Payroll

Contractor (1099) vs. Employee (W-2): The IRS Test

Misclassifying employees as contractors is one of the most common — and most expensive — small business mistakes. Here's how the IRS decides.

By Aparna Devalla, CPA3 min · 5 slidesUpdated May 3, 2026

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Employer-side payroll taxes (~7.65% FICA + FUTA + state SUI) — back-owed plus interest and penalties.
Withholding shortfall — employer becomes liable for the income tax that should have been withheld.
State penalties — California's ABC test penalties can reach $25,000 per misclassified worker.
Workers' comp coverage — uncovered injuries become employer liability.
Benefits exposure — misclassified workers can sue for retroactive benefits (health, 401(k), PTO).
It's not a gray area the IRS treats lightly — they actively pursue this.

Behavioral control: does the company control HOW the work is done (instructions, training, processes)? More control = employee.
Financial control: is the worker reimbursed for expenses, paid by the hour, dependent on this single client for their livelihood? More dependence = employee.
Type of relationship: written contract, benefits provided, indefinite duration, services integral to the business? More integration = employee.
No single factor determines classification — the IRS weighs the totality.
Common myth: 'they signed a 1099 contract, so they're a contractor.' The contract doesn't matter; the actual relationship does.

California (and increasingly other states) uses the ABC test for many worker classifications. Worker is a contractor only if ALL three are true:
(A) Free from the company's control over how the work is performed.
(B) Performs work outside the usual course of the company's business.
(C) Customarily engaged in an independently established trade or occupation of the same nature.
If you fail any one, the worker is an employee. Most workers fail (B) — they ARE doing the company's core business.
AB5 codified this; some carve-outs exist (BPOs, doctors, lawyers, real estate agents) but they're narrow.

Truly independent service providers with their own businesses, multiple clients, and their own tools and processes.
Project-based work with defined scope, deliverables, and end date — not ongoing operational work.
Specialized expertise the company doesn't have internally and isn't core to the business.
Workers who have other clients, set their own hours, and bear their own risk of profit/loss.
Examples: outside legal counsel, freelance designer for a single project, accountant providing tax prep, consultant on a defined engagement.

Don't keep paying as 1099 — convert to W-2 going forward immediately.
Voluntary Classification Settlement Program (VCSP, Form 8952) — IRS program that settles past-period exposure for ~10% of one year's payroll tax (vs. potentially 100% + penalties).
Some states have similar voluntary disclosure programs.
Get legal and tax advice before retroactively reclassifying — there are downstream effects (benefits, ACA, equity grants).
Don't issue both 1099 and W-2 to the same person in the same year for the same work — major audit flag.
Need a worker classification review? Rubric Financial does classification audits and conversion plans.