1099 vs. W-2: Which one is better W-2 Employees & 1099 Contractors


The debate whether W2 employment is better or 1099 employment is better? It is a never-ending debate as it depends on your working style and what you prefer. Now, if you are not able to choose between here’s our blog guide to 1099 vs. W-2: Which one is better for W-2 Employees & 1099 Contractors.


Brief Introduction

According to the IRS estimates that millions of W-2 employees have been misclassified as 1099 independent contractors. As an employer, you have numerous tax responsibilities when paying 1099 for a W-2 worker. This embraces paying half of the Social Security taxes for a W-2 employee.

While the misclassifying workforces can result in a noteworthy quantity of tax penalties and forced wages, so it is indispensable to understand how to determine if a worker is a W-2 or 1099.

Now, with this blog guide, you will learn all about the two differ, how to appropriately categorize your workers and the significances of misclassifying your employees.

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What is the difference between an independent contractor and a regular employee?

While many of you might not be aware of the difference, in the independent employee the main difference is the tax implications, which include payroll tax compliance.

For your better understanding, just suppose that you have hired a W2 worker and you have to pay half of the FICA taxes (Social Security tax and Medicare tax). On the other hand, a 1099 worker is liable to pay self-employment tax which means he pays 100% of Medicare and Social Security taxes.

According to the W-2 workforces, you are also accountable for withholding payroll and income tax. When you pay 1099 to an employee, you don’t have to refuse any taxes. While this is another common factor that the salaried worker receive certain reimbursements that 1099 workers do not. Employee-type reimbursements can include health insurance, disability insurance, workers’ compensation insurance, and life insurance.

Here’s another great feature regarding the difference between W2 workers and 1099 workers is that the tax forms given to each. Furthermost employers know to send a W-2 tax arrangement to their employees, but companies must follow the reporting rules for non-employees as well.

For instance: you may need to pay more than $600 to non-employees. To do so, you should send them a Form 1099. Note that preliminary in 2020, you will need to submit a 1099-NEC as an alternative to a 1099-MISC form.

Benefits: Comparation 1099 Workers and W-2 Employees

Here’s the list of benefits and disadvantages: Now let’s say that you are hiring a workforce for that 1099 worker. By doing so, you will save a huge amount of money by saving from payroll taxes etc.  While on the other hand, the self-employed self-governing contractor may not be as committed as a W-2 employee because they will likely work with many other companies as well.

Also, when waged with freelancers, you have to give up some control. Autonomous contractors set their own hours, set their own contract terms, and can work as they please.

Is your business a W-2 employee or independent contractor?

The IRS has numerous possessions to help you identify workers who are W-2 employees or 1099 contractors. In this regard, we have listed down the correct classification, the IRS has divided it into three categories:

  • Behavioural control

In this category, the employee has more power and control over the w2 employees. As one of the significant signs is that the worker is a W-2 operative is if your regulator how the worker does the work from start to finish. This includes controlling exactly where and when the employee will work and what tools they will use.

  • Financial Supervision

In this, the employee will decide the pay as per project. While the wages may vary accordingly as it generally pays an independent contractor for each project. While they usually incur the cost of work-related expenses.

  • Relationship type

While, in this category, it is quite communal for contractors to have their own contracts and terms. Also, independents generally do not receive benefits such as sick pay or a retirement plan.

Consequences of misclassifying an employee as an independent contractor

Now, if you are wondering what is misclassifying? well, if you by mistake does not treat a W-2 employee as an independent contractor will result in tax penalties and forfeiture. It can also seriously damage your status and business culture. Because no one will understand that you were not aware. So, it is very important to know that category.

Verdict: 1099 workers vs. W2 Workers

As we have shed light on the benefits and disadvantages of being a W-2 and 1099 workers both have their benefits. But we will suggest to through the rules and regulation regarding W2 workers and 1099 workers. Once again, the IRS has provided ample resources to help you classify workers.

Furthermore, if you are still confused and not able to understand it. Then you may research it again and reviewed IRS resources. The IRS gives you a backup plan to help you avoid employee misclassification. While we suggest you wait at least six months to receive a response from an official if you have requested the plan. But if you repeatedly hire the same type of worker, you must file a Form SS-8 with the IRS.

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