Acepta una descripción estructurada de una relación laboral y devuelve un puntaje de riesgo de clasificación errónea específico de la jurisdicción (0-100), nivel de riesgo, análisis factor por factor y razonamiento en inglés sencillo en 20 jurisdicciones. También incluye orientación para la remediación, listas de verificación de puerto seguro, estimaciones de exposición financiera, comparación entre jurisdicciones y puntuación masiva a nivel de cartera
{
"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'
Después de registrarte, a cada desarrollador se le asigna una clave de acceso a la API personal, una combinación única de letras y dígitos proporcionada para acceder a nuestro endpoint de la API. Para autenticarte con el Inteligencia de Clasificación Global de Trabajadores API simplemente incluye tu token de portador en el encabezado de Autorización.
| Encabezado | Descripción |
|---|---|
Autorización
|
Requerido
Debería ser Bearer access_key. Consulta "Tu Clave de Acceso a la API" arriba cuando estés suscrito.
|
Sin compromiso a largo plazo. Mejora, reduce o cancela en cualquier momento. La Prueba Gratuita incluye hasta 50 solicitudes.
Empresas líderes confían en nosotros
Acepta una descripción estructurada de una relación laboral y devuelve una puntuación de riesgo de clasificación errónea específica para la jurisdicción (0-100), nivel de riesgo, análisis factor por factor y razonamiento en lenguaje sencillo en 20 jurisdicciones. También incluye orientación sobre remediación, listas de verificación de refugio seguro, estimación de exposición financiera, comparación entre jurisdicciones y puntuación masiva a nivel de cartera
Cada punto final devuelve datos estructurados relacionados con la clasificación de trabajadores, incluyendo puntajes de riesgo, niveles de riesgo, análisis de factores y razonamiento. Por ejemplo, el punto final "Clasificar una única relación" proporciona un puntaje de riesgo, cobertura y un desglose detallado de factores para una jurisdicción específica
Los campos clave incluyen "riskScore," "riskLevel," "coverage," "reasoning," y "factors." Cada factor contiene detalles como "name," "question," "answer," y "signal," que ayudan a los usuarios a entender los resultados de clasificación
Los parámetros varían según el punto final Por ejemplo el punto final "Clasificar una sola relación" requiere una descripción estructurada de la relación laboral mientras que el punto final "Clasificar en múltiples jurisdicciones" acepta múltiples códigos de jurisdicción para comparación
Los casos de uso típicos incluyen evaluar los riesgos de clasificación errónea para contratistas independientes evaluar el cumplimiento de las leyes laborales y realizar auditorías de carteras de contratistas para identificar posibles responsabilidades
Si los resultados son parciales o están vacíos, la API devolverá un array de "errores" que indica entradas no válidas. Los usuarios deben revisar los mensajes de error para corregir cualquier problema, como códigos de jurisdicción no soportados, antes de volver a enviar las solicitudes
El campo del cuerpo de la solicitud es clasificaciones no evaluaciones Enviar evaluaciones devolverá un 400 con el mensaje "las clasificaciones deben ser un arreglo no vacío" utiliza clasificaciones como la clave
No. Cada respuesta incluye un aviso de que los resultados son solo indicativos. La clasificación del trabajador es específica de los hechos y depende de la jurisdicción — siempre consulte a un abogado calificado antes de tomar decisiones de clasificación
La cobertura es el porcentaje del peso total de factores de una jurisdicción que fue realmente evaluado, basado en los campos que enviaste el riskScore se calcula solo a partir de lo que fue evaluado un puntaje alto con baja cobertura significa que la relación muestra indicadores de riesgo fuertes entre los pocos factores proporcionados, no que la API esté segura en general envía más campos de relación para aumentar la cobertura y obtener una imagen más completa
Sí POST /advisory/remediation toma una relación y jurisdicción y devuelve una lista clasificada de los cambios específicos disponibles para reducir el puntaje de riesgo con el número exacto de puntos que vale cada uno GET /advisory/safe-harbor/{jurisdictionCode} devuelve el perfil de relación objetivo asociado con menor riesgo para una jurisdicción dada
El conjunto de datos es estático y se cura manualmente a partir de criterios de prueba legal publicados, orientación gubernamental/regulatoria e investigación sobre aplicación de la ley - no hay recolección en vivo ni base de datos. Cada jurisdicción tiene una fecha de última actualización y GET /cambios rastrea lo que ha cambiado y cuándo