Hiring & Payroll
“How do payroll taxes change if I hire a 1099 contractor?”
Hiring a 1099 contractor often changes payroll handling more than the tax burden itself, since contractors are usually treated differently from employees for withholding, unemployment, and payroll reporting. The key factors are often whether the worker is truly an independent contractor, how the relationship is documented, and whether payments are tracked through accounts payable rather than payroll. In many cases, state rules and worker classification standards also matter, since misclassification can create payroll tax exposure and filing corrections. The exact impact depends on the facts, the type of work performed, and how the contractor is engaged. Walking the details through with a CPA is the fastest way to know what truly applies here.
In your 60-minute session, the KGOB advisor handling it will:
- Read your exact situation and tell you, in plain English, what’s actually going on.
- Lay out your options and the trade-offs — no jargon, no judgment.
- Give you a clear next step you can act on, whether that’s with us or on your own.
“Should I classify my worker as a 1099 contractor or an employee?”
“How do I know if I should pay someone as a 1099 contractor?”
“Do I need to treat my new hire as a 1099 contractor for tax purposes?”
“How do I decide between a 1099 contractor and W-2 employee for my business?”
“As a travel nurse picking up temporary shifts in three different states, how do I figure out which state legally gets my income tax?”
“I hired a full-time virtual assistant living in another country, do I have to issue them a 1099 or withhold standard U.S. payroll taxes?”
This page is a prompt to start a conversation, not tax or legal advice, and states no tax-law specifics as fact. A consult session does not by itself create an ongoing engagement. We do not promise specific outcomes or savings. Kohari Gonzalez Oneyear & Brown PLLC — Charlotte, NC.
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