Hiring & Payroll
“What changes on my taxes if I use a 1099 contractor instead of an employee?”
Using a 1099 contractor instead of an employee often changes how wages, payroll taxes, and reporting are handled, but the exact impact depends on the worker’s role, how much control you have over the work, and whether the arrangement is truly independent under tax and labor rules. Classification can also affect whether you issue payroll forms or contractor forms, how benefits are treated, and what records are kept to support the decision. In many cases, the key questions are who directs the work, how the person is paid, and whether the relationship looks ongoing or project based. Going through your records with a CPA usually surfaces the answer in under an hour.
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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