By
Brianna Blaney
Jan 3, 2023
W2 vs W9 vs 1099 Contractors: Differences
Employee misclassification is a problem that has persisted in for companies hiring contractors. When employers label workers as independent contractors rather than temporary employees, they don't offer the same benefits or pay unemployment and additional taxes for their workers. In the U.S. alone, 10% to 30% of employers misclassify their employees as independent contractors.Whether you’re a small business or a large enterprise, there's no denying the advantages of hiring freelancers. As any company grows and hires, onboarding and tax forms are two requirements that can slow down the hiring process and muddy the waters of skilled talent.
While companies may cut costs by misclassifying their employees, the charges for such a penalty (whether intentional or unintentional) can result in a hefty fine or potential criminal charges. If the IRS suspects fraud or intentional misconduct, this could lead to an employer facing criminal charges of up to $10,000 per misclassified employee and up to five years in prison.
The forms a new worker fills out will give a strong signal about their role in the company. With misclassification fines looming over the head of every business owner, filing the proper tax forms with the appropriate tax withholding, is critical to running a compliant business. It also means you are less likely to be audited during tax season.
In this article, we’ll explore the difference between a W2 and a W9 worker, including how that relates to form 1099, hiring differences, tax rates, and choosing which class of worker is the smartest decision for your business.
Lumanu helps companies easily manage payments to temporary W9/1099 contractors by dealing with al vendor onboarding, tax compliance and payments. Lumanu acts a a single vendor for companies working with freelancers.
Disclosure: All opinions in this article should not be considered legal guidance. You should consult with an HR attorney considering your specific situation. Within the US there are nuances state and considerations when working with freelancers internationally.
What is the Main Difference Between Employees and Independent Contractors?
The primary factor the government uses to determine worker status is the level of control they have over their work. When it comes to withholdings and taxes, an employee is the responsibility of the employer in the eyes of the IRS. A business with employees must withhold income tax, Medicare, and Social Security from the wages paid and remit these withholdings to the IRS. The employer is also responsible for paying federal unemployment tax (FUTA) and payroll taxes based on employee wages.
When hiring independent contractors, companies do not have the responsibility to withhold state income tax or federal tax. No laws apply for minimum wage, health insurance, workers’ compensation, or overtime. The worker is a sole proprietor that is self-employed and is responsible for their own self-employment tax.
We recommend consulting with legal counsel if you have a question about worker classification as laws vary by industry and by state.
Generally speaking, there are 3 categories of questions to consider for classification:
Behavioral control − Does the company control or have the right to control how the worker does the job? Or is the worker given a task to complete while having autonomy over deliverables?
Financial control − Does the business direct or control the financial and business aspects of the worker's job? Are things like expenses reimbursed, who provides tools/supplies, etc.? Just because someone is able to expense and get reimbursed for outlays does not mean they are an employee but there are nuances by industry.
Relationship of the parties − Are there written contracts or employee type benefits such as pension plan, insurance, vacation pay? Will the relationship continue and is the work performed a key aspect of the business?
Reading these three categories there are clearly grey areas but hopefully this starts to put a framework around the classification process.
Tax paperwork and filings - An employee will submit a W4 form and a contractor will submit a W9. At year end employers will issue a W2 to employees and a W9 to contractors.
What is a W2 Contractor?
Here's where it gets even more messy and confusing. Some temporary workers can still be classified as W2 contractor (versus W9 contractors). These are temporary workers or temporary employees vs W9 contractors. There is are several difference between a W2 employee and a W2 contractor. A W2 contractor is an individual who is essentially employed part time by a third-party agency (or sometimes but less often managed by in-house HR). Employers of W2 contractors are required to withhold Social Security tax, income tax, Medicare tax, and any state income taxes for the benefit of the temporary employee. The worker is classified as an employee given their responsibilities and daily work environment. This is a grey area and is often the center of misclassification issues.
Given the definitions of contractor and employee are different, it seems confusing to label workers as W2 contractors. However, in most cases, a staffing or temporary agency that files the paperwork for the contractor is actually considered the employer. Thus, the temp agency is responsible for deducting taxes and issuing a W2 when applicable. Meanwhile, this individual works for the business paying the temporary work agency.
When a freelancer signs up with the third-party agency, they will fill out Form W4. With this document, the temp agency will determine how much to withhold from their paycheck. When the tax year ends, it is the agency that is responsible for mailing out a W2, not the business using the contracted worker. This is part of the reason why a smaller business might choose to work with a temp agency. There is less of a paperwork headache and the temporary employee is not eligible for full time employee benefits, however they are still subject to full time employee tax withholdings.
A W2 Contractor or Temporary Employee is Hired When:
When a business needs someone quickly; without as in-depth of vetting process compared to a full time employee
Companies who prefer a third party staffing agency to maintain tax paperwork and documentation
May be looking to hire permanently, but want to test the waters with a risk-free alternative
Willing to pay a higher rate for the convenience of no commitment
What is a W9 or 1099 Contractor?
A 1099 contractor is another term for a W9 contractor, which is an individual that provides goods and/or services to a business, based on a freelancer agreement. Unlike a regular employee, an independent contractor only works when required and is responsible for their own tax payments. With these workers, there is no withholding payroll taxes or other related expenses that would apply to permanent employees. These individuals are mostly free to do as they like to complete their job or contract.
1099 Freelancers are not eligible for employee benefits, 401K, or paid vacations. A business is required to fill out form 1099-NEC, which is the income-reporting document sent to contractors at the end of the year (no later than Jan 31). If these freelancers have earned more than $600 in the year, they can report and pay on the earnings you sent them. A copy of these documents must always be sent to the IRS.
If a business pays someone considered a non-employee more than $600 in a year for their service, it must file what’s called an information return. The accuracy of this information return is verified by the data the contractor directly gives you when filling out a W9 form.
When hiring freelance workers or independent contractors, the very first step is to address tax time and the corresponding paperwork. The contractor needs to fill out a W9 form that’s officially called a “Request for Taxpayer Identification Number and Certification.” The purpose of this document is to gather tax information directly from the freelancer to ensure precision with your audit trail.
A W9 requires a signature, which certifies:
The tax ID number (TIN) is correct
The other party is not subject to backup withholding
The other party claims exemption from backup withholding
The FATCA code used (along with the freelancer’s exemption status)
A company will use the name (or business name), address, and TIN (or more commonly, social security number (SSN)) that a contractor provides on the W9 to complete the required information return. A business must also safely secure all of these documents to guarantee personal and private data is protected.
A W9 or 1099 Contractor is Hired When:
A company needs someone for a specific task or a short-term commitment. There are cases when 1099 workers can be longer term working over multiple projects
A company does not need to hire full-time employees for specific tasks
The worker can be classified as a contractor
W2 vs W9 vs 1099 Contractors: Hiring Differences
When hiring an employee for your business, they fill out a W4 form with all corresponding data like name, address, and SSN (the payer data too). It’s a general investment, and soon after the ink is dry on the documents, training begins. Onboarding can be a lengthy process where a business owner is fully expecting people to work full time in their function.
A W9 or 1099 contractor, on the other hand, is available to immediately accomplish the tasks at hand. There is a lighter onboarding process, as these workers are ready to hit the ground running. The potential limitation to this type of help is the limited control over the equipment the worker must use and how they do their job. Flexibility comes with a price as 1099 workers may not always be available when you need them.
While a W2 employee should expect a typical 9-5 workday, a freelancer might choose to work one day at noon and the other at midnight. As long as the work is completed, the business has little say in how those goals are accomplished.
Additionally, W2 employees are setup in payroll and expect a paycheck. In some cases, this may even be in the form of a paper check. A freelancer typically drives the narrative on payments and will use the contract to designate their preferred method. (Hint: it’s usually direct deposit via ACH).
W2 vs W9 vs 1099 Contractors: Tax Rates
Employment tax, such as Medicare taxes and Social Security taxes, amount to approximately 15.3% of a worker’s gross wages. An employer pays half of this (7.65%) and then withholds the other half from W2 employee paychecks. On the other hand, W9/1099 contractors pay the entire 15.3% tax themselves on the money they earn. This hardly seems fair.
Although it may appear like the hourly-wage employee comes out on top, a 1099 contractor can actually receive more tax deductions if they know what they’re doing. This includes everything from mileage to meals, home office expenses, the internet, work phone, general utilities, team training events, and other business expenses that will lower taxable income. Thus, contractors may end up paying a smaller tax rate than W2 employees.
W2 vs W9 vs 1099 Contractors: Tax Forms
An official W2 form is provided to a worker at the end of the year so they can file a tax return. In this respect, a business is claiming responsibility for an employee’s taxes, whether they are full or part-time. A W2 summarizes an employee’s wages for the year, and how many tax dollars were withheld and sent to the IRS. A copy of this form is also sent to the IRS so they also have an accurate record of the employee’s wages.
A Form W9 is used to prepare informational returns to the IRS. If a freelancer receives more than $600 in a calendar year from a business, an organization is to send Form 1099-MISC and the contractor must self-report their own taxes.
The purpose of a W9 form extends beyond a single scenario. A bank and other financial institutions rely on the receipt of taxpayer data in order to properly report Form 1099-INT, 1099-B, and 1099-DIV. A taxpayer may also be asked to furnish form W9 for student loans and real estate transactions.
A 1099 contractor always deals with two other forms. IRS form W9 is handed into an employer when the freelance contract is signed and the job is started. When the tax year comes to a close, the company doing business with the freelancer is expected to send out a 1099 tax form, aggregating all of the freelancer's earnings for the year.
Final Thoughts: Which Contractor Should You Hire – W2 or W9 or 1099?
Whether a worker files a W2 or 1099 with the government, they’re both being paid to perform a job. But, the big difference is employment status. W2 workers are hired by a business and are considered part of the company. Buy-in and brand loyalty from these workers will be a lot stronger.
1099 contract workers, however, may just be there for you when no one else is around. When hiring these types of workers, don’t worry about their taxes. The responsibility lies on them to stay in good standing.
Hiring a W2 worker is ideal for a smaller business that needs brand loyalty to grow. Although building a business is a lot easier with temp workers, they will not always stay to see things through. There is every little commitment. Therefore, a company should hire a W2 worker when seeking a deep level of loyalty that contributes to brand growth.
If a business wants to save money in the long term, while tapping into niche expertise, a W9/1099 worker is the prime choice. These experts don’t waste time and will be ready to work the second they are hired.
As is apparent, different tax forms carry varying legal ramifications. The implications of a W9 and 1099 worker are vastly different than that of a W4 and W2 employee. It’s critical you realize these differences before hiring the wrong person to do the job.
Lumanu is a platform that saves time and handles all compliance for W9 contractors. Lumanu handles all vendor tax and compliance and eliminates support costs associated with managing invoices and payments. Lumanu gives the business full visibility and control over their freelancer payments and eliminates the need for procurement to onboard individual freelancers. Click here to schedule a demo with Lumanu and learn more today.
Employee misclassification is a problem that has persisted in for companies hiring contractors. When employers label workers as independent contractors rather than temporary employees, they don't offer the same benefits or pay unemployment and additional taxes for their workers. In the U.S. alone, 10% to 30% of employers misclassify their employees as independent contractors.Whether you’re a small business or a large enterprise, there's no denying the advantages of hiring freelancers. As any company grows and hires, onboarding and tax forms are two requirements that can slow down the hiring process and muddy the waters of skilled talent.
While companies may cut costs by misclassifying their employees, the charges for such a penalty (whether intentional or unintentional) can result in a hefty fine or potential criminal charges. If the IRS suspects fraud or intentional misconduct, this could lead to an employer facing criminal charges of up to $10,000 per misclassified employee and up to five years in prison.
The forms a new worker fills out will give a strong signal about their role in the company. With misclassification fines looming over the head of every business owner, filing the proper tax forms with the appropriate tax withholding, is critical to running a compliant business. It also means you are less likely to be audited during tax season.
In this article, we’ll explore the difference between a W2 and a W9 worker, including how that relates to form 1099, hiring differences, tax rates, and choosing which class of worker is the smartest decision for your business.
Lumanu helps companies easily manage payments to temporary W9/1099 contractors by dealing with al vendor onboarding, tax compliance and payments. Lumanu acts a a single vendor for companies working with freelancers.
Disclosure: All opinions in this article should not be considered legal guidance. You should consult with an HR attorney considering your specific situation. Within the US there are nuances state and considerations when working with freelancers internationally.
What is the Main Difference Between Employees and Independent Contractors?
The primary factor the government uses to determine worker status is the level of control they have over their work. When it comes to withholdings and taxes, an employee is the responsibility of the employer in the eyes of the IRS. A business with employees must withhold income tax, Medicare, and Social Security from the wages paid and remit these withholdings to the IRS. The employer is also responsible for paying federal unemployment tax (FUTA) and payroll taxes based on employee wages.
When hiring independent contractors, companies do not have the responsibility to withhold state income tax or federal tax. No laws apply for minimum wage, health insurance, workers’ compensation, or overtime. The worker is a sole proprietor that is self-employed and is responsible for their own self-employment tax.
We recommend consulting with legal counsel if you have a question about worker classification as laws vary by industry and by state.
Generally speaking, there are 3 categories of questions to consider for classification:
Behavioral control − Does the company control or have the right to control how the worker does the job? Or is the worker given a task to complete while having autonomy over deliverables?
Financial control − Does the business direct or control the financial and business aspects of the worker's job? Are things like expenses reimbursed, who provides tools/supplies, etc.? Just because someone is able to expense and get reimbursed for outlays does not mean they are an employee but there are nuances by industry.
Relationship of the parties − Are there written contracts or employee type benefits such as pension plan, insurance, vacation pay? Will the relationship continue and is the work performed a key aspect of the business?
Reading these three categories there are clearly grey areas but hopefully this starts to put a framework around the classification process.
Tax paperwork and filings - An employee will submit a W4 form and a contractor will submit a W9. At year end employers will issue a W2 to employees and a W9 to contractors.
What is a W2 Contractor?
Here's where it gets even more messy and confusing. Some temporary workers can still be classified as W2 contractor (versus W9 contractors). These are temporary workers or temporary employees vs W9 contractors. There is are several difference between a W2 employee and a W2 contractor. A W2 contractor is an individual who is essentially employed part time by a third-party agency (or sometimes but less often managed by in-house HR). Employers of W2 contractors are required to withhold Social Security tax, income tax, Medicare tax, and any state income taxes for the benefit of the temporary employee. The worker is classified as an employee given their responsibilities and daily work environment. This is a grey area and is often the center of misclassification issues.
Given the definitions of contractor and employee are different, it seems confusing to label workers as W2 contractors. However, in most cases, a staffing or temporary agency that files the paperwork for the contractor is actually considered the employer. Thus, the temp agency is responsible for deducting taxes and issuing a W2 when applicable. Meanwhile, this individual works for the business paying the temporary work agency.
When a freelancer signs up with the third-party agency, they will fill out Form W4. With this document, the temp agency will determine how much to withhold from their paycheck. When the tax year ends, it is the agency that is responsible for mailing out a W2, not the business using the contracted worker. This is part of the reason why a smaller business might choose to work with a temp agency. There is less of a paperwork headache and the temporary employee is not eligible for full time employee benefits, however they are still subject to full time employee tax withholdings.
A W2 Contractor or Temporary Employee is Hired When:
When a business needs someone quickly; without as in-depth of vetting process compared to a full time employee
Companies who prefer a third party staffing agency to maintain tax paperwork and documentation
May be looking to hire permanently, but want to test the waters with a risk-free alternative
Willing to pay a higher rate for the convenience of no commitment
What is a W9 or 1099 Contractor?
A 1099 contractor is another term for a W9 contractor, which is an individual that provides goods and/or services to a business, based on a freelancer agreement. Unlike a regular employee, an independent contractor only works when required and is responsible for their own tax payments. With these workers, there is no withholding payroll taxes or other related expenses that would apply to permanent employees. These individuals are mostly free to do as they like to complete their job or contract.
1099 Freelancers are not eligible for employee benefits, 401K, or paid vacations. A business is required to fill out form 1099-NEC, which is the income-reporting document sent to contractors at the end of the year (no later than Jan 31). If these freelancers have earned more than $600 in the year, they can report and pay on the earnings you sent them. A copy of these documents must always be sent to the IRS.
If a business pays someone considered a non-employee more than $600 in a year for their service, it must file what’s called an information return. The accuracy of this information return is verified by the data the contractor directly gives you when filling out a W9 form.
When hiring freelance workers or independent contractors, the very first step is to address tax time and the corresponding paperwork. The contractor needs to fill out a W9 form that’s officially called a “Request for Taxpayer Identification Number and Certification.” The purpose of this document is to gather tax information directly from the freelancer to ensure precision with your audit trail.
A W9 requires a signature, which certifies:
The tax ID number (TIN) is correct
The other party is not subject to backup withholding
The other party claims exemption from backup withholding
The FATCA code used (along with the freelancer’s exemption status)
A company will use the name (or business name), address, and TIN (or more commonly, social security number (SSN)) that a contractor provides on the W9 to complete the required information return. A business must also safely secure all of these documents to guarantee personal and private data is protected.
A W9 or 1099 Contractor is Hired When:
A company needs someone for a specific task or a short-term commitment. There are cases when 1099 workers can be longer term working over multiple projects
A company does not need to hire full-time employees for specific tasks
The worker can be classified as a contractor
W2 vs W9 vs 1099 Contractors: Hiring Differences
When hiring an employee for your business, they fill out a W4 form with all corresponding data like name, address, and SSN (the payer data too). It’s a general investment, and soon after the ink is dry on the documents, training begins. Onboarding can be a lengthy process where a business owner is fully expecting people to work full time in their function.
A W9 or 1099 contractor, on the other hand, is available to immediately accomplish the tasks at hand. There is a lighter onboarding process, as these workers are ready to hit the ground running. The potential limitation to this type of help is the limited control over the equipment the worker must use and how they do their job. Flexibility comes with a price as 1099 workers may not always be available when you need them.
While a W2 employee should expect a typical 9-5 workday, a freelancer might choose to work one day at noon and the other at midnight. As long as the work is completed, the business has little say in how those goals are accomplished.
Additionally, W2 employees are setup in payroll and expect a paycheck. In some cases, this may even be in the form of a paper check. A freelancer typically drives the narrative on payments and will use the contract to designate their preferred method. (Hint: it’s usually direct deposit via ACH).
W2 vs W9 vs 1099 Contractors: Tax Rates
Employment tax, such as Medicare taxes and Social Security taxes, amount to approximately 15.3% of a worker’s gross wages. An employer pays half of this (7.65%) and then withholds the other half from W2 employee paychecks. On the other hand, W9/1099 contractors pay the entire 15.3% tax themselves on the money they earn. This hardly seems fair.
Although it may appear like the hourly-wage employee comes out on top, a 1099 contractor can actually receive more tax deductions if they know what they’re doing. This includes everything from mileage to meals, home office expenses, the internet, work phone, general utilities, team training events, and other business expenses that will lower taxable income. Thus, contractors may end up paying a smaller tax rate than W2 employees.
W2 vs W9 vs 1099 Contractors: Tax Forms
An official W2 form is provided to a worker at the end of the year so they can file a tax return. In this respect, a business is claiming responsibility for an employee’s taxes, whether they are full or part-time. A W2 summarizes an employee’s wages for the year, and how many tax dollars were withheld and sent to the IRS. A copy of this form is also sent to the IRS so they also have an accurate record of the employee’s wages.
A Form W9 is used to prepare informational returns to the IRS. If a freelancer receives more than $600 in a calendar year from a business, an organization is to send Form 1099-MISC and the contractor must self-report their own taxes.
The purpose of a W9 form extends beyond a single scenario. A bank and other financial institutions rely on the receipt of taxpayer data in order to properly report Form 1099-INT, 1099-B, and 1099-DIV. A taxpayer may also be asked to furnish form W9 for student loans and real estate transactions.
A 1099 contractor always deals with two other forms. IRS form W9 is handed into an employer when the freelance contract is signed and the job is started. When the tax year comes to a close, the company doing business with the freelancer is expected to send out a 1099 tax form, aggregating all of the freelancer's earnings for the year.
Final Thoughts: Which Contractor Should You Hire – W2 or W9 or 1099?
Whether a worker files a W2 or 1099 with the government, they’re both being paid to perform a job. But, the big difference is employment status. W2 workers are hired by a business and are considered part of the company. Buy-in and brand loyalty from these workers will be a lot stronger.
1099 contract workers, however, may just be there for you when no one else is around. When hiring these types of workers, don’t worry about their taxes. The responsibility lies on them to stay in good standing.
Hiring a W2 worker is ideal for a smaller business that needs brand loyalty to grow. Although building a business is a lot easier with temp workers, they will not always stay to see things through. There is every little commitment. Therefore, a company should hire a W2 worker when seeking a deep level of loyalty that contributes to brand growth.
If a business wants to save money in the long term, while tapping into niche expertise, a W9/1099 worker is the prime choice. These experts don’t waste time and will be ready to work the second they are hired.
As is apparent, different tax forms carry varying legal ramifications. The implications of a W9 and 1099 worker are vastly different than that of a W4 and W2 employee. It’s critical you realize these differences before hiring the wrong person to do the job.
Lumanu is a platform that saves time and handles all compliance for W9 contractors. Lumanu handles all vendor tax and compliance and eliminates support costs associated with managing invoices and payments. Lumanu gives the business full visibility and control over their freelancer payments and eliminates the need for procurement to onboard individual freelancers. Click here to schedule a demo with Lumanu and learn more today.
Employee misclassification is a problem that has persisted in for companies hiring contractors. When employers label workers as independent contractors rather than temporary employees, they don't offer the same benefits or pay unemployment and additional taxes for their workers. In the U.S. alone, 10% to 30% of employers misclassify their employees as independent contractors.Whether you’re a small business or a large enterprise, there's no denying the advantages of hiring freelancers. As any company grows and hires, onboarding and tax forms are two requirements that can slow down the hiring process and muddy the waters of skilled talent.
While companies may cut costs by misclassifying their employees, the charges for such a penalty (whether intentional or unintentional) can result in a hefty fine or potential criminal charges. If the IRS suspects fraud or intentional misconduct, this could lead to an employer facing criminal charges of up to $10,000 per misclassified employee and up to five years in prison.
The forms a new worker fills out will give a strong signal about their role in the company. With misclassification fines looming over the head of every business owner, filing the proper tax forms with the appropriate tax withholding, is critical to running a compliant business. It also means you are less likely to be audited during tax season.
In this article, we’ll explore the difference between a W2 and a W9 worker, including how that relates to form 1099, hiring differences, tax rates, and choosing which class of worker is the smartest decision for your business.
Lumanu helps companies easily manage payments to temporary W9/1099 contractors by dealing with al vendor onboarding, tax compliance and payments. Lumanu acts a a single vendor for companies working with freelancers.
Disclosure: All opinions in this article should not be considered legal guidance. You should consult with an HR attorney considering your specific situation. Within the US there are nuances state and considerations when working with freelancers internationally.
What is the Main Difference Between Employees and Independent Contractors?
The primary factor the government uses to determine worker status is the level of control they have over their work. When it comes to withholdings and taxes, an employee is the responsibility of the employer in the eyes of the IRS. A business with employees must withhold income tax, Medicare, and Social Security from the wages paid and remit these withholdings to the IRS. The employer is also responsible for paying federal unemployment tax (FUTA) and payroll taxes based on employee wages.
When hiring independent contractors, companies do not have the responsibility to withhold state income tax or federal tax. No laws apply for minimum wage, health insurance, workers’ compensation, or overtime. The worker is a sole proprietor that is self-employed and is responsible for their own self-employment tax.
We recommend consulting with legal counsel if you have a question about worker classification as laws vary by industry and by state.
Generally speaking, there are 3 categories of questions to consider for classification:
Behavioral control − Does the company control or have the right to control how the worker does the job? Or is the worker given a task to complete while having autonomy over deliverables?
Financial control − Does the business direct or control the financial and business aspects of the worker's job? Are things like expenses reimbursed, who provides tools/supplies, etc.? Just because someone is able to expense and get reimbursed for outlays does not mean they are an employee but there are nuances by industry.
Relationship of the parties − Are there written contracts or employee type benefits such as pension plan, insurance, vacation pay? Will the relationship continue and is the work performed a key aspect of the business?
Reading these three categories there are clearly grey areas but hopefully this starts to put a framework around the classification process.
Tax paperwork and filings - An employee will submit a W4 form and a contractor will submit a W9. At year end employers will issue a W2 to employees and a W9 to contractors.
What is a W2 Contractor?
Here's where it gets even more messy and confusing. Some temporary workers can still be classified as W2 contractor (versus W9 contractors). These are temporary workers or temporary employees vs W9 contractors. There is are several difference between a W2 employee and a W2 contractor. A W2 contractor is an individual who is essentially employed part time by a third-party agency (or sometimes but less often managed by in-house HR). Employers of W2 contractors are required to withhold Social Security tax, income tax, Medicare tax, and any state income taxes for the benefit of the temporary employee. The worker is classified as an employee given their responsibilities and daily work environment. This is a grey area and is often the center of misclassification issues.
Given the definitions of contractor and employee are different, it seems confusing to label workers as W2 contractors. However, in most cases, a staffing or temporary agency that files the paperwork for the contractor is actually considered the employer. Thus, the temp agency is responsible for deducting taxes and issuing a W2 when applicable. Meanwhile, this individual works for the business paying the temporary work agency.
When a freelancer signs up with the third-party agency, they will fill out Form W4. With this document, the temp agency will determine how much to withhold from their paycheck. When the tax year ends, it is the agency that is responsible for mailing out a W2, not the business using the contracted worker. This is part of the reason why a smaller business might choose to work with a temp agency. There is less of a paperwork headache and the temporary employee is not eligible for full time employee benefits, however they are still subject to full time employee tax withholdings.
A W2 Contractor or Temporary Employee is Hired When:
When a business needs someone quickly; without as in-depth of vetting process compared to a full time employee
Companies who prefer a third party staffing agency to maintain tax paperwork and documentation
May be looking to hire permanently, but want to test the waters with a risk-free alternative
Willing to pay a higher rate for the convenience of no commitment
What is a W9 or 1099 Contractor?
A 1099 contractor is another term for a W9 contractor, which is an individual that provides goods and/or services to a business, based on a freelancer agreement. Unlike a regular employee, an independent contractor only works when required and is responsible for their own tax payments. With these workers, there is no withholding payroll taxes or other related expenses that would apply to permanent employees. These individuals are mostly free to do as they like to complete their job or contract.
1099 Freelancers are not eligible for employee benefits, 401K, or paid vacations. A business is required to fill out form 1099-NEC, which is the income-reporting document sent to contractors at the end of the year (no later than Jan 31). If these freelancers have earned more than $600 in the year, they can report and pay on the earnings you sent them. A copy of these documents must always be sent to the IRS.
If a business pays someone considered a non-employee more than $600 in a year for their service, it must file what’s called an information return. The accuracy of this information return is verified by the data the contractor directly gives you when filling out a W9 form.
When hiring freelance workers or independent contractors, the very first step is to address tax time and the corresponding paperwork. The contractor needs to fill out a W9 form that’s officially called a “Request for Taxpayer Identification Number and Certification.” The purpose of this document is to gather tax information directly from the freelancer to ensure precision with your audit trail.
A W9 requires a signature, which certifies:
The tax ID number (TIN) is correct
The other party is not subject to backup withholding
The other party claims exemption from backup withholding
The FATCA code used (along with the freelancer’s exemption status)
A company will use the name (or business name), address, and TIN (or more commonly, social security number (SSN)) that a contractor provides on the W9 to complete the required information return. A business must also safely secure all of these documents to guarantee personal and private data is protected.
A W9 or 1099 Contractor is Hired When:
A company needs someone for a specific task or a short-term commitment. There are cases when 1099 workers can be longer term working over multiple projects
A company does not need to hire full-time employees for specific tasks
The worker can be classified as a contractor
W2 vs W9 vs 1099 Contractors: Hiring Differences
When hiring an employee for your business, they fill out a W4 form with all corresponding data like name, address, and SSN (the payer data too). It’s a general investment, and soon after the ink is dry on the documents, training begins. Onboarding can be a lengthy process where a business owner is fully expecting people to work full time in their function.
A W9 or 1099 contractor, on the other hand, is available to immediately accomplish the tasks at hand. There is a lighter onboarding process, as these workers are ready to hit the ground running. The potential limitation to this type of help is the limited control over the equipment the worker must use and how they do their job. Flexibility comes with a price as 1099 workers may not always be available when you need them.
While a W2 employee should expect a typical 9-5 workday, a freelancer might choose to work one day at noon and the other at midnight. As long as the work is completed, the business has little say in how those goals are accomplished.
Additionally, W2 employees are setup in payroll and expect a paycheck. In some cases, this may even be in the form of a paper check. A freelancer typically drives the narrative on payments and will use the contract to designate their preferred method. (Hint: it’s usually direct deposit via ACH).
W2 vs W9 vs 1099 Contractors: Tax Rates
Employment tax, such as Medicare taxes and Social Security taxes, amount to approximately 15.3% of a worker’s gross wages. An employer pays half of this (7.65%) and then withholds the other half from W2 employee paychecks. On the other hand, W9/1099 contractors pay the entire 15.3% tax themselves on the money they earn. This hardly seems fair.
Although it may appear like the hourly-wage employee comes out on top, a 1099 contractor can actually receive more tax deductions if they know what they’re doing. This includes everything from mileage to meals, home office expenses, the internet, work phone, general utilities, team training events, and other business expenses that will lower taxable income. Thus, contractors may end up paying a smaller tax rate than W2 employees.
W2 vs W9 vs 1099 Contractors: Tax Forms
An official W2 form is provided to a worker at the end of the year so they can file a tax return. In this respect, a business is claiming responsibility for an employee’s taxes, whether they are full or part-time. A W2 summarizes an employee’s wages for the year, and how many tax dollars were withheld and sent to the IRS. A copy of this form is also sent to the IRS so they also have an accurate record of the employee’s wages.
A Form W9 is used to prepare informational returns to the IRS. If a freelancer receives more than $600 in a calendar year from a business, an organization is to send Form 1099-MISC and the contractor must self-report their own taxes.
The purpose of a W9 form extends beyond a single scenario. A bank and other financial institutions rely on the receipt of taxpayer data in order to properly report Form 1099-INT, 1099-B, and 1099-DIV. A taxpayer may also be asked to furnish form W9 for student loans and real estate transactions.
A 1099 contractor always deals with two other forms. IRS form W9 is handed into an employer when the freelance contract is signed and the job is started. When the tax year comes to a close, the company doing business with the freelancer is expected to send out a 1099 tax form, aggregating all of the freelancer's earnings for the year.
Final Thoughts: Which Contractor Should You Hire – W2 or W9 or 1099?
Whether a worker files a W2 or 1099 with the government, they’re both being paid to perform a job. But, the big difference is employment status. W2 workers are hired by a business and are considered part of the company. Buy-in and brand loyalty from these workers will be a lot stronger.
1099 contract workers, however, may just be there for you when no one else is around. When hiring these types of workers, don’t worry about their taxes. The responsibility lies on them to stay in good standing.
Hiring a W2 worker is ideal for a smaller business that needs brand loyalty to grow. Although building a business is a lot easier with temp workers, they will not always stay to see things through. There is every little commitment. Therefore, a company should hire a W2 worker when seeking a deep level of loyalty that contributes to brand growth.
If a business wants to save money in the long term, while tapping into niche expertise, a W9/1099 worker is the prime choice. These experts don’t waste time and will be ready to work the second they are hired.
As is apparent, different tax forms carry varying legal ramifications. The implications of a W9 and 1099 worker are vastly different than that of a W4 and W2 employee. It’s critical you realize these differences before hiring the wrong person to do the job.
Lumanu is a platform that saves time and handles all compliance for W9 contractors. Lumanu handles all vendor tax and compliance and eliminates support costs associated with managing invoices and payments. Lumanu gives the business full visibility and control over their freelancer payments and eliminates the need for procurement to onboard individual freelancers. Click here to schedule a demo with Lumanu and learn more today.
Employee misclassification is a problem that has persisted in for companies hiring contractors. When employers label workers as independent contractors rather than temporary employees, they don't offer the same benefits or pay unemployment and additional taxes for their workers. In the U.S. alone, 10% to 30% of employers misclassify their employees as independent contractors.Whether you’re a small business or a large enterprise, there's no denying the advantages of hiring freelancers. As any company grows and hires, onboarding and tax forms are two requirements that can slow down the hiring process and muddy the waters of skilled talent.
While companies may cut costs by misclassifying their employees, the charges for such a penalty (whether intentional or unintentional) can result in a hefty fine or potential criminal charges. If the IRS suspects fraud or intentional misconduct, this could lead to an employer facing criminal charges of up to $10,000 per misclassified employee and up to five years in prison.
The forms a new worker fills out will give a strong signal about their role in the company. With misclassification fines looming over the head of every business owner, filing the proper tax forms with the appropriate tax withholding, is critical to running a compliant business. It also means you are less likely to be audited during tax season.
In this article, we’ll explore the difference between a W2 and a W9 worker, including how that relates to form 1099, hiring differences, tax rates, and choosing which class of worker is the smartest decision for your business.
Lumanu helps companies easily manage payments to temporary W9/1099 contractors by dealing with al vendor onboarding, tax compliance and payments. Lumanu acts a a single vendor for companies working with freelancers.
Disclosure: All opinions in this article should not be considered legal guidance. You should consult with an HR attorney considering your specific situation. Within the US there are nuances state and considerations when working with freelancers internationally.
What is the Main Difference Between Employees and Independent Contractors?
The primary factor the government uses to determine worker status is the level of control they have over their work. When it comes to withholdings and taxes, an employee is the responsibility of the employer in the eyes of the IRS. A business with employees must withhold income tax, Medicare, and Social Security from the wages paid and remit these withholdings to the IRS. The employer is also responsible for paying federal unemployment tax (FUTA) and payroll taxes based on employee wages.
When hiring independent contractors, companies do not have the responsibility to withhold state income tax or federal tax. No laws apply for minimum wage, health insurance, workers’ compensation, or overtime. The worker is a sole proprietor that is self-employed and is responsible for their own self-employment tax.
We recommend consulting with legal counsel if you have a question about worker classification as laws vary by industry and by state.
Generally speaking, there are 3 categories of questions to consider for classification:
Behavioral control − Does the company control or have the right to control how the worker does the job? Or is the worker given a task to complete while having autonomy over deliverables?
Financial control − Does the business direct or control the financial and business aspects of the worker's job? Are things like expenses reimbursed, who provides tools/supplies, etc.? Just because someone is able to expense and get reimbursed for outlays does not mean they are an employee but there are nuances by industry.
Relationship of the parties − Are there written contracts or employee type benefits such as pension plan, insurance, vacation pay? Will the relationship continue and is the work performed a key aspect of the business?
Reading these three categories there are clearly grey areas but hopefully this starts to put a framework around the classification process.
Tax paperwork and filings - An employee will submit a W4 form and a contractor will submit a W9. At year end employers will issue a W2 to employees and a W9 to contractors.
What is a W2 Contractor?
Here's where it gets even more messy and confusing. Some temporary workers can still be classified as W2 contractor (versus W9 contractors). These are temporary workers or temporary employees vs W9 contractors. There is are several difference between a W2 employee and a W2 contractor. A W2 contractor is an individual who is essentially employed part time by a third-party agency (or sometimes but less often managed by in-house HR). Employers of W2 contractors are required to withhold Social Security tax, income tax, Medicare tax, and any state income taxes for the benefit of the temporary employee. The worker is classified as an employee given their responsibilities and daily work environment. This is a grey area and is often the center of misclassification issues.
Given the definitions of contractor and employee are different, it seems confusing to label workers as W2 contractors. However, in most cases, a staffing or temporary agency that files the paperwork for the contractor is actually considered the employer. Thus, the temp agency is responsible for deducting taxes and issuing a W2 when applicable. Meanwhile, this individual works for the business paying the temporary work agency.
When a freelancer signs up with the third-party agency, they will fill out Form W4. With this document, the temp agency will determine how much to withhold from their paycheck. When the tax year ends, it is the agency that is responsible for mailing out a W2, not the business using the contracted worker. This is part of the reason why a smaller business might choose to work with a temp agency. There is less of a paperwork headache and the temporary employee is not eligible for full time employee benefits, however they are still subject to full time employee tax withholdings.
A W2 Contractor or Temporary Employee is Hired When:
When a business needs someone quickly; without as in-depth of vetting process compared to a full time employee
Companies who prefer a third party staffing agency to maintain tax paperwork and documentation
May be looking to hire permanently, but want to test the waters with a risk-free alternative
Willing to pay a higher rate for the convenience of no commitment
What is a W9 or 1099 Contractor?
A 1099 contractor is another term for a W9 contractor, which is an individual that provides goods and/or services to a business, based on a freelancer agreement. Unlike a regular employee, an independent contractor only works when required and is responsible for their own tax payments. With these workers, there is no withholding payroll taxes or other related expenses that would apply to permanent employees. These individuals are mostly free to do as they like to complete their job or contract.
1099 Freelancers are not eligible for employee benefits, 401K, or paid vacations. A business is required to fill out form 1099-NEC, which is the income-reporting document sent to contractors at the end of the year (no later than Jan 31). If these freelancers have earned more than $600 in the year, they can report and pay on the earnings you sent them. A copy of these documents must always be sent to the IRS.
If a business pays someone considered a non-employee more than $600 in a year for their service, it must file what’s called an information return. The accuracy of this information return is verified by the data the contractor directly gives you when filling out a W9 form.
When hiring freelance workers or independent contractors, the very first step is to address tax time and the corresponding paperwork. The contractor needs to fill out a W9 form that’s officially called a “Request for Taxpayer Identification Number and Certification.” The purpose of this document is to gather tax information directly from the freelancer to ensure precision with your audit trail.
A W9 requires a signature, which certifies:
The tax ID number (TIN) is correct
The other party is not subject to backup withholding
The other party claims exemption from backup withholding
The FATCA code used (along with the freelancer’s exemption status)
A company will use the name (or business name), address, and TIN (or more commonly, social security number (SSN)) that a contractor provides on the W9 to complete the required information return. A business must also safely secure all of these documents to guarantee personal and private data is protected.
A W9 or 1099 Contractor is Hired When:
A company needs someone for a specific task or a short-term commitment. There are cases when 1099 workers can be longer term working over multiple projects
A company does not need to hire full-time employees for specific tasks
The worker can be classified as a contractor
W2 vs W9 vs 1099 Contractors: Hiring Differences
When hiring an employee for your business, they fill out a W4 form with all corresponding data like name, address, and SSN (the payer data too). It’s a general investment, and soon after the ink is dry on the documents, training begins. Onboarding can be a lengthy process where a business owner is fully expecting people to work full time in their function.
A W9 or 1099 contractor, on the other hand, is available to immediately accomplish the tasks at hand. There is a lighter onboarding process, as these workers are ready to hit the ground running. The potential limitation to this type of help is the limited control over the equipment the worker must use and how they do their job. Flexibility comes with a price as 1099 workers may not always be available when you need them.
While a W2 employee should expect a typical 9-5 workday, a freelancer might choose to work one day at noon and the other at midnight. As long as the work is completed, the business has little say in how those goals are accomplished.
Additionally, W2 employees are setup in payroll and expect a paycheck. In some cases, this may even be in the form of a paper check. A freelancer typically drives the narrative on payments and will use the contract to designate their preferred method. (Hint: it’s usually direct deposit via ACH).
W2 vs W9 vs 1099 Contractors: Tax Rates
Employment tax, such as Medicare taxes and Social Security taxes, amount to approximately 15.3% of a worker’s gross wages. An employer pays half of this (7.65%) and then withholds the other half from W2 employee paychecks. On the other hand, W9/1099 contractors pay the entire 15.3% tax themselves on the money they earn. This hardly seems fair.
Although it may appear like the hourly-wage employee comes out on top, a 1099 contractor can actually receive more tax deductions if they know what they’re doing. This includes everything from mileage to meals, home office expenses, the internet, work phone, general utilities, team training events, and other business expenses that will lower taxable income. Thus, contractors may end up paying a smaller tax rate than W2 employees.
W2 vs W9 vs 1099 Contractors: Tax Forms
An official W2 form is provided to a worker at the end of the year so they can file a tax return. In this respect, a business is claiming responsibility for an employee’s taxes, whether they are full or part-time. A W2 summarizes an employee’s wages for the year, and how many tax dollars were withheld and sent to the IRS. A copy of this form is also sent to the IRS so they also have an accurate record of the employee’s wages.
A Form W9 is used to prepare informational returns to the IRS. If a freelancer receives more than $600 in a calendar year from a business, an organization is to send Form 1099-MISC and the contractor must self-report their own taxes.
The purpose of a W9 form extends beyond a single scenario. A bank and other financial institutions rely on the receipt of taxpayer data in order to properly report Form 1099-INT, 1099-B, and 1099-DIV. A taxpayer may also be asked to furnish form W9 for student loans and real estate transactions.
A 1099 contractor always deals with two other forms. IRS form W9 is handed into an employer when the freelance contract is signed and the job is started. When the tax year comes to a close, the company doing business with the freelancer is expected to send out a 1099 tax form, aggregating all of the freelancer's earnings for the year.
Final Thoughts: Which Contractor Should You Hire – W2 or W9 or 1099?
Whether a worker files a W2 or 1099 with the government, they’re both being paid to perform a job. But, the big difference is employment status. W2 workers are hired by a business and are considered part of the company. Buy-in and brand loyalty from these workers will be a lot stronger.
1099 contract workers, however, may just be there for you when no one else is around. When hiring these types of workers, don’t worry about their taxes. The responsibility lies on them to stay in good standing.
Hiring a W2 worker is ideal for a smaller business that needs brand loyalty to grow. Although building a business is a lot easier with temp workers, they will not always stay to see things through. There is every little commitment. Therefore, a company should hire a W2 worker when seeking a deep level of loyalty that contributes to brand growth.
If a business wants to save money in the long term, while tapping into niche expertise, a W9/1099 worker is the prime choice. These experts don’t waste time and will be ready to work the second they are hired.
As is apparent, different tax forms carry varying legal ramifications. The implications of a W9 and 1099 worker are vastly different than that of a W4 and W2 employee. It’s critical you realize these differences before hiring the wrong person to do the job.
Lumanu is a platform that saves time and handles all compliance for W9 contractors. Lumanu handles all vendor tax and compliance and eliminates support costs associated with managing invoices and payments. Lumanu gives the business full visibility and control over their freelancer payments and eliminates the need for procurement to onboard individual freelancers. Click here to schedule a demo with Lumanu and learn more today.
Employee misclassification is a problem that has persisted in for companies hiring contractors. When employers label workers as independent contractors rather than temporary employees, they don't offer the same benefits or pay unemployment and additional taxes for their workers. In the U.S. alone, 10% to 30% of employers misclassify their employees as independent contractors.Whether you’re a small business or a large enterprise, there's no denying the advantages of hiring freelancers. As any company grows and hires, onboarding and tax forms are two requirements that can slow down the hiring process and muddy the waters of skilled talent.
While companies may cut costs by misclassifying their employees, the charges for such a penalty (whether intentional or unintentional) can result in a hefty fine or potential criminal charges. If the IRS suspects fraud or intentional misconduct, this could lead to an employer facing criminal charges of up to $10,000 per misclassified employee and up to five years in prison.
The forms a new worker fills out will give a strong signal about their role in the company. With misclassification fines looming over the head of every business owner, filing the proper tax forms with the appropriate tax withholding, is critical to running a compliant business. It also means you are less likely to be audited during tax season.
In this article, we’ll explore the difference between a W2 and a W9 worker, including how that relates to form 1099, hiring differences, tax rates, and choosing which class of worker is the smartest decision for your business.
Lumanu helps companies easily manage payments to temporary W9/1099 contractors by dealing with al vendor onboarding, tax compliance and payments. Lumanu acts a a single vendor for companies working with freelancers.
Disclosure: All opinions in this article should not be considered legal guidance. You should consult with an HR attorney considering your specific situation. Within the US there are nuances state and considerations when working with freelancers internationally.
What is the Main Difference Between Employees and Independent Contractors?
The primary factor the government uses to determine worker status is the level of control they have over their work. When it comes to withholdings and taxes, an employee is the responsibility of the employer in the eyes of the IRS. A business with employees must withhold income tax, Medicare, and Social Security from the wages paid and remit these withholdings to the IRS. The employer is also responsible for paying federal unemployment tax (FUTA) and payroll taxes based on employee wages.
When hiring independent contractors, companies do not have the responsibility to withhold state income tax or federal tax. No laws apply for minimum wage, health insurance, workers’ compensation, or overtime. The worker is a sole proprietor that is self-employed and is responsible for their own self-employment tax.
We recommend consulting with legal counsel if you have a question about worker classification as laws vary by industry and by state.
Generally speaking, there are 3 categories of questions to consider for classification:
Behavioral control − Does the company control or have the right to control how the worker does the job? Or is the worker given a task to complete while having autonomy over deliverables?
Financial control − Does the business direct or control the financial and business aspects of the worker's job? Are things like expenses reimbursed, who provides tools/supplies, etc.? Just because someone is able to expense and get reimbursed for outlays does not mean they are an employee but there are nuances by industry.
Relationship of the parties − Are there written contracts or employee type benefits such as pension plan, insurance, vacation pay? Will the relationship continue and is the work performed a key aspect of the business?
Reading these three categories there are clearly grey areas but hopefully this starts to put a framework around the classification process.
Tax paperwork and filings - An employee will submit a W4 form and a contractor will submit a W9. At year end employers will issue a W2 to employees and a W9 to contractors.
What is a W2 Contractor?
Here's where it gets even more messy and confusing. Some temporary workers can still be classified as W2 contractor (versus W9 contractors). These are temporary workers or temporary employees vs W9 contractors. There is are several difference between a W2 employee and a W2 contractor. A W2 contractor is an individual who is essentially employed part time by a third-party agency (or sometimes but less often managed by in-house HR). Employers of W2 contractors are required to withhold Social Security tax, income tax, Medicare tax, and any state income taxes for the benefit of the temporary employee. The worker is classified as an employee given their responsibilities and daily work environment. This is a grey area and is often the center of misclassification issues.
Given the definitions of contractor and employee are different, it seems confusing to label workers as W2 contractors. However, in most cases, a staffing or temporary agency that files the paperwork for the contractor is actually considered the employer. Thus, the temp agency is responsible for deducting taxes and issuing a W2 when applicable. Meanwhile, this individual works for the business paying the temporary work agency.
When a freelancer signs up with the third-party agency, they will fill out Form W4. With this document, the temp agency will determine how much to withhold from their paycheck. When the tax year ends, it is the agency that is responsible for mailing out a W2, not the business using the contracted worker. This is part of the reason why a smaller business might choose to work with a temp agency. There is less of a paperwork headache and the temporary employee is not eligible for full time employee benefits, however they are still subject to full time employee tax withholdings.
A W2 Contractor or Temporary Employee is Hired When:
When a business needs someone quickly; without as in-depth of vetting process compared to a full time employee
Companies who prefer a third party staffing agency to maintain tax paperwork and documentation
May be looking to hire permanently, but want to test the waters with a risk-free alternative
Willing to pay a higher rate for the convenience of no commitment
What is a W9 or 1099 Contractor?
A 1099 contractor is another term for a W9 contractor, which is an individual that provides goods and/or services to a business, based on a freelancer agreement. Unlike a regular employee, an independent contractor only works when required and is responsible for their own tax payments. With these workers, there is no withholding payroll taxes or other related expenses that would apply to permanent employees. These individuals are mostly free to do as they like to complete their job or contract.
1099 Freelancers are not eligible for employee benefits, 401K, or paid vacations. A business is required to fill out form 1099-NEC, which is the income-reporting document sent to contractors at the end of the year (no later than Jan 31). If these freelancers have earned more than $600 in the year, they can report and pay on the earnings you sent them. A copy of these documents must always be sent to the IRS.
If a business pays someone considered a non-employee more than $600 in a year for their service, it must file what’s called an information return. The accuracy of this information return is verified by the data the contractor directly gives you when filling out a W9 form.
When hiring freelance workers or independent contractors, the very first step is to address tax time and the corresponding paperwork. The contractor needs to fill out a W9 form that’s officially called a “Request for Taxpayer Identification Number and Certification.” The purpose of this document is to gather tax information directly from the freelancer to ensure precision with your audit trail.
A W9 requires a signature, which certifies:
The tax ID number (TIN) is correct
The other party is not subject to backup withholding
The other party claims exemption from backup withholding
The FATCA code used (along with the freelancer’s exemption status)
A company will use the name (or business name), address, and TIN (or more commonly, social security number (SSN)) that a contractor provides on the W9 to complete the required information return. A business must also safely secure all of these documents to guarantee personal and private data is protected.
A W9 or 1099 Contractor is Hired When:
A company needs someone for a specific task or a short-term commitment. There are cases when 1099 workers can be longer term working over multiple projects
A company does not need to hire full-time employees for specific tasks
The worker can be classified as a contractor
W2 vs W9 vs 1099 Contractors: Hiring Differences
When hiring an employee for your business, they fill out a W4 form with all corresponding data like name, address, and SSN (the payer data too). It’s a general investment, and soon after the ink is dry on the documents, training begins. Onboarding can be a lengthy process where a business owner is fully expecting people to work full time in their function.
A W9 or 1099 contractor, on the other hand, is available to immediately accomplish the tasks at hand. There is a lighter onboarding process, as these workers are ready to hit the ground running. The potential limitation to this type of help is the limited control over the equipment the worker must use and how they do their job. Flexibility comes with a price as 1099 workers may not always be available when you need them.
While a W2 employee should expect a typical 9-5 workday, a freelancer might choose to work one day at noon and the other at midnight. As long as the work is completed, the business has little say in how those goals are accomplished.
Additionally, W2 employees are setup in payroll and expect a paycheck. In some cases, this may even be in the form of a paper check. A freelancer typically drives the narrative on payments and will use the contract to designate their preferred method. (Hint: it’s usually direct deposit via ACH).
W2 vs W9 vs 1099 Contractors: Tax Rates
Employment tax, such as Medicare taxes and Social Security taxes, amount to approximately 15.3% of a worker’s gross wages. An employer pays half of this (7.65%) and then withholds the other half from W2 employee paychecks. On the other hand, W9/1099 contractors pay the entire 15.3% tax themselves on the money they earn. This hardly seems fair.
Although it may appear like the hourly-wage employee comes out on top, a 1099 contractor can actually receive more tax deductions if they know what they’re doing. This includes everything from mileage to meals, home office expenses, the internet, work phone, general utilities, team training events, and other business expenses that will lower taxable income. Thus, contractors may end up paying a smaller tax rate than W2 employees.
W2 vs W9 vs 1099 Contractors: Tax Forms
An official W2 form is provided to a worker at the end of the year so they can file a tax return. In this respect, a business is claiming responsibility for an employee’s taxes, whether they are full or part-time. A W2 summarizes an employee’s wages for the year, and how many tax dollars were withheld and sent to the IRS. A copy of this form is also sent to the IRS so they also have an accurate record of the employee’s wages.
A Form W9 is used to prepare informational returns to the IRS. If a freelancer receives more than $600 in a calendar year from a business, an organization is to send Form 1099-MISC and the contractor must self-report their own taxes.
The purpose of a W9 form extends beyond a single scenario. A bank and other financial institutions rely on the receipt of taxpayer data in order to properly report Form 1099-INT, 1099-B, and 1099-DIV. A taxpayer may also be asked to furnish form W9 for student loans and real estate transactions.
A 1099 contractor always deals with two other forms. IRS form W9 is handed into an employer when the freelance contract is signed and the job is started. When the tax year comes to a close, the company doing business with the freelancer is expected to send out a 1099 tax form, aggregating all of the freelancer's earnings for the year.
Final Thoughts: Which Contractor Should You Hire – W2 or W9 or 1099?
Whether a worker files a W2 or 1099 with the government, they’re both being paid to perform a job. But, the big difference is employment status. W2 workers are hired by a business and are considered part of the company. Buy-in and brand loyalty from these workers will be a lot stronger.
1099 contract workers, however, may just be there for you when no one else is around. When hiring these types of workers, don’t worry about their taxes. The responsibility lies on them to stay in good standing.
Hiring a W2 worker is ideal for a smaller business that needs brand loyalty to grow. Although building a business is a lot easier with temp workers, they will not always stay to see things through. There is every little commitment. Therefore, a company should hire a W2 worker when seeking a deep level of loyalty that contributes to brand growth.
If a business wants to save money in the long term, while tapping into niche expertise, a W9/1099 worker is the prime choice. These experts don’t waste time and will be ready to work the second they are hired.
As is apparent, different tax forms carry varying legal ramifications. The implications of a W9 and 1099 worker are vastly different than that of a W4 and W2 employee. It’s critical you realize these differences before hiring the wrong person to do the job.
Lumanu is a platform that saves time and handles all compliance for W9 contractors. Lumanu handles all vendor tax and compliance and eliminates support costs associated with managing invoices and payments. Lumanu gives the business full visibility and control over their freelancer payments and eliminates the need for procurement to onboard individual freelancers. Click here to schedule a demo with Lumanu and learn more today.
By
Brianna Blaney
Jan 3, 2023
© 2024 Lumanu, Inc. All Rights Reserved.
Lumanu, Inc. is a financial technology company and not a bank. Lumanu accounts are provided by i3 Bank, Member FDIC.
© 2024 Lumanu, Inc. All Rights Reserved.
Lumanu, Inc. is a financial technology company and not a bank. Lumanu accounts are provided by i3 Bank, Member FDIC.
© 2024 Lumanu, Inc. All Rights Reserved.
Lumanu, Inc. is a financial technology company and not a bank. Lumanu accounts are provided by i3 Bank, Member FDIC.
© 2024 Lumanu, Inc. All Rights Reserved.
Lumanu, Inc. is a financial technology company and not a bank. Lumanu accounts are provided by i3 Bank, Member FDIC.
© 2024 Lumanu, Inc. All Rights Reserved.
Lumanu, Inc. is a financial technology company and not a bank. Lumanu accounts are provided by i3 Bank, Member FDIC.