If you are a small business owner, you might hire people as independent contractors versus as employees, and there are rules to help you determine how to classify these folks which affects how much you pay in taxes. This might include, for example, whether you need to withhold from your workers paychecks in addition to the tax documents which you may need to file. An employers who misclassifies workers as independent contractors can end up with substantial tax bills, just like they can face penalties for failing to pay employment taxes and for failing to file required tax forms.
Business owners should know about hiring people as independent contractors versus hiring them as employees. But basically, the IRS uses several different characteristics to determine the relationship between workers and businesses including:
1) Behavioral control covers facts that show whether the business has a right to direct or control how the work is done; 2) financial control covers facts that show whether the business has a right to direct or control the financial and business aspects of the worker’s job; and 3) the type of relationship relates to how the workers and the business owner perceive their relationships.
If you have the right to control or direct not only what is to be done, but also how it is to be done, then your workers are most likely employees. If you can direct or control only the result of the work done — and not the means and methods of accomplishing the result — then your workers are probably independent contractors.
Regardless, there are many factors with a small business that can make it easier if you have paid contractors. One is cash flow. For example, some businesses use tactics like accounts receivable factoring to make sure they have the funds each month to cover payroll to employees. While others use contractors, and need to employ invoice factoring to cover tax debts at the end of each quarter.
More information is available on the IRS website or by calling the IRS at 800-829-3676 (800-TAX-FORM).