Yes I am aware of this. I had my time with an employment lawyer, (you just have to love it when you have GREAT clients)...lol You still have to follow all the HR rules as if they are employees. It is just the accounting that is simplified and the costs are reduced, (in some areas of the accounting the cost, as well as time, saving can be significant in other areas not so much. As contractors they must supply me with an invoice for the work completed and I must pay them HST on those invoices, (as long as they exceed the $30,000 threshold, but I have had a couple, over the years, who still collected the HST, then they had to file HST returns and they were responsible for that remission as well). It also removes my liability if they don't remit their taxes, they also are required to carry, (as a condition of working in my space), their own "professional practice" insurance. This has reduced my premiuims as I now only have to carry single entity insurance.Been down this road in the construction industry, be careful. From what I know, the "independent contractor" is still considered an employee, if 80% or more of their yearly earnings are from one source.