When you’re staffing your business, you have different options for bringing on talent. The two most common types of work arrangements to consider are the use of W-2 vs 1099 workers. While there are some similarities between them, there are also key differences that can affect your business so it’s important to understand what’s best for your organization’s hiring needs. What are the distinctions that you need to know? Let’s find out.
In this article, we’ll explain the differences between these two types of workers in a number of key areas, including their duties, the amount of control you have over their work, your payroll tax obligations, their impact on culture, and more. After reading this, you’ll have the information you need to decide whether a 1099 worker or W-2 employee makes the most sense for your business.
When you hire an employee, whether it’s part-time or full-time, the reason they’re referred to as a W-2 worker is because you’ll report their wages and all compensation for the year using a Form W-2. The W-2 will also show the withholdings you made from the employee’s pay. Your employees will then use this form to report their income on their taxes.
With a 1099 worker, you’ll report their compensation on a Form 1099-NEC as long as you paid them at least $600 for services they performed. Keep in mind that there are different terms to refer to a 1099 worker like an independent contractor, self-employed individual, freelancer, or gig worker. These workers are business owners themselves who provide set services to your company and are not on your payroll like a company employee.
When evaluating the difference between W-2 and 1099 workers, there are several areas where you’ll want to understand how they compare. We’ll cover the top 6 here.
The biggest distinction between a W-2 employee and 1099 worker is the amount of control you have over them. With a W-2 employee, you have the right to direct the work being performed. That means giving instruction and providing the tools, training, and equipment to complete the work. You also set their hours and schedules.
Conversely, the general rule is that a worker is an independent contractor if you have the right to control only the result of the work, not what will be done, how, or when. As a result, 1099 contractors use their own methods and tools for completing work. Even though they may work for a specific project or period, they do it on their own schedule. And they can provide similar services to other businesses and can accept or turn down work opportunities as they wish.
Since the correct classification of workers is so important, the IRS provides guidelines for assessing the amount of control you have to help you determine if they’re an employee or contractor:
For further guidance, you can also ask the IRS to make a determination for you by filing a Form SS-8.
With W-2 employees, you control what they work on. This means you have oversight over how the work gets done and when. Part of managing their work also means you can assign a wide variety of tasks to workers. Just think of a typical job description and how many responsibilities are typically listed. This flexibility enables you to focus employees in areas or on projects where they’re needed most.
1099 workers are hired to get a specific job done and can use their own discretion to do so. The good news is that this can free you up from managing their time. But since you hire contractors for specific services that you’ve agreed upon, you don’t have the luxury of being able to task them with other duties without changing the scope of your agreement. They also generally set their own hours and deadlines for completing the work. This could lead to a little less reliability, especially if they have other clients they’re working for that may impact their schedules and delivery dates.
With W-2 employees, you may end up paying less per hour for the same work than an independent contractor. But there are other costs. You’re responsible for managing payroll and required tax payments and contributions for your employees, including your share of Social Security and Medicare as well as state unemployment compensation insurance and workers’ comp. You’ll also have to factor in the cost of any benefits you offer, potential overtime for those that are non-exempt employees, equipment, and office space. And there’s the ongoing challenge of managing and motivating employees, which can take a lot of time and resources.
With 1099 contractors, you avoid most of these expenses, which is why savings are estimated to be up to 30 percent when using an independent contractor. Not only can it be less costly upfront to hire a 1099 worker, but contractors can also save you money in other ways. For example:
When it comes to payroll taxes, these are automatically deducted from a W-2 employee’s paycheck. You as the employer withhold income taxes and pay Social Security, Medicare taxes, and unemployment tax on wages paid. At tax time, as discussed earlier, you’ll need to give employees a W-2 that shows the amount of these taxes that were withheld from their pay.
For independent contractors, you’ll need to issue a Form 1099-NEC to report what you paid if they received $600 or more during the year. Those working as contractors will use these 1099s to total their net earnings and calculate their self-employment tax, which they’ll have to submit directly to the IRS. The self-employment tax is 15.3% — double what a W-2 employee pays since employers pay half the payroll taxes. However, when it comes to taxes, the one upside for 1099 workers is that most of the expenses they incur to complete their work can be deducted.
W-2 employees are afforded protections under the law, such as minimum wage, overtime, and family and medical leave. They’re also entitled to participate in your benefits like health and dental insurance, which are often better than what they can afford on their own. If you offer a competitive package, it can go a long way towards making employees feel valued, which can improve performance and productivity. But as you know, benefits can be costly. In December 2022, the Bureau of Labor Statistics found that benefit costs accounted for 31 percent of wages and salaries for workers in private industry.
With 1099 workers, you don’t have to worry about offering them employer-sponsored benefits. Independent contractors are also not covered by workers’ comp and unemployment insurance, saving you on these expenses as well.
With W-2 workers, you’re able to bring employees on board who are a good fit within your organization and reflect your values. These workers become part of your team and workplace environment and contribute to a better company culture, which can help with retention as well as recruitment. Employees may also feel more secure in their roles, which can contribute to increased focus since they won’t always be looking to line up the next job.
Typically, 1099 contractors aren’t as invested in the company culture. That’s because they generally complete a job or assignment, then move on to the next. And that can be disruptive for other employees and the culture. But the transient nature of 1099 workers can be an advantage since there’s no obligation to continue working with a contractor after their assignment’s done, making it easier to end a contractor relationship than terminate an employee.
As you can see from the differences outlined here, it can be challenging to determine whether someone is a W-2 or 1099 worker. In addition to correctly classifying your new hire at the start, you’ll also need to reassess a worker’s role over time since the relationship may change. And it’s crucial to get proper classification right since misclassification can result in steep legal or financial consequences for your business. For example, if you call an individual an independent contractor who is actually an employee, you could be liable for back employment taxes as well as substantial penalties plus interest. Fortunately, the IRS has a Voluntary Classification Settlement Program that allows businesses who were treating workers as independent contractors to reclassify them and pay less.
Whether you hire workers as employees or enter into contractor relationships, there’s a lot to consider. One or both types can contribute to your organization and help you meet your goals.
A W-2 employee is a good fit if you:
A 1099 worker could be right for your business if you:
If you’ve identified that bringing on a contractor makes the most sense, it’s important to further understand who a 1099 worker is. In contrast, if you’ve decided a W-2 employee best meets your business’ current needs, you’ll also want to make sure you understand the different types of employees you can hire so you're staffing your business appropriately.
Editor's Note: This blog was originally published in September of 2020 and was updated in May of 2023 for accuracy and comprehensiveness.