract title.",
"reasoning": "No relationship details were provided, so no risk assessment could be generated under the IR35 / Off-Payroll Working Rules. Provide relationship data to generate a risk analysis.",
"factors": [
{
"name": "substitution_right",
"question": "Does the worker have a genuine, unfettered right to send a substitute to do the work?",
"answer": null,
"signal": "not_assessed",
"weight": 20,
"scoreContribution": null,
"explanation": "Absence of substitution right is the strongest single indicator of employment under IR35."
},
{
"name": "mutuality_of_obligation",
"question": "Is there an ongoing obligation for the company to offer work and the worker to accept it?",
"answer": null,
"signal": "not_assessed",
"weight": 20,
"scoreContribution": null,
"explanation": "Long-running engagements with an implied obligation to continue create mutuality, a key employee indicator."
},
{
"name": "behavioural_control",
"question": "Does the company control how and when the work is performed?",
"answer": null,
"signal": "not_assessed",
"weight": 20,
"scoreContribution": null,
"explanation": "Control over the method of work is a primary employment indicator under IR35."
},
{
"name": "integration",
"question": "Is the worker integrated into the company's teams, systems, and premises?",
"answer": null,
"signal": "not_assessed",
"weight": 15,
"scoreContribution": null,
"explanation": "Integration into the business supports employment status."
},
{
"name": "financial_risk",
"question": "Does the worker bear genuine financial risk?",
"answer": null,
"signal": "not_assessed",
"weight": 15,
"scoreContribution": null,
"explanation": "Absence of financial risk is an employment indicator."
},
{
"name": "exclusivity",
"question": "Does the worker work exclusively or predominantly for this one company?",
"answer": null,
"signal": "not_assessed",
"weight": 10,
"scoreContribution": null,
"explanation": "Single-client contractors are at significantly elevated risk of an employment finding."
}
],
"penaltySummary": {
"backPayYears": 6,
"criminalLiability": false,
"fineRange": "Unlimited — HMRC recovers all unpaid tax plus interest"
}
}
]
},
"meta": {
"disclaimer": "Classification results are indicative only and do not constitute legal advice. Worker classification is fact-specific and jurisdiction-dependent. Always consult qualified legal counsel before making classification decisions.",
"cached": false
}
}
curl --location --request POST 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26945/classify+up+to+10+relationships' --header 'Authorization: Bearer YOUR_API_KEY'
--data-raw ''
{
"success": true,
"data": {
"results": [
{
"jurisdictionCode": "US",
"testName": "IRS Common Law Test (Economic Realities)",
"riskScore": 100,
"riskLevel": "critical",
"coverage": 40,
"presumptionOfEmployment": false,
"presumptionWarning": null,
"contractLabelNote": "Contract labels are not determinative. Regulators and courts assess the actual working relationship, not the contract title.",
"reasoning": "This engagement displays 2 employment indicators under the IRS Common Law Test (Economic Realities): behavioural control and schedule control. Only 40% of this jurisdiction's factors were assessed based on the information provided; the remaining factors were excluded from the score.",
"factors": [
{
"name": "behavioural_control",
"question": "Does the company control how the work is performed (behavioral control)?",
"answer": true,
"signal": "employee",
"weight": 25,
"scoreContribution": 25,
"explanation": "Instructing the worker on how, when, and where to do the work is the core behavioral control indicator under the IRS common law test."
},
{
"name": "schedule_control",
"question": "Does the company set or control the worker's hours?",
"answer": true,
"signal": "employee",
"weight": 15,
"scoreContribution": 15,
"explanation": "Company-set hours reinforce behavioral control and reduce the worker's independence."
},
{
"name": "financial_risk",
"question": "Does the worker bear genuine profit-or-loss risk on the engagement?",
"answer": null,
"signal": "not_assessed",
"weight": 20,
"scoreContribution": null,
"explanation": "Absence of profit-or-loss risk is a core financial control indicator supporting employee status."
},
{
"name": "investment_in_tools",
"question": "Does the worker provide and invest in their own tools or equipment?",
"answer": null,
"signal": "not_assessed",
"weight": 15,
"scoreContribution": null,
"explanation": "Reliance on company-provided tools is a financial control indicator supporting employee status."
},
{
"name": "relationship_permanency",
"question": "Has the engagement continued for an extended, indefinite-feeling period?",
"answer": null,
"signal": "not_assessed",
"weight": 15,
"scoreContribution": null,
"explanation": "Long, open-ended engagements point toward an intended ongoing relationship rather than a discrete project."
},
{
"name": "multiple_clients",
"question": "Does the worker provide similar services to multiple clients in the market?",
"answer": null,
"signal": "not_assessed",
"weight": 10,
"scoreContribution": null,
"explanation": "A worker serving only one company looks more like an employee than an independent business."
}
],
"penaltySummary": {
"backPayYears": 3,
"criminalLiability": false,
"fineRange": "Varies by agency — IRS penalties plus DOL back-wage awards, typically uncapped"
}
},
{
"jurisdictionCode": "GB",
"testName": "IR35 / Off-Payroll Working Rules",
"riskScore": 100,
"riskLevel": "critical",
"coverage": 20,
"presumptionOfEmployment": false,
"presumptionWarning": null,
"contractLabelNote": "Contract labels are not determinative. Regulators and courts assess the actual working relationship, not the contract title.",
"reasoning": "This engagement displays 1 employment indicator under the IR35 / Off-Payroll Working Rules: behavioural control. Only 20% of this jurisdiction's factors were assessed based on the information provided; the remaining factors were excluded from the score.",
"factors": [
{
"name": "substitution_right",
"question": "Does the worker have a genuine, unfettered right to send a substitute to do the work?",
"answer": null,
"signal": "not_assessed",
"weight": 20,
"scoreContribution": null,
"explanation": "Absence of substitution right is the strongest single indicator of employment under IR35."
},
{
"name": "mutuality_of_obligation",
"question": "Is there an ongoing obligation for the company to offer work and the worker to accept it?",
"answer": null,
"signal": "not_assessed",
"weight": 20,
"scoreContribution": null,
"explanation": "Long-running engagements with an implied obligation to continue create mutuality, a key employee indicator."
},
{
"name": "behavioural_control",
"question": "Does the company control how and when the work is performed?",
"answer": true,
"signal": "employee",
"weight": 20,
"scoreContribution": 20,
"explanation": "Control over the method of work is a primary employment indicator under IR35."
},
{
"name": "integration",
"question": "Is the worker integrated into the company's teams, systems, and premises?",
"answer": null,
"signal": "not_assessed",
"weight": 15,
"scoreContribution": null,
"explanation": "Integration into the business supports employment status."
},
{
"name": "financial_risk",
"question": "Does the worker bear genuine financial risk?",
"answer": null,
"signal": "not_assessed",
"weight": 15,
"scoreContribution": null,
"explanation": "Absence of financial risk is an employment indicator."
},
{
"name": "exclusivity",
"question": "Does the worker work exclusively or predominantly for this one company?",
"answer": null,
"signal": "not_assessed",
"weight": 10,
"scoreContribution": null,
"explanation": "Single-client contractors are at significantly elevated risk of an employment finding."
}
],
"penaltySummary": {
"backPayYears": 6,
"criminalLiability": false,
"fineRange": "Unlimited — HMRC recovers all unpaid tax plus interest"
}
},
{
"jurisdictionCode": "DE",
"testName": "Labour Court Multi-Factor Test",
"riskScore": 100,
"riskLevel": "critical",
"coverage": 35,
"presumptionOfEmployment": true,
"presumptionWarning": "This jurisdiction applies a legal presumption of employment. The burden of proof rests with the hiring company to demonstrate genuine self-employment.",
"contractLabelNote": "Contract labels are not determinative. Regulators and courts assess the actual working relationship, not the contract title.",
"reasoning": "This engagement displays 2 employment indicators under the Labour Court Multi-Factor Test: personal dependency control and schedule control. Only 35% of this jurisdiction's factors were assessed based on the information provided; the remaining factors were excluded from the score."
}
]
},
"_note": "Response truncated for documentation purposes"
}
curl --location --request POST 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26946/classify+across+multiple+jurisdictions' --header 'Authorization: Bearer YOUR_API_KEY'
--data-raw ''
{
"success": true,
"data": {
"results": [
{
"workerId": "W1",
"jurisdictionCode": "US",
"riskScore": 100,
"riskLevel": "critical",
"coverage": 25
}
],
"errors": [
{
"index": 1,
"workerId": "W2",
"message": "Unknown jurisdictionCode \"XX\". See GET /jurisdictions for supported codes."
}
],
"summary": {
"totalAssessed": 1,
"byRiskLevel": {
"low": 0,
"medium": 0,
"high": 0,
"critical": 1
},
"averageRiskScore": 100,
"highestRiskWorkers": [
{
"workerId": "W1",
"jurisdictionCode": "US",
"riskScore": 100,
"riskLevel": "critical",
"coverage": 25
}
]
}
},
"meta": {
"disclaimer": "Classification results are indicative only and do not constitute legal advice. Worker classification is fact-specific and jurisdiction-dependent. Always consult qualified legal counsel before making classification decisions.",
"cached": false
}
}
curl --location --request POST 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26947/classify+a+portfolio+of+up+to+100+workers' --header 'Authorization: Bearer YOUR_API_KEY'
--data-raw ''
{
"success": true,
"data": [
{
"jurisdictionCode": "FR",
"countryName": "France",
"region": "europe",
"testName": "Economic Dependence + Criminal Liability",
"enforcementLevel": "critical",
"presumptionOfEmployment": true,
"euPlatformWorkDirective": true,
"lastUpdated": "2026-06-01"
},
{
"jurisdictionCode": "ES",
"countryName": "Spain",
"region": "europe",
"testName": "Ley Rider + Labour Inspectorate",
"enforcementLevel": "critical",
"presumptionOfEmployment": true,
"euPlatformWorkDirective": true,
"lastUpdated": "2026-06-01"
}
],
"meta": {
"disclaimer": "Classification results are indicative only and do not constitute legal advice. Worker classification is fact-specific and jurisdiction-dependent. Always consult qualified legal counsel before making classification decisions.",
"cached": false,
"count": 2
}
}
curl --location --request GET 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26948/list+jurisdictions?region=europe&enforcementLevel=critical&euPlatformWorkDirective=true' --header 'Authorization: Bearer YOUR_API_KEY'
{
"success": true,
"data": {
"jurisdictionCode": "US",
"countryName": "United States (Federal)",
"region": "americas",
"testName": "IRS Common Law Test (Economic Realities)",
"testDescription": "The IRS applies a common law test examining behavioral control, financial control, and the type of relationship between the parties to determine whether a worker is an employee or independent contractor for federal tax purposes.",
"presumptionOfEmployment": false,
"euPlatformWorkDirective": false,
"enforcementLevel": "medium",
"enforcementNotes": "The Department of Labor paused its 2024 independent contractor rule in May 2025 and reverted to the pre-2024 economic realities framework. Enforcement remains agency-by-agency (IRS, DOL, NLRB) with no single unified federal test.",
"penalties": {
"backPayYears": 3,
"taxLiabilityDescription": "Retroactive employer share of FICA/FUTA taxes, unpaid overtime under the FLSA, and potential loss of Section 530 safe-harbor relief.",
"fineRange": "Varies by agency — IRS penalties plus DOL back-wage awards, typically uncapped",
"criminalLiability": false,
"notableCases": [
"Vizcaino v. Microsoft Corp. — landmark misclassification class action over benefits eligibility",
"FedEx Ground driver misclassification settlements across multiple states"
]
},
"factors": [
{
"name": "behavioural_control",
"weight": 25,
"question": "Does the company control how the work is performed (behavioral control)?",
"inputField": "companyControlsMethod",
"employeeSignal": true,
"explanation": "Instructing the worker on how, when, and where to do the work is the core behavioral control indicator under the IRS common law test."
},
{
"name": "schedule_control",
"weight": 15,
"question": "Does the company set or control the worker's hours?",
"inputField": "companyControlsHours",
"employeeSignal": true,
"explanation": "Company-set hours reinforce behavioral control and reduce the worker's independence."
},
{
"name": "financial_risk",
"weight": 20,
"question": "Does the worker bear genuine profit-or-loss risk on the engagement?",
"inputField": "workerBearsProfitLossRisk",
"employeeSignal": false,
"explanation": "Absence of profit-or-loss risk is a core financial control indicator supporting employee status."
},
{
"name": "investment_in_tools",
"weight": 15,
"question": "Does the worker provide and invest in their own tools or equipment?",
"inputField": "workerProvidesOwnTools",
"employeeSignal": false,
"explanation": "Reliance on company-provided tools is a financial control indicator supporting employee status."
},
{
"name": "relationship_permanency",
"weight": 15,
"question": "Has the engagement continued for an extended, indefinite-feeling period?",
"inputField": "engagementDurationMonths",
"employeeSignal": ">=24",
"explanation": "Long, open-ended engagements point toward an intended ongoing relationship rather than a discrete project."
},
{
"name": "multiple_clients",
"weight": 10,
"question": "Does the worker provide similar services to multiple clients in the market?",
"inputField": "workerHasMultipleClients",
"employeeSignal": false,
"explanation": "A worker serving only one company looks more like an employee than an independent business."
}
],
"lastUpdated": "2026-06-01",
"partial": false
},
"meta": {
"disclaimer": "Classification results are indicative only and do not constitute legal advice. Worker classification is fact-specific and jurisdiction-dependent. Always consult qualified legal counsel before making classification decisions.",
"cached": false
}
}
curl --location --request GET 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26949/get+jurisdiction+profile&jurisdictionCode=Required' --header 'Authorization: Bearer YOUR_API_KEY'
{
"success": true,
"data": {
"jurisdictions": [
{
"jurisdictionCode": "US",
"countryName": "United States (Federal)",
"testName": "IRS Common Law Test (Economic Realities)",
"enforcementLevel": "medium",
"presumptionOfEmployment": false,
"penaltyHighlights": {
"backPayYears": 3,
"criminalLiability": false,
"fineRange": "Varies by agency — IRS penalties plus DOL back-wage awards, typically uncapped"
}
},
{
"jurisdictionCode": "GB",
"countryName": "United Kingdom",
"testName": "IR35 / Off-Payroll Working Rules",
"enforcementLevel": "critical",
"presumptionOfEmployment": false,
"penaltyHighlights": {
"backPayYears": 6,
"criminalLiability": false,
"fineRange": "Unlimited — HMRC recovers all unpaid tax plus interest"
}
}
],
"notFound": [
"XX"
]
},
"meta": {
"disclaimer": "Classification results are indicative only and do not constitute legal advice. Worker classification is fact-specific and jurisdiction-dependent. Always consult qualified legal counsel before making classification decisions.",
"cached": false
}
}
curl --location --request POST 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26950/compare+2-5+jurisdictions' --header 'Authorization: Bearer YOUR_API_KEY'
--data-raw ''
{
"success": true,
"data": {
"jurisdictionCode": "US",
"countryName": "United States (Federal)",
"testName": "IRS Common Law Test (Economic Realities)",
"factors": [
{
"name": "behavioural_control",
"question": "Does the company control how the work is performed (behavioral control)?",
"inputField": "companyControlsMethod",
"employeeSignal": true,
"weight": 25,
"explanation": "Instructing the worker on how, when, and where to do the work is the core behavioral control indicator under the IRS common law test."
},
{
"name": "schedule_control",
"question": "Does the company set or control the worker's hours?",
"inputField": "companyControlsHours",
"employeeSignal": true,
"weight": 15,
"explanation": "Company-set hours reinforce behavioral control and reduce the worker's independence."
},
{
"name": "financial_risk",
"question": "Does the worker bear genuine profit-or-loss risk on the engagement?",
"inputField": "workerBearsProfitLossRisk",
"employeeSignal": false,
"weight": 20,
"explanation": "Absence of profit-or-loss risk is a core financial control indicator supporting employee status."
},
{
"name": "investment_in_tools",
"question": "Does the worker provide and invest in their own tools or equipment?",
"inputField": "workerProvidesOwnTools",
"employeeSignal": false,
"weight": 15,
"explanation": "Reliance on company-provided tools is a financial control indicator supporting employee status."
},
{
"name": "relationship_permanency",
"question": "Has the engagement continued for an extended, indefinite-feeling period?",
"inputField": "engagementDurationMonths",
"employeeSignal": ">=24",
"weight": 15,
"explanation": "Long, open-ended engagements point toward an intended ongoing relationship rather than a discrete project."
},
{
"name": "multiple_clients",
"question": "Does the worker provide similar services to multiple clients in the market?",
"inputField": "workerHasMultipleClients",
"employeeSignal": false,
"weight": 10,
"explanation": "A worker serving only one company looks more like an employee than an independent business."
}
]
},
"meta": {
"disclaimer": "Classification results are indicative only and do not constitute legal advice. Worker classification is fact-specific and jurisdiction-dependent. Always consult qualified legal counsel before making classification decisions.",
"cached": false
}
}
curl --location --request GET 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26951/get+factor+checklist&jurisdictionCode=Required' --header 'Authorization: Bearer YOUR_API_KEY'
{
"success": true,
"data": {
"jurisdictionCode": "US",
"countryName": "United States (Federal)",
"testName": "IRS Common Law Test (Economic Realities)",
"enforcementLevel": "medium",
"enforcementNotes": "The Department of Labor paused its 2024 independent contractor rule in May 2025 and reverted to the pre-2024 economic realities framework. Enforcement remains agency-by-agency (IRS, DOL, NLRB) with no single unified federal test.",
"penalties": {
"backPayYears": 3,
"taxLiabilityDescription": "Retroactive employer share of FICA/FUTA taxes, unpaid overtime under the FLSA, and potential loss of Section 530 safe-harbor relief.",
"fineRange": "Varies by agency — IRS penalties plus DOL back-wage awards, typically uncapped",
"criminalLiability": false,
"notableCases": [
"Vizcaino v. Microsoft Corp. — landmark misclassification class action over benefits eligibility",
"FedEx Ground driver misclassification settlements across multiple states"
]
}
},
"meta": {
"disclaimer": "Classification results are indicative only and do not constitute legal advice. Worker classification is fact-specific and jurisdiction-dependent. Always consult qualified legal counsel before making classification decisions.",
"cached": false
}
}
curl --location --request GET 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26952/get+penalty+exposure&jurisdictionCode=Required' --header 'Authorization: Bearer YOUR_API_KEY'
{
"success": true,
"data": {
"jurisdictionCode": "MX",
"currency": "USD",
"backPayMonthsApplied": 12,
"estimatedBackPayExposure": 180000,
"additionalExposureNotes": {
"taxLiabilityDescription": "Retroactive IMSS (social security) registration and contributions, INFONAVIT housing fund contributions, and statutory profit-sharing (PTU) liability.",
"fineRange": "Fines from the STPS labour authority plus full statutory severance (liquidación) exposure if reclassification leads to termination disputes",
"criminalLiability": false
},
"note": "Order-of-magnitude estimate for prioritisation only. Not an actuarial or legal calculation."
},
"meta": {
"disclaimer": "Classification results are indicative only and do not constitute legal advice. Worker classification is fact-specific and jurisdiction-dependent. Always consult qualified legal counsel before making classification decisions.",
"cached": false
}
}
curl --location --request POST 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26953/estimate+financial+exposure' --header 'Authorization: Bearer YOUR_API_KEY'
--data-raw ''
{
"success": true,
"data": {
"jurisdictionCode": "US",
"currentRiskScore": 100,
"currentRiskLevel": "critical",
"opportunities": [
{
"factor": "behavioural_control",
"pointsAtStake": 25,
"suggestion": "Reduce company control over how the work is performed — let the worker determine their own methods and processes. Highest single-factor impact available."
},
{
"factor": "schedule_control",
"pointsAtStake": 15,
"suggestion": "Reduce company control over the worker's hours — let the worker set their own schedule."
}
],
"projectedScoreIfAllAddressed": 60,
"projectedRiskLevel": "high",
"note": "This does not judge which factors are practically changeable — e.g. past engagement duration cannot be undone. Prioritise items that reflect the true working relationship, not just the paperwork."
},
"meta": {
"disclaimer": "Classification results are indicative only and do not constitute legal advice. Worker classification is fact-specific and jurisdiction-dependent. Always consult qualified legal counsel before making classification decisions.",
"cached": false
}
}
curl --location --request POST 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26954/get+remediation+opportunities' --header 'Authorization: Bearer YOUR_API_KEY'
--data-raw '{
"jurisdictionCode": "US",
"relationship": {
"companyControlsMethod": true,
"companyControlsHours": true
}
}'
{
"success": true,
"data": {
"jurisdictionCode": "US",
"testName": "IRS Common Law Test (Economic Realities)",
"checklist": [
{
"factor": "behavioural_control",
"inputField": "companyControlsMethod",
"question": "Does the company control how the work is performed (behavioral control)?",
"targetAnswer": false,
"weight": 25,
"explanation": "Instructing the worker on how, when, and where to do the work is the core behavioral control indicator under the IRS common law test."
},
{
"factor": "schedule_control",
"inputField": "companyControlsHours",
"question": "Does the company set or control the worker's hours?",
"targetAnswer": false,
"weight": 15,
"explanation": "Company-set hours reinforce behavioral control and reduce the worker's independence."
},
{
"factor": "financial_risk",
"inputField": "workerBearsProfitLossRisk",
"question": "Does the worker bear genuine profit-or-loss risk on the engagement?",
"targetAnswer": true,
"weight": 20,
"explanation": "Absence of profit-or-loss risk is a core financial control indicator supporting employee status."
},
{
"factor": "investment_in_tools",
"inputField": "workerProvidesOwnTools",
"question": "Does the worker provide and invest in their own tools or equipment?",
"targetAnswer": true,
"weight": 15,
"explanation": "Reliance on company-provided tools is a financial control indicator supporting employee status."
},
{
"factor": "relationship_permanency",
"inputField": "engagementDurationMonths",
"question": "Has the engagement continued for an extended, indefinite-feeling period?",
"targetAnswer": "<24",
"weight": 15,
"explanation": "Long, open-ended engagements point toward an intended ongoing relationship rather than a discrete project."
},
{
"factor": "multiple_clients",
"inputField": "workerHasMultipleClients",
"question": "Does the worker provide similar services to multiple clients in the market?",
"targetAnswer": true,
"weight": 10,
"explanation": "A worker serving only one company looks more like an employee than an independent business."
}
],
"caveat": "This profile describes the factor pattern associated with lower risk under this jurisdiction's test. It is not a guarantee of contractor status — classification is fact-specific."
},
"meta": {
"disclaimer": "Classification results are indicative only and do not constitute legal advice. Worker classification is fact-specific and jurisdiction-dependent. Always consult qualified legal counsel before making classification decisions.",
"cached": false
}
}
curl --location --request GET 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26955/get+safe-harbor+checklist&jurisdictionCode=Required' --header 'Authorization: Bearer YOUR_API_KEY'
{
"success": true,
"data": [
{
"testFamily": "Common Law Multi-Factor / Control Test",
"description": "A judicially balanced, non-statutory-presumption indicia test rooted in English common law tradition, weighing control, ownership of tools, chance of profit, risk of loss, and integration, with no single factor determinative.",
"jurisdictionsUsing": [
{
"jurisdictionCode": "US",
"testName": "IRS Common Law Test (Economic Realities)"
},
{
"jurisdictionCode": "CA",
"testName": "Common Law Multi-Factor"
},
{
"jurisdictionCode": "SG",
"testName": "Common Law + MOM Guidelines"
},
{
"jurisdictionCode": "NZ",
"testName": "Employment Relations Act"
}
]
},
{
"testFamily": "ABC Test",
"description": "A statutory three-prong test that presumes employee status unless the hiring entity affirmatively proves all three prongs: freedom from control, work performed outside the usual course of business, and an independently established trade.",
"jurisdictionsUsing": [
{
"jurisdictionCode": "US-CA",
"testName": "ABC Test (AB5 + AB1514)"
},
{
"jurisdictionCode": "US-NY",
"testName": "ABC Test"
}
]
},
{
"testFamily": "Control / IR35-Style Off-Payroll Test",
"description": "A tax-authority-administered control test that shifts payroll withholding liability onto the hiring business itself once a contractor is found to fall inside the regime.",
"jurisdictionsUsing": [
{
"jurisdictionCode": "GB",
"testName": "IR35 / Off-Payroll Working Rules"
}
]
},
{
"testFamily": "Economic Dependency / Presumption of Employment",
"description": "A rebuttable statutory or directive-based presumption of employment triggered by control or economic-dependence indicators, placing the burden on the hiring company to prove genuine self-employment.",
"jurisdictionsUsing": [
{
"jurisdictionCode": "EU",
"testName": "Economic Dependency / Platform Work Directive"
},
{
"jurisdictionCode": "ZA",
"testName": "Labour Relations Act"
},
{
"jurisdictionCode": "MX",
"testName": "Federal Labour Law"
},
{
"jurisdictionCode": "IE",
"testName": "Code of Practice on Determining Employment Status"
}
]
},
{
"testFamily": "Continental Labour Court Multi-Factor Test",
"description": "A civil-code-rooted, court- or administratively-driven substance-over-form test weighing personal dependency, integration into the business, and instructional control.",
"jurisdictionsUsing": [
{
"jurisdictionCode": "DE",
"testName": "Labour Court Multi-Factor Test"
},
{
"jurisdictionCode": "NL",
"testName": "DBA Act / Labour Court"
}
]
},
{
"testFamily": "Subordination Test with Aggressive Criminal/Administrative Enforcement",
"description": "A subordination-link test — control, exclusivity, and economic dependence — paired with an active criminal or heavy administrative enforcement posture against non-compliant hiring companies.",
"jurisdictionsUsing": [
{
"jurisdictionCode": "FR",
"testName": "Economic Dependence + Criminal Liability"
},
{
"jurisdictionCode": "ES",
"testName": "Ley Rider + Labour Inspectorate"
}
]
},
{
"testFamily": "Contract-Primacy Test",
"description": "Characterises the relationship primarily by the written contract's terms rather than by conduct after the fact, unless the contract is shown to be a sham.",
"jurisdictionsUsing": [
{
"jurisdictionCode": "AU",
"testName": "High Court Whole-of-Relationship Test"
}
]
},
{
"testFamily": "Civil Law Subordination Test",
"description": "A civil-code subordination-link standard focused on direction and control, without the criminal-enforcement overlay seen in comparable subordination tests elsewhere.",
"jurisdictionsUsing": [
{
"jurisdictionCode": "CA-QC",
"testName": "Civil Law Framework"
}
]
},
{
"testFamily": "Statutory Licensing & Supervision Test",
"description": "A statutory regime centred on principal-employer supervision, the perennial nature of the work, and licensing obligations, enforced unevenly across sub-national authorities.",
"jurisdictionsUsing": [
{
"jurisdictionCode": "IN",
"testName": "Contract Labour Act"
}
]
},
{
"testFamily": "Strict Element-Based Deeming Test (CLT)",
"description": "Employment is deemed to exist automatically once subordination, habitual continuity, and personal, non-delegable service are jointly shown, regardless of contract form or the parties' intent.",
"jurisdictionsUsing": [
{
"jurisdictionCode": "BR",
"testName": "CLT (Consolidação das Leis do Trabalho)"
}
]
},
{
"testFamily": "Instruction-Based Substance Test (Rodosho Criteria)",
"description": "An administrative multi-factor test examining whether the worker receives specific instructions, can refuse work, and retains discretion over hours and location.",
"jurisdictionsUsing": [
{
"jurisdictionCode": "JP",
"testName": "Labour Standards Act"
}
]
}
],
"meta": {
"disclaimer": "Classification results are indicative only and do not constitute legal advice. Worker classification is fact-specific and jurisdiction-dependent. Always consult qualified legal counsel before making classification decisions.",
"cached": false,
"count": 11
}
}
curl --location --request GET 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26956/list+legal+test+families' --header 'Authorization: Bearer YOUR_API_KEY'
{
"success": true,
"data": [],
"meta": {
"disclaimer": "Classification results are indicative only and do not constitute legal advice. Worker classification is fact-specific and jurisdiction-dependent. Always consult qualified legal counsel before making classification decisions.",
"cached": false,
"count": 0
}
}
curl --location --request GET 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26957/get+changelog?jurisdictionCode=US&since=2026-01-01' --header 'Authorization: Bearer YOUR_API_KEY'
{
"status": "ok",
"uptime": 5233.326406247,
"version": "1.0.0",
"totalJurisdictions": 20,
"endpointCount": 15,
"configLastUpdated": "2026-06-01"
}
curl --location --request GET 'https://zylalabs.com/api/13205/global+worker+classification+intelligence+api/26958/health+check' --header 'Authorization: Bearer YOUR_API_KEY'
साइन अप करने के बाद, प्रत्येक डेवलपर को एक पर्सनल API एक्सेस की असाइन की जाती है, जो अक्षरों और अंकों का एक यूनिक संयोजन होता है, जिसका उपयोग हमारे API एंडपॉइंट तक पहुंचने के लिए किया जाता है। प्रमाणीकरण के लिए वैश्विक श्रमिक वर्गीकरण बुद्धिमत्ता API के साथ बस अपने बेयरर टोकन को Authorization हेडर में शामिल करें।
| हेडर | विवरण |
|---|---|
Authorization
|
आवश्यक
होना चाहिए Bearer access_key. जब आप सब्सक्राइब हों तो ऊपर "Your API Access Key" देखें।
|
कोई लंबी अवधि की प्रतिबद्धता नहीं। कभी भी अपग्रेड, डाउनग्रेड या कैंसल करें। फ्री ट्रायल में 50 रिक्वेस्ट तक शामिल हैं।
अग्रणी कंपनियों का भरोसा
प्रत्येक एंडपॉइंट कार्यकर्ता वर्गीकरण से संबंधित संरचित डेटा लौटाता है जिसमें जोखिम स्कोर जोखिम स्तर कारक विश्लेषण और तर्क शामिल हैं उदाहरण के लिए "एकल संबंध की वर्गीकरण" एंडपॉइंट एक विशिष्ट क्षेत्राधिकार के लिए जोखिम स्कोर कवरेज और विस्तृत कारक विभाजन प्रदान करता है
मुख्य क्षेत्रों में "riskScore" "riskLevel" "coverage" "reasoning" और "factors" शामिल हैं प्रत्येक कारक में "name" "question" "answer" और "signal" जैसे विवरण होते हैं जो उपयोगकर्ताओं को वर्गीकरण परिणामों को समझने में मदद करते हैं
पैरामीटर एंडपॉइंट के अनुसार भिन्न होते हैं उदाहरण के लिए "एकल संबंध का वर्गीकरण करें" एंडपॉइंट को कार्यशील संबंध का संरचित वर्णन चाहिए जबकि "कई न्याय क्षेत्रीयों में वर्गीकरण करें" एंडपॉइंट तुलना के लिए कई न्याय क्षेत्र कोड स्वीकार करता है
विशिष्ट उपयोग के मामलों में स्वतंत्र ठेकेदारों के लिए गलत वर्गीकरण के जोखिमों का आकलन करना श्रम कानूनों के अनुपालन का मूल्यांकन करना और संभावित देनदारियों की पहचान के लिए ठेकेदार पोर्टफोलियो का ऑडिट करना शामिल है
यदि परिणाम आंशिक या खाली हैं तो एपीआई "त्रुटियाँ" सूची लौटाएगा जो अमान्य प्रविष्टियों को इंगित करेगा उपयोगकर्ताओं को त्रुटि संदेशों की समीक्षा करनी चाहिए ताकि किसी भी समस्या को ठीक किया जा सके जैसे कि असमर्थित न्यायिक कोड से पहले अनुरोध फिर से सबमिट करना
अनुरोध का बॉडी फील्ड वर्गीकरण है, मूल्यांकन नहीं। मूल्यांकन भेजने पर "वर्गीकरण एक गैर-खाली एरे होना चाहिए" संदेश के साथ 400 वापस मिलेगा — कुंजी के रूप में वर्गीकरण का उपयोग करें
नहीं हर उत्तर में एक अस्वीकरण शामिल होता है कि परिणाम केवल संकेतक होते हैं श्रमिक वर्गीकरण तथ्य-विशिष्ट और अधिकार क्षेत्र पर निर्भर है - हमेशा वर्गीकरण निर्णय लेने से पहले योग्य कानूनी परामर्श लें
कवरेज उस क्षेत्राधिकार के कुल कारक वजन का प्रतिशत है जिसे वास्तव में आंका गया था जो आपने प्रस्तुत किए गए क्षेत्रों के आधार पर है जोखिम स्कोर केवल उसी से गणना की जाती है जो आंका गया है - कम कवरेज में उच्च स्कोर का मतलब यह है कि संबंध कुछ क्षेत्रों में मजबूत जोखिम संकेत दिखाता है जो प्रस्तुत किए गए हैं न कि एपीआई कुल मिलाकर आत्म विश्वास दिखाता है अधिक संबंध क्षेत्रों को प्रस्तुत करें ताकि कवरेज बढ़ सके और अधिक संपूर्ण चित्र प्राप्त किया जा सके
हाँ POST /advisory/remediation एक संबंध और क्षेत्राधिकार लेता है और जोखिम स्कोर को कम करने के लिए उपलब्ध विशिष्ट परिवर्तनों की रैंक की गई सूची लौटाता है जिसमें प्रत्येक का मूल्य कितना अंक है GET /advisory/safe-harbor/{jurisdictionCode} दी गई क्षेत्राधिकार के लिए कम जोखिम से संबंधित लक्ष्य संबंध प्रोफ़ाइल लौटाता है
डेटासेट स्थिर है और प्रकाशित कानूनी परीक्षण मानकों, सरकारी/नियामक दिशा-निर्देशों और प्रवर्तन अनुसंधान से मैन्युअल रूप से तैयार किया गया है - कोई लाइव स्क्रैपिंग या डेटाबेस नहीं है प्रत्येक क्षेत्राधिकार में lastUpdated दिनांक होता है और GET /changelog यह ट्रैक करता है कि क्या बदला है और कब
