Right, but you can only put so much control in the contract before you're not contracting. And that's going to depend on jurisdiction too. So I was hoping for a contextual overview of that tradeoff.
I think the typical line on this sort of thing is that you can contract someone for a set number of hours, but if you also dictate when those hours will be worked you’ve probably reclassified them as an employee. The other key test in the UK is the ability for a contractor to substitute themselves for another person to get the job done.
