Determining whether a worker is an independent contractor or an employee is often a difficult question for employers. Employers often try to get a worker classified as an independent contractor so they don't have to pay FICA (Social Security, Medicare) taxes for that worker. But the IRS considers a worker to be an employee unless independent contractor status is clearly indicated by the relationship. The IRS used to use a 20-factor test to determine worker status; now they look at three factors: behavioral control,
An employee is a worker who performs services at the direction of an employer. In general, anyone who performs services for an organization is an employee if the organization can control what will be done and how it will be done.
Tech Careers has some great examples to show you the difference between an independent contractor and an employee. Don't forget that each case is different, though, so be sure to check with your legal advisor before you make any assumptions about whether a worker is an independent contractor or an employee.
An independent contractor is an individual or business that provides services to another individual or business. The independent contractor is a separate business entity and is not considered an employee. Some examples of independent contractors are consultants, agents, or brokers.
Employees are paid on an hourly or salaried basis, and they receive a W-2 showing their total earnings for the year. Independent contractors are paid by the job or by the hour, and they receive a 1099-MISC showing their total payments for the year.
NOTE: The way a worker gets paid is not a factor that the IRS uses to determine whether the worker is an independent contractor or an employee.
The IRS looks at three broad areas in making its determinations of whether a worker is an employee or contractor. On a case-by-case basis, the IRS considers behavioral control, financial control, and relationship between the worker and employer. Understanding these factors can help you in considering whether to hire an employee or a contractor.
The IRS previously used a "20-factor test" to makes its determinations on worker status. The IRS used these factors as a guideline, not a checklist, and cases, as now, were decided on a case-by-case basis. While the test is no longer specifically used, it can be a guide for you in considering whether a workers is an employee or contractor.
You can request a determination letter from the IRS on the status of a worker, using Form SS-8. Getting a determination voluntarily can help you avoid fines and penalties for mis-classification of a worker.;
When you start a new business, you will invariably decide that you need help. Most small business owners start out by hiring outside contractors to do work for them, but at some point you may decide to hire an employee or two. This article discusses the advantages and disadvantages of hiring employees vs. independent contractors.