This workshop is available in Spanish

False Self-Employed in Healthcare: Questions and Answers

The SINEWS Transition Model, a Success Story

This is a practical, intensive 2-hour training aimed at frontline professionals in private healthcare settings: nurses, healthcare assistants, and receptionists. Through self-awareness exercises, theoretical frameworks, and role-playing activities based on real-life scenarios, participants learn to identify their own emotional triggers, understand the causes behind challenging patient behaviour, and apply concrete strategies to handle the most common conflicts — from the anxious patient or the one who questions the professional’s competence, to complaints about waiting times, billing issues, or verbal aggression.

How does a Labor Inspection work? Does an employee need to file a complaint for the inspection authority to act in the event of a dispute? Are there random unannounced inspections?

  • Myths about false self-employment (what clinics think makes someone a false self-employed worker — but is actually FALSE).
  • What are the true criteria for defining a false self-employed worker?
  • What are the consequences if an inspection determines that some or all employees are falsely classified as self-employed?
  • Genuine self-employed workers: Do they actually exist, or are they like unicorns? Requirements that a working relationship with a collaborator must meet for an inspection to conclude, without any doubt, that the professional is truly and genuinely self-employed.

Are the options we’ve heard about real solutions?

  • Making professionals "partners" by selling or transferring a minimal share of the company's equity to them.
  • Issuing invoices for office rental.
  • What are the different rights and obligations of self-employed vs. employed workers (from the employee's perspective)?
  • How do employment contracts change the rights and obligations of the company (from the clinic's perspective)?
  • Can my self-employed workers claim an employment relationship?

Transition to employment contracts:

  • Can a collaborator claim a number of hours corresponding to their actual current availability for the clinic, whether or not those hours were worked?
  • Are they entitled to have their seniority recognized from the point of the transition?
  • Is it enough to make an offer that complies with the collective bargaining agreement? Is there an obligation to maintain the annual salary and cover social security costs?
  • What happens if an employee refuses to change the terms of their working relationship?
  • How did SINEWS carry out its transition? What were the main challenges and what were the solutions? What advantages and disadvantages has the change brought?