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Contents

Official guidance
Employment Status Manual

ESM0500 · Guide to determining status - overview

  • ESM0501 · Guide to determining status: importance of fact finding
  • ESM0502 · Guide to determining status: fact finding techniques
  • ESM0503 · Guide to determining status: engager’s business
  • ESM0504 · Guide to employment status: nature of the job
  • ESM0505 · Guide to employment status: engagement of the worker
  • ESM0506 · Guide to employment status: contracts
  • ESM0507 · Guide to determining status: importance of a written contract
  • ESM0508 · Guide to determining status: oral contracts
  • ESM0509 · Guide to determining status: contracts - are the terms genuine?
  • ESM0510 · Guide to determining status: contracts - getting at the true terms
  • ESM0511 · Guide to determining status: Contracts - what are the differences?
  • ESM0512 · Guide to determining status: Contracts - establishing the reasons for differences
  • ESM0513 · Guide to determining status: how do you know if there is a contract of service?
  • ESM0514 · Guide to determining status: ’in business on own account test’
  • ESM0515 · Guide to determining status: relevant factors
  • ESM0516 · Guide to determining status: control - overview
  • ESM0517 · Guide to determining status: relative importance of control
  • ESM0518 · Guide to determining status: right of control
  • ESM0519 · Guide to determining status: control - what, where, when and how
  • ESM0520 · Guide to determining status: control over what the worker does
  • ESM0521 · Guide to determining status: control over what is done - examples
  • ESM0522 · Guide to determining status: control over where work is done
  • ESM0523 · Guide to determining status: control over where work is done - examples
  • ESM0524 · Guide to determining status: control over when the work is done
  • ESM0525 · Guide to determining status: control over when the work is done - examples
  • ESM0526 · Guide to determining status: control over how the work is done
  • ESM0527 · Guide to determining status: control over how work is done - examples
  • ESM0528 · Guide to determining status: control over experts
  • ESM0529 · Guide to determining status: control exercisable by various means
  • ESM0530 · Guide to determining status: Personal Service
  • ESM0531 · Guide to determining status: the requirement for personal service
  • ESM0532 · Guide to determining status: an obligation to provide a substitute
  • ESM0533 · Guide to determining status: right of substitution
  • ESM0534 · Guide to determining status: the obligation/right to send a substitute must be genuine
  • ESM0535 · Guide to determining status: is the right of substitution genuine
  • ESM0536 · Guide to determining status: the weight to be given to a genuine right of substitution
  • ESM0537 · Guide to determining status: disproving a right of substitution
  • ESM0538 · Guide to determining status: ignoring a claimed right to substitution
  • ESM0539 · Guide to determining status: engaging helpers
  • ESM0540 · Guide to determining status: provision of equipment
  • ESM0541 · Guide to determining status: financial risk
  • ESM0542 · Guide to determining status: basis of payment
  • ESM0543 · Guide to determining status: mutuality of obligation
  • ESM0544 · Guide to determining status: holiday pay, maternity pay, sick pay and pension rights
  • ESM0545 · Guide to determining status: part and parcel of the organisation
  • ESM0546 · Guide to determining status: right to terminate a contract
  • ESM0547 · Guide to determining status: opportunity to profit from sound management
  • ESM0548 · Guide to determining status: length of engagement
  • ESM0549 · Guide to determining status: personal factors (general)
  • ESM0550 · Guide to determining status: personal factors (Lorimer case)
  • ESM0551 · Guide to determining status: personal factors (effect of Lorimer on short term engagements)
  • ESM0552 · Guide to determining status: personal factors (effect of Lorimer on relatively long-term part-time engagements)
  • ESM0553 · Guide to determining status: regularly working for one engager
  • ESM0554 · Guide to determining status: intention of parties
  • ESM0555 · Guide to determining status: exclusive services
  • ESM0556 · Guide to determining status: picture painting
  • ESM0557 · Guide to determining status: what to do in disputed cases
  • ESM0558 · Guide to determining status: fact finding/evidence gathering
  • ESM0560 · Evaluative Exercise required at the third stage of Ready Mixed Concrete
  1. Guide to determining status - overview: contents
  2. Guide to determining status: ’in business on own account test’

ESM0514 | Guide to determining status: ’in business on own account test’

From HM Revenue & Customs · Employment Status Manual

An approach to determining status, which has received extensive judicial approval, is that adopted by Cooke J when he was considering the status of a market researcher. He said

Is the person who has engaged himself to perform these services performing them as a person in business on his own account? If the answer to that question is ‘yes’ then the contract is a contract for services. If the answer is ‘no’ then the contract is a contract of service.’

[Market Investigations Ltd v The Minister of Social Security (see ESM7040)]

This goes to the heart of the matter. It draws a distinction between the individual who works under the control of and as part of the business of another and the individual who goes it alone and sets up ‘on his own account’, bearing responsibility for the success or failure of the enterprise.

The ‘in business on own account’ test does however have its limitations. For example, it may not be particularly helpful when considering an engagement entered into by someone carrying on a profession or vocation. By way of illustration, an actor may earn his living without any of the normal trappings of business - such as stock, premises, staff, etc - yet for many engagements he is likely to be self-employed (see ESM4121).

In this type of situation it can help to consider in more detail the question of control and of other factors that may be present (for example whether the individual is dependent upon or independent of a particular paymaster for the financial exploitation of his or her talents).

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