Is it Better to Hire Employees or Independent Contractors?

Decide whether to hire employees or independent contractors with this detailed guide.
Is it Better to Hire Employees or Independent Contractors?
Written by
Ontop Team

When it comes to building a workforce, businesses often face the critical decision of whether to hire employees or independent contractors. Each option has its own advantages and disadvantages, and the choice depends on various factors such as the nature of the work, budget, and long-term goals. This article will help you understand the differences and make an informed decision.

What is an Independent Contractor?

An independent contractor is a self-employed individual or business entity contracted to perform work or provide services to another entity as a non-employee. Contractors typically have specialized skills or expertise and work on a project-by-project basis.

An independent contractor is a self-employed individual or business entity that performs work or provides services to another entity as a non-employee. Contractors are engaged for their specialized skills or expertise and are typically hired on a project-by-project basis. Unlike employees, independent contractors operate their own business and provide services to clients under the terms of a contract or agreement.

Key Characteristics of Independent Contractors:

  • Self-Employment: Contractors run their own business, providing services to clients independently. They are responsible for their own business operations, including marketing, scheduling, and invoicing.
  • Specialized Skills: Contractors often possess specific skills or expertise that businesses require for particular projects. This can range from IT and software development to graphic design, consulting, and more.
  • Project-Based Work: Contractors are usually hired for specific projects or tasks with defined deliverables and timelines. Once the project is completed, the contractual relationship typically ends unless extended or renewed.
  • Autonomy: Independent contractors have a high degree of control over how they complete their work. They determine their own working hours, methods, and use of resources, provided they meet the agreed-upon terms of the contract.
  • Financial Independence: Contractors set their own rates and terms of payment. They manage their own finances, including tax obligations, business expenses, and insurance.
  • No Employee Benefits: As non-employees, contractors do not receive benefits such as health insurance, retirement plans, paid time off, or other perks typically offered to employees. They are responsible for securing their own benefits and insurances.

Pros and Cons of Hiring a Contract Worker Versus an Employee

Payment, Taxation, and Benefits


  • Pros:
    • Stability for workers: Employees receive a regular salary or hourly wage, ensuring consistent income.
    • Comprehensive benefits: Employees typically enjoy benefits such as health insurance, retirement plans, paid time off, and other perks, which can help attract and retain talent.
    • Employer-managed taxes: Employers withhold taxes, reducing the administrative burden on employees.
  • Cons:
    • Higher costs for employers: Providing benefits and managing tax withholdings can be costly for employers.
    • Administrative burden: Employers must handle payroll taxes, benefits administration, and compliance with labor laws.


  • Pros:
    • Cost savings: Employers save on benefits, payroll taxes, and other employee-related costs.
    • Simplified payroll: Contractors are paid per project or on a freelance basis, with no taxes withheld by the hiring entity.
  • Cons:
    • No benefits: Contractors do not receive health insurance, retirement plans, or other employee benefits.
    • Self-managed taxes: Contractors are responsible for their own tax payments, which can be complex and time-consuming.



  • Pros:
    • Greater control: Employers have more control over employees' work, including schedules, methods, and processes.
    • Consistency: Employees are typically more integrated into the company culture and adhere to established guidelines.
  • Cons:
    • Less autonomy: Employees may have less flexibility and autonomy in how they complete their work.
    • Potential for micromanagement: Greater control can sometimes lead to micromanagement, which can negatively impact employee morale.


  • Pros:
    • High autonomy: Contractors have more control over their work schedules and methods, fostering creativity and efficiency.
    • Flexibility: Contractors can work on multiple projects simultaneously, providing greater flexibility for both parties.
  • Cons:
    • Less control: Employers have less oversight over how contractors complete their tasks.
    • Variable quality: The quality of work may vary, as contractors may not be as deeply invested in the company's long-term success.

Onboarding and Training


  • Pros:
    • Comprehensive onboarding: Employees usually undergo a formal onboarding process and receive training to integrate into the company culture and understand their roles.
    • Long-term investment: Training employees can lead to higher productivity and loyalty over time.
  • Cons:
    • Time-consuming: Onboarding and training employees require significant time and resources.
    • Initial productivity dip: New employees may take time to reach full productivity as they learn their roles.


  • Pros:
    • Immediate productivity: Contractors typically do not require extensive onboarding or training, allowing them to start work immediately.
    • Skill readiness: Contractors are expected to have the necessary skills and experience to complete tasks independently.
  • Cons:
    • Limited integration: Contractors may not be fully integrated into the company culture or understand all internal processes.
    • Potential knowledge gaps: Contractors may lack specific knowledge about the company's unique practices and systems.

Hiring Goals


  • Pros:
    • Long-term roles: Employees are ideal for roles requiring continuity, loyalty, and in-depth knowledge of the company's processes.
    • Investment in success: Employees are generally more invested in the company's long-term success and growth.
  • Cons:
    • Long-term commitment: Hiring employees involves a long-term commitment, which may not be suitable for all business needs.
    • Slower scaling: It can be more challenging to scale the workforce up or down quickly with employees.


  • Pros:some text
    • Short-term projects: Contractors are suitable for short-term projects, specialized tasks, or when the business needs flexibility.
    • Scalability: Contractors can be hired on an as-needed basis without long-term commitments, allowing for quick scaling.
  • Cons:some text
    • Lack of continuity: Contractors may not provide the same level of continuity or long-term loyalty as employees.
    • Limited investment: Contractors may be less invested in the company's overall success and long-term goals.



  • Pros:
    • Stability: Employees offer stability and consistency in work arrangements and performance.
    • Long-term relationships: Employees can develop deeper relationships with colleagues and clients, enhancing collaboration.
  • Cons:
    • Fixed costs: Employees represent a fixed cost to the business, regardless of workload fluctuations.
    • Less flexibility: Employees offer less flexibility in terms of work arrangements and adapting to changing business demands.


  • Pros:
    • Greater flexibility: Contractors can be hired or let go based on project needs, making it easier to manage costs and adapt to changing business demands.
    • Cost management: Employers can manage costs more effectively by hiring contractors for specific projects or peak periods.
  • Cons:
    • Inconsistent availability: Contractors may not always be available when needed, leading to potential delays or gaps in service.
    • Variable commitment: Contractors may have multiple clients, potentially leading to divided attention and focus.

How to Distinguish an Independent Contractor from an Employee

To determine whether a worker is an employee or an independent contractor, consider factors such as:


  • Behavioral Control: The degree to which the company directs or controls how the worker performs tasks. Employees are typically given detailed instructions on when, where, and how to work, while independent contractors have more autonomy in determining how to accomplish their tasks.
  • Instructions: Employees receive more detailed instructions and training about how to perform their job. Independent contractors, on the other hand, are hired for their expertise and generally decide how to complete their tasks.

Financial Arrangements:

  • Business Expenses: Employees usually have their business expenses reimbursed by the employer. Independent contractors often incur their own business expenses and factor these costs into their overall rates.
  • Payment Structure: Employees are paid a regular wage (hourly, weekly, or monthly) and may receive benefits like health insurance and retirement plans. Independent contractors are typically paid per project or on a freelance basis and do not receive employee benefits.
  • Investment in Equipment: Independent contractors often use their own tools, equipment, and supplies, whereas employees are provided with necessary resources by the employer.


  • Permanence of Relationship: An employee typically has an ongoing, open-ended relationship with the employer, which may include job security and benefits. Independent contractors usually have a relationship that is limited to the duration of a specific project or a set period.
  • Contracts and Agreements: The existence of written contracts specifying the nature of the work relationship can help distinguish between employees and contractors. Independent contractors often have contracts that outline the terms of their work, project scope, payment terms, and other conditions.
  • Provision of Benefits: Employees usually receive benefits such as health insurance, paid time off, and retirement plans. Independent contractors do not receive such benefits from the hiring company.

Additional Factors:

  • Level of Skill and Independence: Independent contractors often bring a high level of specialized skill to the job and operate with a significant degree of independence. Employees may receive more training and perform tasks as directed by the employer.
  • Opportunity for Profit or Loss: Independent contractors have the potential to make a profit or suffer a loss based on how they manage their business expenses and efficiency in completing tasks. Employees do not typically face this level of financial risk in their roles.

Regulatory Guidelines:

  • The IRS and other regulatory bodies provide specific guidelines and tests to help distinguish between employees and independent contractors. Key tests include the IRS’s "Common Law Rules," which evaluate behavioral control, financial control, and the type of relationship between the parties.
  • It is crucial to review these guidelines to ensure proper classification, as misclassification can result in legal and financial penalties. Employers should familiarize themselves with the criteria outlined by the IRS and consult legal or HR professionals if needed to make informed decisions about worker classification.

What Happens if a Worker is Misclassified?

Misclassifying an employee as an independent contractor can have significant consequences, including:

Back Taxes and Penalties:

  • Employment Taxes: The business may owe back taxes, including federal income taxes, Social Security, Medicare, and unemployment taxes that should have been withheld and paid.
  • Interest and Penalties: In addition to back taxes, the business may be liable for interest on unpaid taxes and penalties for failure to withhold and remit these taxes. The IRS can impose substantial penalties for misclassification.
  • State Taxes: Similar liabilities may apply at the state level, including state income tax withholdings, state unemployment insurance, and other state-specific employment taxes.

Legal Consequences:

  • Employee Benefits: Misclassified workers may be entitled to employee benefits they were denied, such as health insurance, retirement plans, paid time off, and other perks. This can lead to significant retroactive costs for the employer.
  • Wage and Hour Claims: The worker may file claims for unpaid overtime, minimum wage violations, and other wage and hour issues under the Fair Labor Standards Act (FLSA) and state labor laws.
  • Lawsuits: Misclassified workers can sue for compensation they should have received as employees, including benefits, overtime pay, and other employee entitlements. Legal fees and settlement costs can be substantial.
  • Workers’ Compensation: The company may be liable for workers' compensation benefits for injuries sustained by misclassified workers, which can lead to further financial and legal repercussions.

Reputation Damage:

  • Trust and Morale: Misclassification can damage the trust and morale of the workforce. Employees and contractors may feel insecure about their status and uncertain about the company's integrity.
  • Client Relationships: Clients may view the company as unreliable or unethical if news of worker misclassification becomes public, potentially damaging business relationships and leading to loss of business.
  • Public Perception: Media coverage of misclassification cases can harm the company’s reputation, impacting its brand image and customer loyalty. Negative publicity can have long-term effects on business success.

Additional Consequences:

  • Audits and Investigations: Misclassification can trigger audits and investigations by the IRS, Department of Labor (DOL), and state labor agencies. These audits can be time-consuming, disruptive, and costly.
  • Compliance Costs: Ensuring compliance after misclassification can be expensive. The company may need to implement new systems, provide training, and hire legal or HR experts to prevent future misclassification.
  • Operational Disruption: Addressing the consequences of misclassification can divert resources and attention from core business operations, leading to operational inefficiencies and lost productivity.

Preventive Measures:

  • Regular Review: Companies should regularly review their classification practices and ensure compliance with IRS guidelines and labor laws.
  • Consult Experts: Consulting with legal and HR experts can help ensure proper classification and avoid the pitfalls of misclassification.
  • Clear Policies: Establishing clear policies and procedures for classifying workers can help maintain compliance and avoid the risks associated with misclassification.

To Contract or Not to Contract

When deciding whether to hire an employee or an independent contractor, it is crucial to weigh various factors to determine the best fit for your business needs:

Project Duration:

  • Long-Term or Permanent Roles: Hiring an employee is often more beneficial for positions that require long-term commitment, continuity, and in-depth knowledge of the company's processes and culture. Employees are more likely to be invested in the company's success and can provide stability.
  • Short-Term or Specialized Projects: Independent contractors are ideal for short-term or specialized projects where specific expertise is required. Contractors can be brought on board to address particular needs without the long-term commitment and costs associated with hiring full-time employees.


  • Employee Costs: Hiring employees involves additional costs beyond salaries, including benefits such as health insurance, retirement plans, paid time off, and other perks. Employers are also responsible for payroll taxes, workers' compensation, and unemployment insurance.
  • Contractor Costs: Independent contractors are typically paid per project or on a freelance basis, and do not receive employee benefits. While the hourly or project rates for contractors may be higher, the overall cost can be lower due to the absence of benefits and tax obligations. However, it is essential to budget for potential fluctuations in contractor availability and rates.

Control and Flexibility:

  • Control Over Tasks and Methods: Employees generally work under the employer’s control, following specific guidelines, schedules, and methods. This level of control is beneficial when the company needs to ensure consistency and adherence to its processes.
  • Autonomy and Flexibility: Independent contractors have more autonomy in how they complete their work, often setting their own schedules and methods. This flexibility can be advantageous for businesses that need to adapt quickly to changing demands or require specialized skills for specific projects.

Expertise and Skill Sets:

  • Broad Skill Sets for Ongoing Needs: Employees are often trained and developed to meet the company's evolving needs, making them versatile and capable of handling various tasks over time.
  • Specialized Expertise for Specific Projects: Independent contractors bring specialized skills and expertise to the table, making them suitable for tasks that require specific knowledge or experience. They can provide high-quality work without the need for extensive training.

Administrative and Compliance Considerations:

  • Onboarding and Training: Employees typically require a formal onboarding process and training to integrate them into the company culture and ensure they understand their roles and responsibilities. This investment can pay off in the long run as employees become more effective and aligned with the company's goals.
  • Minimal Onboarding for Contractors: Independent contractors are expected to have the necessary skills and experience to complete their tasks independently, reducing the need for extensive onboarding and training.

Legal and Tax Compliance:

  • Employee Regulations: Hiring employees involves compliance with various labor laws, including wage and hour regulations, anti-discrimination laws, and providing benefits. Employers must also manage payroll taxes and other administrative responsibilities.
  • Contractor Regulations: While independent contractors reduce the burden of some employment regulations, it is crucial to ensure proper classification to avoid misclassification penalties. Contractors are responsible for their own taxes, but businesses must ensure compliance with any relevant contract laws and payment terms.

Strategic Goals:

  • Long-Term Growth: For businesses focused on long-term growth and building a dedicated team, hiring employees can foster a strong company culture and create a stable workforce committed to the company's vision.
  • Project-Based Flexibility: For businesses with fluctuating workloads or project-based needs, independent contractors provide the flexibility to scale the workforce up or down as needed, without the long-term commitments of hiring full-time staff.


Choosing between hiring employees or independent contractors depends on various factors such as work nature, budget, and long-term goals. Employees offer stability, control, and long-term investment, while contractors provide flexibility, specialized skills, and cost savings. Either way, Ontop simplifies this decision by managing compliance, payroll, and contracts for both employees and contractors. Let us help you grow your business - Book a Demo with us today.