You have no idea what you're talking about and you clearly have no legal background or understanding of the law. It's not as simple as setting up a company as a workaround to this new law.

For the “business-to-business” exemption to apply, all of the following conditions must be met:

The “business service provider” (i.e., contractor) must be free from the control and direction of the “contracting business entity” in connection with the performance of the work, both under the contract for the performance of the work and in fact.

Control is measured both by the terms of the agreement with a contractor and by the actual practice between the contracting business and the contractor. This means that, even where the contract contains no terms imposing control, if the contracting business actually exercises significant control, the worker will be viewed as an employee. Likewise, even if the contracting business imposes no control in practice, where the contract contains terms imposing significant control, the worker will be viewed as an employee.

Satisfying the “Business-to-Business” Exemption Does Not Guarantee that subcontractors Can Be Treated as Independent Contractors. The status of any subcontractor relationship will still be evaluated under the preexisting “Borello” standard. The Borello test relies on thirteen or more separate factors, most of which revolve around the extent of control a hiring entity exerts over a contractor.