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Benefits Of Being An Employee Vs Independent Contractor

There Are Some Benefits To Being A Contractor That Full

Independent Contractor Versus Being an Employee-Which is Best?

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The standard relationship between employers and workers is changing as more people choose to be independent contractors. Being an employee means having a boss, receiving an hourly pay or salary with benefits, and often working full-time on a set schedule.

But contractors typically run their own businesses. Contractors may work as consultants, temporary employees, freelancers, or other non-payroll positions. A contractor is not under an employers control regarding the manner, means, and results of work performed. They operate their own business and offer their contracted services to the public.

Many people are embracing this way of working. Despite not always having a consistent income, contractors enjoy advantages that full-time employees do not.

How Can I Know I Am An Independent Contractor

Independent contractors, sometimes also called freelancers, provide goods and services to other entities or the general public as non-employees. If you are an independent contractor, then you are self-employed and all your earnings are subject to self-employment tax.

According to the IRS, the general rule is that an individual is an independent contractor if the payer has the right to control or direct only the result of the work and not what will be done and how it will be done.

Before continuing, if you are not sure yet of being an independent contractor here is a blog post from the IRS that is going to help you in this tangle: Independent Contractor or Employee?

The Benefits Are Amazing

Freelancers dont get benefits, but most full-timers get a plethora of them. Many employers offer subsidized health care, dental care, vision care, life and disability insurance, and even health savings accounts. It might not dawn on you just how amazing these benefits are until you realize how much theyd cost if your employer didnt pay a portion of the premiums.

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Contractors Are Their Bosses

Contractor work is excellent for people who want to be their boss. Without a boss or supervisor, contractors have more freedom to run their businesses and decide how to perform the work. Contractors can work from home or work while traveling. Business can be conducted on the beach on a laptop instead of a cubicle.

Independence can have drawbacks. Contractual work may not be suited for people who enjoy working in large groups and getting feedback from supervisors. For self-starters with discipline, independent contracting can be rewarding.

What Is The Difference Between An Employee And A Contractor

Employee or independent contractor?

Employee and independent contractor are legal employment statuses, backed by respective labor laws and tax policies.

  • An employee is a payrolled, full or part-time worker, who receives regular compensation for their contribution to your business. The scope of their contributions is documented in a formal employment contract. Usually, a work contract includes details like core duties, standard working hours, overtime, wages, benefits, bonuses, vacation policy, and conditions for terminating employment.
  • An independent contractor is a self-employed professional you hire on a per-need basis to carry out a specific task. Contractors are not directly employed by your company the two of you enter a service contract on partnership terms. Unlike employees, independent contractors get to dictate their terms when it comes to compensation, working hours, project timelines, etc. You are in a position to agree, negotiate, or reject the proposed options.

Money-wise, you can spend less with a contractor since you dont pay their social contributions, taxes, or benefits. But precisely for this reason, self-employed people charge higher hourly or project rates.

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Which To Choose: Employee Or Contractor

Employees are often more expensive because business owners owe payroll taxes on their wages. You also have to pay for workers compensation insurance and their employee benefits. However, saving money isnt the only consideration. Hiring employees can also create more stability at your business and help you increase the core capabilities of your firm.

At the end of the day, deciding between an independent contractor and an employee hinges on your business requirements:

  • If the work you need done isnt permanent or closely tied to your companys primary business or if you lack money to hire a permanent employee, consider going the independent contractor route.
  • However, if the work is likely to continue indefinitely and is at the core of your business, it might make sense to hire an employee, even though it costs more.

The Benefits Of Becoming A Contractor

There are a number of advantages to being a contractor.

Be your own boss

Contract work provides greater independence and, for many people, a greater perceived level of job security than traditional employment.

Maintain a good work/life balance

Less commuting, fewer meetings, less office politics and you can work the hours that suit you and your lifestyle best.

Earn more money

Being a contractor means you get paid for every hour of work you do, at the market rate. If your skills are in demand, your income could be high.

Test out a new field of expertise

Not sure if there’s a market for your skills? You can dip a toe into a new industry without committing yourself to a full-time job. If it doesn’t work out, you can cut your losses quickly and easily.

Start on a part-time basis

This can be appealing to young people just graduating from college, or older people who want to experiment with a second or even third career.

Test out a company

If you’re not sure a new company is offering the right full-time employment opportunity for you, suggest first working for them as an independent contractor.

If these benefits sound appealing, you might have the right mindset and skills to become a contractor.

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Independent Contractor Or Employee

  • Tax Exempt Bonds
  • It is critical that business owners correctly determine whether the individuals providing services are employees or independent contractors.

    Generally, you must withhold and pay income taxes, social security taxes and Medicare taxes as well as pay unemployment tax on wages paid to an employee. You do not generally have to withhold or pay any taxes on payments to independent contractors.

    Independent Contractor Is Their Own Boss

    Smart Money: Employee vs. Independent Contractor

    As an independent contractor, you will be in charge of the workload you have and the amount of it you get done. This means that you are your own boss when it comes to the way you perform your work. However, this can be a two-edged sword. On one hand, you can choose how many jobs you do at a time and manage your schedule and workload according to your habits and availability. On the other, the more jobs you do, the more income you will have. So, it might not be easy to manage your own hours and resources effectively, and not go to any extremes.

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    Rise Of The Gig Economy

    The pandemic revealed vulnerabilities in the American job marketmassive layoffs early in the pandemic, a rise in preferences for flexible work options, and stagnating wage growth amidst rising inflation, to name a few. These weaknesses led many workers to either fully or partially move into something known as the gig economy.

    The gig economy is commonly characterized by short-term positions or gig work offered to independent contractors by businesses. For many, burnout and frustration from traditional jobs have led them to pursue gig work to supplement their additional expenses or replace their incomes entirely.

    Although gig work has traditionally been seen as unstable, I think its actually empowered workers to take more control over their finances both now and for their future.

    Independent Contractors Vs Employees: The Risks

    There is, of course, more. But, if you are on the lookout for these factors, you will likely catch most of the problems before they become serious.

    See Practical Law: Independent Contractor Classification

    Unfortunately, if the company gets the classification of independent contractors wrong, bad things can happen. The company could be liable for employment taxes, back wages , unemployment insurance claims, workers compensation claims, violations of the FMLA, claims involving benefits, and more. The Department of Labor regularly audits companies for compliance and an aggrieved contractor can file a lawsuit, including one seeking class-action status.

    Consequently, it is critically important that in-house counsel take steps to ensure the company is engaging independent contractors in the right manner. Also, they should do this in partnership with the human resources department.

    See Practical Law: Evaluating and Engaging Independent Contractors Checklist

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    Costs Of An Employee Vs Independent Contractor

    Classifying workers is one of the important decisions small business owners must make. It’s common for certain company contributors to fall under the “independent contractor” title, including consultants, writers, web designers, search engine experts, secretaries, janitors, machine operators, painters, electricians and other service providers. However, misrepresenting employees as contractors could cost companies big-time, so one must know the definition and the costs of an employee vs. an independent contractor.

    What Are The Tax Implications Of Hiring An Employee Vs Contractor

    Independent Contractors vs. Employees, a common Misclassification

    The tax implications are significant for employees. You have to withhold, report, and remit an employees income tax withholding, Social Security and Medicare taxes, as well as pay unemployment taxes to your state labor regulator. None of this is required for independent contractors.

    You also need to file different tax forms based on the type of role you are hiring. If you pay an independent contractor $600 or more in a tax year, you need to file a form W-9, as well as Form 1099-MISC. For employees, you must file a Form W-2 and withhold and pay taxes and benefits.

    If you fail to classify an independent contractor properly, the IRS and state tax and labor authorities may attempt to collect what you failed to pay, plus penalties. Its best to avoid this situation.

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    Employee Vs Contractor: Whats The Difference

    Although you might do essentially the same work, the IRS views contractors and employees and the businesses that hire them differently.

    Determining whether the person providing service is an employee or an independent contractor is based primarily on the degree of control and independence over the work.

    An employee typically performs duties dictated or controlled by others. In many cases, an employee is provided training to do the job. And an employee works for only 1 boss.

    An independent contractor, on the other hand, generally has several clients. A contractor has his or her own tools and sets his or her own hours. And a contractor invoices for the completed work.

    More On Employee Vs. Contractor:

    The distinction seems pretty clear-cut, right? It can be.

    But it also offers businesses a huge, with a capital G, gray area, says Judith E. Dacey, a CPA and principal of J.D. Sumter & Associates in Summerfield, Florida.

    And some companies use some of the wiggle room to hire contractors instead of employees, in large part to save on labor costs. Theres no need to pay benefits for contractors, and companies can also save on taxes because its not necessary to pay the employer portion of Social Security and Medicare or state unemployment taxes.

    In most cases, companies follow the law, says Sally Herigstad, a Kent, Washington-based CPA and author of Help! I Cant Pay My Bills. But it is, she says, a huge hassle to make someone an employee.

    Increased Liability For On

    Employees’ on-the-job injuries are covered by their employer’s insurance. Such insurance offers injured employees compensation in return for their right to sue their employers. Unless contract workers buy their own insurance, they can sue the employer for damages if they can prove employer negligence when injured at work.

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    Independent Contractor Manages Their Own Taxes And Benefit Plans

    As self-employed, your employer will not be withholding your taxes. Unfortunately, this doesn’t mean there are no taxes involved, just that you will be paying them differently. An independent contractor pays a self-employment tax quarterly. This basically consists of social security, healthcare, and income taxes. Without an employer to withhold your taxes, determining your taxable income might be more difficult. So make sure you keep correct books regarding your income, to make paying taxes easier.

    Additionally, to balance out the fact that you will not have a retirement plan like full-time employees, but you will be allowed to deposit higher than regular amounts on your retirement accounts. In some cases, up to ten times as much as regular employees. So, even though you are self-employed, you should definitely set up a SEP IRA for yourself.

    What Determines Whether An Individual Is An Employee Or An Independent Contractor

    The pros and cons of being an independent contractor

    An individuals status as an employee or an independent contractor is determined by a number of factors, including the nature of the work relationship, the degree of control over the work, and the amount of independence in the work.

    Misclassifying information, which has grown in importance in recent years as an enforcement priority for federal and state agencies, can result in significant fines and penalties. An independent contractor is a service provider who works independently in a trade, business, or profession. The Internal Revenue Service Common Law Test is the most widely used test used to assess a workers status. When a worker is unsure about their status, it is best to classify them as employees. Form SS-8 can also be used by the IRS to obtain an official determination. Some states may have more stringent requirements for their state tests, making it more difficult to satisfy. An independent contractor is an option for small businesses that want to save money. Determine whether a worker is classified as an independent contractor based on all applicable federal and state tests. If the worker fails to meet these tests, he or she will be entitled to all of his or her rights and benefits.

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    Which Worker Is Classified As An Independent Contractor

    There is no definitive answer to this question as there are a number of factors that can contribute to whether or not a worker is classified as an independent contractor. However, some common indicators that a worker may be classified as an independent contractor include if the worker is responsible for their own taxes, if they are not eligible for company benefits, if they set their own hours, and if they are paid by the project rather than by the hour.

    Employers can treat you as either an employee or a contractor, depending on your status. It is up to your employer to divide social security and Medicare taxes as an employee. Independent contractors are not eligible for workers compensation benefits if they are injured while working, unless they carry workers compensation insurance. The classification system affects the entire community. When competing for business, a law-abiding employer may face an unfair advantage. If you are filing your taxes this year, you should submit your forms as soon as possible. Before you can file Form 8919, however, you must first show that one of the listed reasons applies to you. Every agency will set its own rules regarding FICA taxes that will determine whether or not your boss must pay a portion of your taxes.

    Contractor Charge Out Rates Or Pay Rates

    An average contractor rate of pay generally is much higher than that of a full-time employee, partly as the client is not required to pay holiday pay, travel, sick pay, pension contributions or any employee benefits. This alone, without the benefits via tax can make contracting more financially-attractive to many. The higher rates commanded by contractors has long been seen by some as an appropriate pay-off to cover the risks associated with being self-employed and the absence of employee benefits.

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    Why Might An Employer Prefer To Hire An Individual As An Independent Contractor Rather Than As An Employee

    Hiring independent contractors over employees is a bold choice made by an employer. Not only is the employer hiring someone who does not have a guaranteed commitment toward the company, but the employer is also passing on the opportunity of having a loyal member of the company who shares the same goals as them. Although the employee or contractor may perform the same tasks and deliver the same results, there should be a firm reason why an employer prefers hiring an independent contractor. Among these reasons are:

    • Reduction of labor costs. Add-on costs are spent only on employees and not on independent contractors.
    • Reduction of supplies and office cost. Companies are not responsible for the equipment, supplies, and offices of independent contractors.
    • Reduction of liability. Employers are also not necessarily responsible for injuries that independent contractors may sustain while performing their companyâs responsibilities.

    What Is The Difference Between A Consultant And An Employee

    Episode 82: Independent Contractors vs Employees Update

    Employees are individuals who work exclusively for a particular company. Consultants determine their own work schedule in completing their assigned tasks and responsibilities. Consultants may have multiple clients and can market their services to different companies, which is in contrast to employees who provide their services exclusively to a single client on a long-term basis. One trick to quickly tell the difference between a consultant versus an employee is to remember that consultants are self-employed while employees are not.

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    Optimum Level Of Salary And Dividends

    Contractors running their own limited company/PSC can choose to pay themselves a lower salary, usually up to the NI threshold, with the rest of their funds drawn as dividends. There are no National Insurance contributions due on dividends, therefore the contractor pays no National Insurance on the £60,000 income described in the example above, whereas an employee is required to pay £5,060 in employee national insurance contributions.

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