I’m in two minds about this…
I think generally awareness of these laws is really low among our usual clients. It would be a case of flagging something they really aren’t aware of and creating a worry for them. I also think that if you are working properly as a VA, you would be exempt from these laws anyway (working off site, for multiple clients, having the right of substitution, saying yes/no to jobs, using own equipment etc).
Even in the horrible scenario that HMRC goes totally bananas and decides that “YES ALL VAs SHOULD BE EMPLOYEES!” as a sole trader, the Client would be fined, not the VA. Whereas if you were a limited company, the Client would be exempt and the Limited Company would pay all back fees/any fines etc. (So maybe the Client should be worried if you are a sole trader???)
HMRC could easily investigate larger companies and their payments to subcontractors and you might be investigated as part of that if they’ve been slightly naughty… Which is why you really need to be aware of what the differences are between being an employee and being a self-employed VA, especially if you are a limited company. It’s as much to protect yourself as to protect the client.
I might word it as “How VAs differ from employees”? Which turns it into a positive thing?