Aceita uma descrição estruturada de uma relação de trabalho e retorna uma pontuação de risco de reclassificação específica por jurisdição (0-100), nível de risco, análise fator a fator e raciocínio em linguagem simples em 20 jurisdições Também inclui orientações de remediação, listas de verificação de porto seguro, estimativa de exposição financeira, comparação entre jurisdições e pontuação em massa em nível de portfólio Sem banco de dados, sem raspagem em tempo de execução - respostas rápidas e determinísticas
{
"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'
Após se cadastrar, cada desenvolvedor recebe uma chave de acesso à API pessoal, uma combinação única de letras e dígitos para acessar nosso endpoint de API. Para autenticar com a Inteligência Global de Classificação de Trabalhadores API basta incluir seu token Bearer no cabeçalho Authorization.
| Cabeçalho | Descrição |
|---|---|
Authorization
|
Obrigatório
Deve ser Bearer access_key. Veja "Sua chave de acesso à API" acima quando você estiver inscrito.
|
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Empresas líderes confiam em nós
Aceita uma descrição estruturada de um relacionamento de trabalho e retorna uma pontuação de risco de classificação errônea específica da jurisdição (0-100), nível de risco, análise fator por fator e raciocínio em inglês simples em 20 jurisdições. Também inclui orientações de remediação, listas de verificação de porto seguro, estimativa de exposição financeira, comparação entre jurisdições e pontuação em massa em nível de portfólio. Sem banco de dados, sem raspagem em tempo de execução - respostas rápidas e determinísticas
Cada endpoint retorna dados estruturados relacionados à classificação de trabalhadores, incluindo pontuações de risco, níveis de risco, análises de fatores e raciocínio. Por exemplo, o endpoint "Classificar um Relacionamento Único" fornece uma pontuação de risco, cobertura e detalhamento de fatores para uma jurisdição específica
Os campos chave incluem "riskScore" "riskLevel" "coverage" "reasoning" e "factors" Cada fator contém detalhes como "name" "question" "answer" e "signal" que ajudam os usuários a entender os resultados da classificação
Os parâmetros variam conforme o ponto final Por exemplo o ponto final "Classificar um Único Relacionamento" requer uma descrição estruturada do relacionamento de trabalho enquanto o ponto final "Classificar em Múltiplas Jurisdições" aceita vários códigos de jurisdição para comparação
Casos de uso típicos incluem avaliar riscos de classificação errada para contratantes independentes avaliar conformidade com leis trabalhistas e realizar auditorias de portfólios de contratantes para identificar potenciais responsabilidades
Se os resultados forem parciais ou vazios, a API retornará um array de "erros" indicando entradas inválidas. Os usuários devem revisar as mensagens de erro para corrigir quaisquer problemas, como códigos de jurisdição não suportados, antes de reenviar solicitações
O campo do corpo da solicitação é classificações, não avaliações O envio de avaliações retornará um 400 com a mensagem "classificações devem ser um array não vazio" — use classificações como a chave
Não. Cada resposta inclui um aviso de que os resultados são apenas indicativos. A classificação do trabalhador é específica para cada caso e depende da jurisdição - consulte sempre um advogado qualificado antes de tomar decisões de classificação
A cobertura é a porcentagem do peso total dos fatores de uma jurisdição que foi realmente avaliada com base nos campos que você enviou o riskScore é calculado apenas a partir do que foi avaliado um score alto com baixa cobertura significa que a relação mostra fortes indicadores de risco entre os poucos fatores fornecidos e não que a API está confiante no geral envie mais campos de relação para aumentar a cobertura e obter um quadro mais completo
Sim POST /advisory/remediation leva uma relação e jurisdição e retorna uma lista classificada das mudanças específicas disponíveis para reduzir a pontuação de risco com o número exato de pontos que cada uma vale GET /advisory/safe-harbor/{jurisdictionCode} retorna o perfil de relação alvo associado a menor risco para uma dada jurisdição
O conjunto de dados é estático e manualmente curado a partir de critérios de teste legais publicados orientação governamental/regulatória e pesquisa de aplicação não há raspagem ao vivo ou banco de dados. Cada jurisdição possui uma data de última atualização e GET /changelog rastreia o que mudou e quando