3-day Virtual Seminar

The 2026 Worker Classification Shift: W-2 vs. 1099 Decisions Under DOL, EEOC & NLRB Scrutiny

Overview

Worker classification is undergoing one of the most significant shifts in years, driven by new 2026 enforcement priorities from the Department of Labor (DOL), the Equal Employment Opportunity Commission (EEOC), and the National Labor Relations Board (NLRB). Employers can no longer rely on a single federal standard when determining whether a worker should be classified as a W 2 employee or a 1099 independent contractor. Instead, organizations must navigate overlapping tests, evolving interpretations of "control," and heightened scrutiny across wage and hour, tax, and workplace rights frameworks. This session breaks down the latest developments and explains how these agencies are approaching classification decisions in 2026.

Through clear examples and practical guidance, participants will learn how to evaluate worker roles, document classification decisions, and reduce the risk of misclassification claims. Whether your organization uses contractors regularly or only in limited roles, this webinar provides a grounded, up to date roadmap for making defensible classification decisions under today’s multi agency environment.

Why you should Attend

This session gives HR, payroll, and compliance professionals a clear understanding of how federal agencies are approaching worker classification in 2026 - and what employers must do differently to stay compliant. Attendees will walk away with practical tools for evaluating roles, strengthening documentation, and avoiding the costly wage, tax, and labor relations consequences that come with misclassification.

Areas Covered in the Session

• Understand how the DOL, EEOC, and NLRB each evaluate worker status in 2026
  
• Identify the key factors that distinguish W-2 employees from 1099 independent contractors
  
• Recognize high risk roles and business practices that commonly trigger misclassification findings
  
• Apply practical steps to document classification decisions and strengthen compliance
  
• Navigate overlapping federal and state standards, including multi state challenges
  
• Reduce organizational exposure to wage/hour liability, tax penalties, and unfair labor practice claims

Who Will Benefit

• HR Manager / Business Partner
  
• Payroll Manager or Compliance Specialist
  
• Employee Relations Specialist
  
• Operations Manager / Department Leader
  
• Compliance or Risk Management Professional