As businesses grow, many owners consider using independent contractors to help manage workload and control costs. While hiring a 1099 contractor can offer flexibility, it’s important to understand that simply issuing a Form 1099 does not automatically make someone an independent contractor in the eyes of the IRS.

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The IRS evaluates the relationship based on the level of control and independence between the business and the worker. Misclassifying a worker can result in payroll tax liabilities, penalties, interest, and potential state labor issues.

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Behavioral Control

Does the business control how the work is performed?

• Workers are more likely to be considered employees if the company sets schedules or required hours, provides detailed training, closely supervises daily activities, or dictates exactly how tasks must be completed.
• Independent contractors typically determine how they complete the work, set their own schedules, use their own processes and methods, and work independently with minimal supervision.

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Financial Control

Who controls the financial aspects of the work?

• Independent contractors often use their own equipment and software, pay their own business expenses, invoice for services, work for multiple clients, and have the ability to realize a profit or loss.
• Employees are more likely to receive regular wages or salary, be reimbursed for expenses, and use company-provided equipment and systems.

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Type of Relationship

The IRS also evaluates the overall relationship between the parties.

• Employees are more likely to receive benefits, have an ongoing, indefinite relationship, and perform core functions of the business.
• Independent contractors are more commonly hired for a specific project or scope and maintain their own separate business identity.

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What About Insurance?

The IRS does not require independent contractors to carry insurance in order to qualify as a 1099 contractor. However, many businesses require contractors to provide a Certificate of Insurance (COI) as part of their vendor onboarding process.

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Businesses can help reduce risk by obtaining a W-9, having a signed independent contractor agreement, collecting a Certificate of Insurance (general liability and workers' compensation if applicable), verifying business licensing or entity status, and avoiding treating contractors like employees by setting schedules, directing their work, providing tools or equipment, and maintaining control over how their work is performed.

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Workers’ compensation is a separate consideration. A 1099 contractor is generally not covered under a company’s workers’ compensation policy unless the state requires coverage for uninsured subcontractors or contractors, or the contractor is later determined to actually be an employee.

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In many states, including Georgia, workers’ compensation auditors often look at:

• Whether the contractor has their own business
• Whether they carry their own workers’ compensation insurance
• Whether they have general liability insurance
• Whether they work for multiple clients
• How much control the company has over their work to determine classification

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Why Proper Classification Matters

• Payroll taxes
• Workers’ compensation
• Unemployment reporting
• Benefits eligibility
• Compliance with federal and state labor laws

If you are unsure whether a worker should be classified as a contractor or employee, it is important to review the relationship carefully before onboarding.

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IRS Reference Sources

• IRS – Independent Contractor (Self-Employed) or Employee: https://www.irs.gov/businesses/small-businesses-self-employed/independent-contractor-self-employed-or-employee
• IRS – Employee (Common-Law Employee): https://www.irs.gov/businesses/small-businesses-self-employed/employee-common-law-employee
• IRS Topic No. 762 – Independent Contractor vs. Employee: https://www.irs.gov/taxtopics/tc762