Some workers wear one company's badge, receive a paycheck from another, work at a third company's site, and take daily direction from people employed by more than one business.
When a wage, discrimination, leave, or termination problem occurs, the question “Who is my employer?” may not have a one-company answer.
Map the working relationship
Identify who recruited you, hired you, pays you, sets the rate, schedules you, trains you, supervises daily work, controls access to the workplace, disciplines you, approves leave, maintains records, and has power to end the assignment.
A contract calling one company the employer—or calling you an independent contractor—does not necessarily resolve every legal question. Different statutes use different tests.
Preserve records from each entity
Save the offer or assignment agreement, staffing-company communications, client-site policies, schedules, time records, supervisor messages, discipline, termination or assignment-end notice, and any document showing which entity made the disputed decision.
Why this matters
Coverage, responsibility, access to evidence, agency naming, and remedies can depend on which entities legally qualify as employers or joint employers under the law involved. The answer should be developed from the actual relationship, not guessed from the logo on the paycheck.