Hiring & Payroll
“What changes on my taxes if I hire someone as a 1099 contractor?”
Hiring someone as a 1099 contractor can change how a business reports payments, tracks records, and handles payroll-related filings. The tax picture often depends on whether the worker is truly an independent contractor, how the arrangement is documented, and whether the payments are for services that belong on business returns. In many cases, the key questions are classification, year-end reporting forms, and whether any state-level rules also apply. Recordkeeping matters as well, because payment history, contracts, and invoices often shape how the arrangement is treated if it is reviewed later. Working through the specifics with a CPA is the cleanest way to land on the right move.
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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