Disguised employment is recognized by reviewing the working relationship between the employer and the worker. Working duties, conditions, and expectations vary from employer to employer, so this review is usually case-by-case. The main goal of the review is to see if the employer controls the working relationship. According to courts and case law, there are several factors where a self-employed contractor may need to be considered an employee, including: The worker is subject to work schedules determined by the employer The worker must be in an office determined by the employer and use the company’s equipment Instructions and deadlines are imposed by the client Leaves or vacations are directed by the client