When you take on employees, it is important that you know exactly what type of worker they are. You can’t simply treat your employees as contractors and expect to get away with it. The IRS has strict rules about who qualifies as an independent contractor. The consequences of misclassifying your workers can be severe. There are two main types of employment statuses: employee and independent contractor. Knowing which category your worker falls under can make a big difference in how much tax you collect from them and what kinds of benefits you offer them. 

Both the W2 and 1099 forms play a significant role when it comes to tax season for business owners and their employees. Learn more about the differences between W2 and 1099 employees

What is a W-2 Employee?

A W-2 employee is an employee who is hired by a business and has their income and payroll taxes withheld by their employer. A 1099 contractor, on the other hand, is someone who is self-employed or works for a company that does not withhold taxes from their paycheck. As a result, 1099 workers are responsible for paying their own income taxes and self-employment tax. 

Business owners who hire W-2 employees are responsible for paying payroll taxes, which include Social Security and Medicare taxes. Unlike 1099 workers, W-2 employees are eligible for employee benefits, such as health insurance and retirement plans.

What is a 1099 Employee?

A 1099 employee is an employee who is not on a company’s payroll, but is instead paid directly by the company for their services. 1099 employees are also known as independent contractors or 1099 workers. These workers are not considered full-time employees and do not receive any benefits from the company, such as health insurance or paid vacation days. However, 1099 employees may be able to deduct certain business expenses on their income tax return.

Advantages of Being a W-2 Worker

There are many advantages to being a W-2 worker. For one, you are considered an employee of the company you work for, which means you are entitled to all the benefits and protections that come with that status. This includes things like workers’ compensation and unemployment insurance. 

Additionally, your employer is responsible for withholding taxes from your paycheck, so you don’t have to worry about doing it yourself. Do not underestimate the amount of help that this provides workers. The failing to save for and pay those taxes can lead to significant legal issues. The company has people on staff whose primary responsibility is to make sure that those taxes are withheld and paid appropriately. 

Another advantage of being a W-2 employee is a measure of job stability and predictability. As long as you have a job, you should have work to do. The work will also be more consistent than if you were a contractor. Also, the company should need you long-term, which means you wn’t have to worry about finding a new job often. 

Advantages of Being a 1099 Worker

There are several distinct advantages of being a 1099 worker. As a 1099 worker, or contractor, you are in charge of your own work situation. That means that unless stated in your contract, you can set your own working conditions. That means working when you want to, where you want to, and how much you want to. 

Contractors are, essentially, their own business that contracts to do specific things for other companies. This gives you a lot of freedom when it comes to controlling your job. You can choose who you work with and when a contract ends. You can also set your own prices and find clients or companies that will pay what you want.

Disadvantages of Being a 1099 Worker

Being a 1099 worker also comes with significant disadvantages. Perhaps the most important problem that you are likely to have is that you do not have the same protections as W-2 employees do. You are not a part of the company and not entitled to any of the benefits that employees get unless otherwise covered in your contract. 

This means that it is easy to terminate your contract and you may have issues with getting paid by certain companies. You are also a stand-alone business in many ways, so your tax structure is different. You pay your business taxes as well as your personal taxes, the company does not contribute to that in any way. 

Another problem is that you are not entitled to things like health insurance through the companies that you work with. You have to find your own insurance, which can be more expensive than getting it through a company. 

Disadvantages of Being a W-2 Employee

W-2 employees have a lot of advantages, but they also have disadvantages. One of the biggest disadvantages is that they have little control over their jobs. The hours, pay rate, and other parts of your job are set by the employer and you have little if any ability to negotiate that. 

Being a W-2 employee also means that you are locked within the company’s structure. Most W-2 employees find it difficult to move up or advance in their careers, and their jobs tend to be very much the same from day to day. This can become tedious over time and the only way to switch things up is to find a new job. 

What is the Difference Between 1099 vs. W-2 Employees?

The main difference between 1099 vs. W-2 employees is that 1099 contractors are considered self-employed, while full-time W-2 employees are not. 1099 workers are also responsible for their own payroll taxes, whereas W-2 employees have these taxes withheld from their paycheck by their employer. 

Additionally, 1099 employees will receive a Form 1099 from the IRS at the end of the year, while W-2 employees will receive a Form W-2. Filing these forms follows separate processes, and getting those processes wrong can lead to problems. In general, the 1099 forms are more time-consuming to handle since working with multiple companies means multiple 1099s that need to be filed. 

Finally, independent contractors are not subject to the same employment laws as full-time employees, such as minimum wage and overtime laws. These things are determined by the contractor’s ability to negotiate. Whatever is defined in the contract becomes the conditions of the job. W-2 employees also have some power to negotiate better contracts, but there are laws in place that control certain aspects of the job to offer them some protection. 

Which Type of Worker Should You Employ?

Which worker you choose depends on several factors, including what is a good fit for the structure of your business. Contractors are often hired to fill a specific need within a company. For example, a company may hire a contractor to sell for it. If you want a team with a lot of flexibility and specialized skills, then building a team of contractors is a good option. 

On the other hand, building your team with W-2 employees for more dedicated, long-term workers. W-2 employees tend to stay with companies for years, while contractors can leave whenever they want. W-2 employees are often more cost-effective in terms of salaries and overall benefits. However, they require more management and overhead in terms of paperwork and oversight.  

Mixed W-2 and 1099 Staff

Rather than choosing one over the other, companies often choose to create a mixed workforce. The company hires W-2 employees in key roles, and then hires contractors to fill in highly-specialized roles. 

For example, a company that offers house painting services may hire a manager and administrative staff to coordinate operations. Then, it can hire independent sales associates to sell services and bring in business, and independent contractors to do the painting. 

There are many ways to set up a system like this so that a business functions in a specific way. The key is determining which skill sets you can fill using which type of employee. Roles where pay can be earned by specific actions on the job often work well for sales contractors. Their pay can be based on a percentage of what they sell. 

Administrative tasks can be done by contractors or W-2 employees. It depends on what it is. For example, scheduling and handling emails can be done by internal teams. Services like project management can be handled by contractors.

In these cases, finding the right balance of 1099  and W-2 workers is the key to success. 

Try Outsourcing Your Answering Service

Finding the right 1099 workers to handle your projects,  such as answering phones after hours, can be difficult. Let us handle after hours calling for you by outsourcing you call handling needs to Answer Aide.

If you’re ready to get started with a professional answering service, we’re here to help. Contact Answer Aide by calling (866) 427-3500 or by filling out our online form. We’re happy to partner with you to support your business while it grows.