Hiring & Payroll
“Should I put my worker on 1099 or W-2, and what's the tax difference?”
Worker classification often turns on how much control the business has over the work, whether the person is operating an independent business, and how the relationship is documented in the contract and day-to-day practice. A W-2 arrangement typically involves payroll withholding, employer payroll taxes, and employment records, while a 1099 arrangement often shifts more responsibility for self-employment tax and estimated payments to the worker. The real tax difference can also depend on benefits, expense treatment, and whether the work is ongoing or project-based, so the facts behind the role matter as much as the label. A CPA who reads your specifics can usually tell you, in plain English, where this lands.
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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