Legal considerations every employer should know when working with freelancers

In today’s evolving job market, more and more professionals are opting for freelance work rather than traditional employment. This shift has prompted businesses to adapt their recruitment practices to accommodate the growing number of freelancers. Hiring freelancers can offer numerous benefits for businesses, such as cost savings and access to specialised skills. However, it’s crucial for employers to be aware of the legal considerations that come with working with freelancers. This blog will explore the key legal issues that employers should be mindful of when engaging freelancers and provide guidance on how to navigate these challenges.


While it’s not a legal requirement to have a contract with freelancers, it is highly recommended to establish clear expectations and protect both parties’ rights. A comprehensive contract should include the following elements:

  • Scope of work: clearly define the tasks and deliverables expected from the freelancer.
  • Project timeline: establish the timeframe for completion of the project.
  • Dispute resolution: outline how any disputes will be handled, whether through alternative dispute resolution methods or civil litigation.
  • Termination clause: include a termination clause that specifies the conditions under which either party can end the contract.
  • Payment:how, when, and by what method the freelancer should expect payment/s should also be included in the contract.

By having a well-drafted contract in place, employers and freelancers can ensure a mutual understanding of their obligations and minimise potential conflicts.

Intellectual Property Rights

One of the primary legal concerns when working with freelancers is the issue of intellectual property (IP) rights. While employers generally have implied rights to use the material created by freelancers, it’s essential to establish clear guidelines to avoid potential disputes. To address this, employers should consider the following:

  • Crediting: determine whether you will acknowledge the freelancer as the author of the work or prefer to keep their contribution anonymous.
  • Promotions: specify how and by whom the material will be used for promotional purposes.
  • Exclusivity: decide whether you require exclusive or non-exclusive rights to the material.
  • Usage: clearly define how and where the material will be used.
  • Editing: establish whether you have the right to edit or alter the material in the future.

By addressing these considerations upfront and documenting them in a consultancy agreement or terms and conditions, employers can mitigate potential IP disputes.

Payment Terms

Clear and well-defined payment terms are essential when working with freelancers to avoid financial disputes. Employers should carefully consider the following aspects of payment:

  • Rate of pay: determine whether you will offer a fixed sum for the project or an hourly rate. If using an hourly rate, establish how hours will be measured, recorded and reported.
  • Invoicing: specify if freelancers are required to send invoices and establish the frequency and method of invoicing.
  • Payment Timescale: agree on a payment schedule that works for both parties to ensure freelancers can manage their finances effectively.
  • Taxes: while freelancers typically handle their own tax affairs, it’s important to clarify whether they are VAT registered and ensure any tax implications are addressed.

By setting clear payment terms and adhering to them, employers can avoid disputes and maintain positive working relationships with freelancers.

Non-disclosure and exclusivity agreements

Confidentiality is crucial when working with freelancers who may have access to sensitive information about your business. To protect your interests, consider implementing non-disclosure agreements (NDAs) to ensure freelancers maintain confidentiality. Additionally, exclusivity agreements can prevent freelancers from working on similar projects for your competitors during a specified period. These agreements provide legal recourse if any breaches occur and safeguard your proprietary information.

Other legal considerations

In addition to the key legal issues mentioned above, there are several other factors employers should be mindful of when working with freelancers:

  • Worker classification: the law has dealt with situations where freelancers were actually found to be employees because of the nature of the working relationship with the organisation that engaged them. Ensure that freelancers are correctly classified as independent contractors to avoid conflict with employment law and avoid potential liabilities.
  • Insurance coverage: assess whether freelancers require their own insurance coverage for errors, omissions, or negligence related to their work. Consider including clauses in contracts to address insurance responsibilities.
  • Workplace issues: although freelancers are not traditional employees, they still have the right to a harassment-free and non-discriminatory work environment. Ensure that managers and employees interact professionally and maintain a respectful workplace culture.
  • Licensing and permits: some professions may require freelancers to hold specific licences or permits to practise legally. Employers should confirm that freelancers possess the necessary credentials to perform their work.

By proactively addressing these legal considerations, employers can foster positive and compliant relationships with freelancers while avoiding potential legal pitfalls.


Working with freelancers offers numerous advantages for businesses, but it also comes with legal complexities. By understanding and addressing the key legal considerations discussed in this article, employers can establish clear expectations, protect their intellectual property, and maintain positive working relationships with freelancers. It’s crucial to consult with legal professionals to ensure compliance with relevant laws and regulations. By navigating these legal considerations effectively, businesses can fully leverage the benefits of working with freelancers while minimising legal risks.

To discuss this or any other related matter, please call Jane, start a live chat or email us at

*This is not legal advice; it is intended to provide information of general interest about current legal issues.


Jane Crosby

Partner, Head of Dispute Resolution & Accredited Mediator

Jane is a Partner based in the Guildford office and she is also Head of the Dispute Resolution team here at Hart Brown. Jane specialises...

Jane Crosby -Head of Dispute Resolution

Partner, Head of Dispute Resolution & Accredited Mediator

Jane Crosby

Jane is a Partner based in the Guildford office and she is also Head of the Dispute Resolution team here at Hart Brown. Jane specialises in employment Law and commercial litigation and brings more than 15 years' experience to her role.

Prior to entering the legal profession, Jane was employed in the aviation industry. This experience is appreciated by many of Jane's clients who note that she is able to take a commercial and pragmatic approach to any legal issue that they face.

Jane acts for a wide range of individuals and businesses and her areas of specialism include aviation, property related industries and IT. Jane regularly advises on aspects of employment law, such as settlement agreements, employment contracts, policies and procedures, redundancies, equal pay, data protection, issues arising from TUPE and reorganisations, the calculation of holiday pay, bonus and commission payments, disciplinary and grievance issues, dismissal and termination issues, the protection of confidential information and the enforcement of restrictive covenants. Jane gets involved in GDPR training for her clients and she is able to deliver tailored employment law training sessions upon request.

As a commercial litigation lawyer, Jane also deals in shareholder and directors disputes, commercial contract disputes and the enforcement of restrictive covenants.

Jane has been involved in successful high value commercial litigation for clients in the High Courts, she is an accredited mediator and she is a member of the Employment Lawyers Association.

Jane is often asked to write for a number of well known publications, including The Daily Mail, The Telegraph and The Week and she has been interviewed on BBC Radio 4.

Here is small selection of the feedback that Jane has received:

“Jane, I cannot sincerely thank you enough for your wise counsel and am delighted to have made your acquaintance. If I am blessed with a new position somewhere I will hand over my contract in the first instance to you. Likewise, any of my friends, peers, romans and countrymen wanting advice, I will point them in your direction.”

“Jane, you have been most resilient on my behalf for which I sincerely thank you for all your endeavours. I have a tremendous working relationship with Hart Brown and you have undoubtedly compounded this further."

“I appreciated the clarity of advice given at a stressful time”.

“A sensitive and highly professional approach and efficient work in the interests of the client”.

“Your advice, conduct and assistance have been indeed outstanding and very professional but also – and most importantly – very humane”.