The IRS uses what’s called the common-law test, which boils down to three categories: behavioral control, financial control, and the type of relationship between you and the worker. No single factor decides the outcome. The IRS looks at the full picture across all three.

Behavioral control asks whether you direct how the work gets done. If you tell a worker what hours to show up, what tools to use, what steps to follow, and how to perform the task, that points toward an employee relationship. An independent contractor typically controls their own methods. You hire them for a result, not to follow your process. For example, if you hire a graphic designer and tell them “I need a logo by Friday” but let them work however they want, that looks like a contractor. If you require them to sit in your office from 9 to 5 and follow your creative process step by step, that looks like an employee.

Financial control looks at the business side of the arrangement. Does the worker have a significant investment in their own equipment? Do they market their services to other clients? Can they make a profit or suffer a loss on the job? Do they have unreimbursed business expenses? Contractors typically operate like independent businesses. They have their own tools, serve multiple clients, and bear financial risk. An employee uses your equipment, works exclusively or primarily for you, and gets paid regardless of whether the business profits from their work.

The type of relationship considers things like written contracts, benefits, and permanency. If you provide health insurance, vacation pay, or a retirement plan, that signals employment. If the relationship is ongoing and indefinite rather than project-based, that also leans toward employment. A written contract calling someone a contractor doesn’t override the actual working relationship. The IRS cares about reality, not labels.

This matters because misclassification carries real penalties. If the IRS determines that someone you’ve been paying as a contractor should have been classified as an employee, you can owe back payroll taxes, penalties, and interest. California adds another layer with AB5 and the ABC test, which makes it even harder to classify workers as independent contractors in this state. The California standard presumes a worker is an employee unless you can prove otherwise across all three prongs of the ABC test.

If you’re paying contractors, make sure your 1099 preparation is handled correctly at year end. Proper documentation of the relationship and accurate filings help demonstrate that you’ve thought through classification and aren’t just avoiding payroll taxes.

When you’re unsure about a specific worker, IRS Form SS-8 lets you request a formal determination. But most small business owners can evaluate the situation themselves by honestly asking how much control they have over the worker. The more control you exercise, the more likely you have an employee.

Getting this right from the start saves headaches later. A small business bookkeeping service can help you keep contractor and employee payments properly separated in your books, so your records reflect the actual relationship and your tax filings are accurate. If your books treat everyone the same regardless of classification, that’s a problem waiting to surface during an audit.