eHow should you arrange your workforce? Engaging independent contractors (sometimes called ‘freelancers’, ‘contract workers’, or just ‘contractors’), can save your business in costs, time and energy. However, it also comes with a significant risk of ‘misclassification’: This occurs where a business has treated a worker as a contractor, when they should have treated them as an employee. Misclassification can result in a substantial tax bill, penalties, and amounts owing to employees.
In this guide, we explain what the difference is between independent contractors and employees, and set out steps you can take to mitigate the risk of misclassification.
The Rise of Independent Contractors
There has been significant growth in the use of independent contractors, rather than employees, over the last few years. Upwork’s 2019 ‘Freelancing in America’ study indicated that 35% of the United States workers are currently freelancers, an increase of 4 million since 2014. Perhaps more striking was the increase in freelancers who worked fulltime, from 17 to 28 percentage points over that period. There is every sign that COVID-19 is accelerating the existing trend to hire independent contractors over permanent employees.
While the practice has become more popular, the difference between an employee and contractor is narrowing: For example, law reforms put in place in California and New York state, place many of the same obligations on businesses, whether they are engaging contractors or employees.
Nevertheless, while the distinction between contractors and employees remains, businesses will need to manage the risk of misclassification.
What is an Independent Contractor?
Contracts are the key legal tool for a business to protect its rights. A business may enter into contracts to lease or purchase goods or property. A business can also enter into contracts for services from individuals. We call the individuals engaged through this contract an ‘independent’ contractor, as they work ‘at arm’s length’ from the company. By contrast, the work of an employee is more closely connected to the operations of the enterprise itself. This is a loose way of describing the difference between the two types of worker. But as we shall explain below, there is no conclusive test as to whether an individual is an employee or a contractor – it requires weighing up a range of different considerations. We explain this in further detail below.
What Are the Benefits of Engaging Independent Contractors?
There are quite a few benefits to engaging independent contractors. These include:
- Cost. Contractors do not have full employee benefits. This means that your business is not liable for administering a range of benefits that it would otherwise be required to hand out. These compulsory benefits may include insurance and pension contributions and paid time off;
- Flexibility. In general, contractors can be terminated more easily than employees. This makes it easier to scale up and down the size of your workforce depending on the needs of the business at a particular time;
- Compliance ease. While the compliance obligations towards contractors are increasing in recent years (see note above), in general, businesses have far fewer legal and compliance obligations towards contractors than they do towards employees.
To find out more about the advantages and disadvantages of hiring contractors and employees see What Are the Advantages and Disadvantages of Using International Contractors?
What Is the Risk of Misclassifying Workers?
The benefits of engaging independent contractors mean that many businesses have a preference for hiring contractors, rather than employees. This presents a risk, however. The risk is that businesses may ‘misclassify’ workers as contractors where they are, or should be treated as, employees. The concern of regulators is that businesses are depriving workers of the benefits that they are entitled to (such as insurance, pension contributions, and paid time off).
There is also a concern from tax agencies that this reduces the overall tax take (as contractors are responsible for paying their own taxes).
As a result, in various countries, regulators are cracking down on businesses that misclassify. We explain classification in further detail below.
How Do You Determine Whether a Worker Is a Contractor or an Employee?
The test that is applied in the United States is based on three key questions:
- Behavioral Control: Is the business able to direct and control the worker, even if that right is not exercised? Behavioral control could be demonstrated through the type of instructions given, the degree of instruction (more instruction is indicative of employment), and training procedures or methods (the presence of training is more indicative of an employee);
- Financial Control: Is the business able to direct or control the financial and business aspects of the worker’s job? Relevant factors include the method of payment (regular payments may be indicative of employment), whether the worker is free to seek work elsewhere (more likely to be a contractor), and whether their expenses are generally reimbursed (if not, they are less likely to be a contractor).
- Relationship: How do the worker and business perceive their interaction with one another? Relevant information will include how any written contract describes the relationship that is to be created, the existence of benefits, and the degree of permanence of the relationship are all relevant.
Note, the considerations above are not legal criteria: No one factor or set of factors must be present for an individual to be classified as a contractor rather than an employee. It is a matter of weighing up the factors in each individual case to come to an overall judgment.
How Can You Best Manage Misclassification Risk?
In order to best manage the risk of misclassifying a worker as a contractor, we recommend that you:
- Develop a Human Resources (HR) strategy. Your enterprise should have a plan in place for the organization to determine the appropriate proportion of contractors and employees. For example, Upwork, a major international contracting/freelancing platform, has found that around 450 full-time employees to 1,100 contractors, is the right mix for its business needs. Being intentional about the workforce reduces the chance of engaging a worker as a contractor when they should have been employed;
- Regularly review worker status. The relationship between a worker and a business is dynamic and changes over time. Roles should be regularly reviewed to ensure that workers are still correctly classified;
- Consider outsourcing non-essential functions. By outsourcing functions (such as payroll, human resources or benefits administration), a company can minimize the overall number of workers that need to be hired;
- Consider a Professional Employer Organization (PEO). A PEO becomes the ’employer of record’ for your workforce. This means that the PEO takes on compliance and tax obligations for your employees. Note, depending on the country of operation, this might be a ‘co-employment’ arrangement, where your company still retains some responsibility for the employees.
When making strategic human resources decisions, enterprises need to consider carefully whether independent contractors or employees, or a mix of the two, are the best choice for their business. This means having an in-depth understanding of the difference between a contractor and an employee. Where expanding internationally, New Horizons Global Partners can provide advice on the best options for your business, which may include outsourcing, or a global PEO solution.