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At Wrapbook, we pride ourselves on providing outstanding free resources to producers and their crews, but this post is for informational purposes only as of the date above. The content on our website is not intended to provide and should not be relied on for legal, accounting, or tax advice. You should consult with your own legal, accounting, or tax advisors to determine how this general information may apply to your specific circumstances.
AB-5 is a California state law that went into effect in 2020. The bill switched the default standard for worker classification from the common law test to the ABC test.
Many workers saw the switch over to the ABC standard with the passing of the AB-5 bill as a win. However, from an employer’s perspective, it became increasingly more cost prohibitive to onboard workers in California for certain projects.
For some individuals, particularly often underpaid musicians, the cost of incorporating or establishing an LLC and related expenses were prohibitively expensive. This led to a petition where over 189,000 signatures were collected to add exemptions for independent California music professionals. This ultimately led to AB-2257, an addendum to the original law.
Think of AB-2257 as the sequel to AB-5.
With AB-2257, the ABC test stays the default standard for employee classification. The passed bill simply adds more exemptions that expand who can legally work as an independent contractor in California.
Want to read AB 2257 for yourself? Review the clauses and exceptions within the bill here.
AB-5 and AB-2257 established a laundry list of industries and occupations that are now exempt from the ABC test’s stringent requirements. Let’s break them down.
AB-2257 made its biggest impacts felt in the music industry. AB-2257 exempts a vast majority of music professionals from the ABC test, including:
Plus, any other individual engaged to render creative, production, marketing, or independent music publicist services related primarily to the creation, marketing, promotion, or distribution of sound recordings or musical compositions.
Musicians who do not receive royalties from a sound recording or musical composition must receive the applicable minimum and overtime wages.
Musicians and groups hired for a single-engagement live performance event (i.e., a concert) are exempt from the ABC test, except if they meet any of the following situations:
The state of California still wants to be an entertainment mecca. That’s why comedians, improvisers, magicians and illusionists, mimes, spoken word performers, storytellers, and puppeteers that perform original work are also exempt.
In order to secure an exemption, these performers must meet the following conditions:
AB-2257 adds new exemptions for companies who contract someone for the purposes of providing services at the location of a single-engagement event. The ABC test does not apply if the individual provides services at a stand-alone non-recurring event in a single location, or a series of events in the same location no more than once a week.
On paper, the exemption may sound clear, but it’s always best not to make any assumptions. If you have any doubts or questions, talk to a qualified attorney.
AB-2257 eliminates restrictions previously in place by AB-5 to independent contractors in California working as photographers, photojournalists, freelance writers, editors, and newspaper cartoonists.
In addition, AB-2257 removes any editorial submission cap that requires contractors to convert to full time after completing a specific amount of work. The bill only requires businesses to refrain from displacing existing full-time employees when hiring one of these types of contractors.
AB-5 also defines the following roles as exempt professional services:
To qualify for exemption, all independent professional service providers must:
AB-5 also provides specific exemptions to roles in other industries, including the medical, legal, and real estate fields.
Let’s say you hire a web designer. You thought this person nailed your project. Now you want to refer them out to other employers.
Businesses that refer an individual’s services to new clients may be exempt from the ABC test. AB-2257 references graphic design, web design, photography, and event planning among other specific services covered by referral exemptions.
To be exempt, referral agencies must be able to show they can meet the following eleven conditions:
Keep in mind the above information is not legal advice. Nothing can replace the guidance provided by a properly qualified lawyer.
Instead, treat this post as a starting point, so that you can then ask a lawyer more specific questions. With Wrapbook, you can easily classify workers as employees, contractors, and even loan-outs. Check out our demo to see how Wrapbook can make compliance faster and more efficient on your next production.
For more resources focused on the CA entertainment industry, we recommend you check out The Essential Guide to California Tax Credits or our comprehensive Government Forms Database.
For a while there, it seemed like the definition of“independent contractor” was changing all the time in California.
While AB-5 imposed strict restrictions on who could be classified as an independent contractor, newer laws like AB-2257 have added exemptions for who qualifies as a gig worker in the Golden State.
Having a thorough understanding of who can be hired as an independent contractor is crucial for employers. In addition to penalties for wage violations associated with a worker being misclassified, there are civil penalties for willful misclassification between $5,000 and $25,000 per violation.
In this post, we’ll cover the ins and outs of worker classification in California to help you better understand if you are hiring an employee or an independent contractor.
Independent contractors have a different pay structure than employees, and often receive one lump sum payment for all work once it’s completed.
Independent contractors require zero tax withholdings, no payroll taxes, and their hiring process requires different startwork documents. Because of the nature of their work and the strict stipulations in states like California, they usually have to sign contracts that detail the specifics of services requested.
So how does this all work in California?
Whenever you have an open position, you may think that it’s up to you whether or not you have to hire the worker as an employee or contractor. However, it’s actually up to the state you’re hiring the worker in.
In fact, each state has its own classification test to determine whether a worker is an employee or a contractor. In California, that test is outlined by Assembly Bill 5 (AB-5, for short).
Per the rules of AB-5, you determine a workers’ classification in California using the ABC test. In a nutshell, the ABC test outlines three conditions that must exist in order for your worker to be classified as an independent contractor:
Note that the hiring entity must satisfy all three conditions to classify a worker as an independent contractor. One or two is not enough.
If it still seems a little confusing, don’t fret. We did a deep dive into the ABC Test, providing examples of what each prong can look like. And, of course, nothing can replace a conversation with a lawyer to see if your hiring decision passes muster.
However, just because a worker fails to meet these criteria doesn’t mean they’re not an independent contractor in California. In both AB-5 and AB-2257, exemptions are laid out.
