Specialization of today's manufacturing business through external workforce is a global trend. But, a contract for work may receive assessment by using an illegal workforce. Therefore, disambiguating a standard of judgment became so important legislative policy issues. First, a contract relationship must be defined the contents of the contract work clearly and concretely in advance. If the contents of the contract work defined too extensive and the specific details contents determined through order of contractor, examples of which may be illegal use of external workforce. But, the contents of the contract work connote variable circumstances in case if the detailed contents of work determined later or if the regularly check requested because of the nature of work, such business coach and poetic inspection should see that justice be carried out on the basis of an agreement on the contracts. The order in this limit is seen as a legitimate contract order of person who ordered any work. Second, in the case of work in the outer shape of the space and the work itself mixed have to be distinguished. Simply identical a workspace has the commonness of the place but the business must be seen as a seperated. In this case, it cannot be seen the illegal using of external workforce. With a working space, the work is illegal utilization external resources only where this is a problem running unitarily due to the user's instruction. Therefore, placing on the basis of clear indicators of illegal dispatch without locally mixed loading is too hasty judgement. Looking strictly subcontracting relationship is not satisfied on the basis of a labor contract. However, a number of workers inside and outside the worker in the business area in cooperation with each other and participate in the production process. So if a company can not be seen as a direct labor contract relationship is formed, it can be assessed in production community for services performed. And so looking at the production community and see things that evaluates both internal employees and external workers with colleagues is important. For order discipline in workplace in subcontracting relationship should be applied to both quantum directly. It include all the workplace access, order discipline and the benefits of further welfare dimension. Therefore, the relationship between cooperation and regulation prime·subcontractor made ​​within these categories can not be viewed as an illegal workforce outside grounds. In addition, it should not be seen as illegal that the prime company directly paid to the subcontractor employees for providing a bonus by productivity or occupational safety issues.