Let’s cut to the chase: work opportunity tax credits only apply to full-time, W-2 employees, not 1099 contractors. End of blog post. Just kidding!
Although the idea that work opportunity tax credits are available for independent contractors is decisively a myth, this isn’t the end of the conversation. Before you cross the WOTC program off as a viable option, it’s worth exploring whether your business may, in fact, be better served by hiring full-time employees.
In this post, we’ll take a balanced look at both the benefits and drawbacks of hiring contract workers. We’ll also explore the compelling incentives offered by the WOTC. Finally, we’ll go over some of the intangible benefits that full-time workers can provide. Ultimately, the goal is for you to come away from this article with the information you need to make a well-informed hiring decision for your company.
The Allure of Contractors
Jumping into gig economy can certainly be tempting. Hiring independent contractors brings numerous benefits, including:
- Overhead savings: Paying contractors as-needed rather than having full-time employees on payroll seems to save money upfront. You avoid paying for benefits, office space, equipment, etc.
- Increased flexibility: The agility of contract work allows you to scale up or down quickly as business needs change. This flexibility is useful for companies with seasonal business cycles or fluctuating project work. You can access specialized skills without long-term commitment.
- *Access to niche talent😙 Independent contractors allow you to bring in targeted talent and experience for specific projects. If you only need a skillset temporarily, you can pay for it without the overhead of a full-time specialized employee. This on-demand talent access is the prime appeal for many.
The Downsides of Contractors
Still, no hiring decision comes without its downsides. If you choose to hire contract workers, you may have to content with:
- Reduced control: With contractors, you have little control over how work is done. They aren't bound by company policies or procedures. This variability can lead to inconsistent quality that hurts your brand over time. Employees are more engaged with company culture and values, leading to better outcomes.
- Inconsistent quality: High contractor turnover can hurt quality. Contractors often juggle multiple clients, so they aren't as invested in your company's success. This lack of loyalty can result in lower quality work compared to engaged employees who care about your brand.
- Legal risks: Misclassifying employees as contractors carries huge legal risks. You may face IRS fines, plus unpaid benefits and overtime. Carefully review IRS guidelines to avoid misclassification issues.
- Unclear IP ownership: Unless specified in the contract, contractors may retain rights to work they produce. This can be problematic when proprietary information or intellectual property is involved. Always outline IP ownership clauses clearly.
- Lack of loyalty: Contractors often split focus between multiple clients, including competitors. Employees tend to be more loyal and committed to your company's success and culture. This stability and focus improves outcomes.
- Hidden costs: Don't underestimate the hidden costs of continually recruiting, vetting and training new contractors. This process can take as long as hiring employees, without the long-term payoff of engaged and loyal staff.
A Note on R&D Tax Credits
It’s worth mentioning that hiring contractors can also negatively impact your ability to claim R&D tax credits. Many companies fail to realize that they qualify for the substantial dollar-for-dollar tax reduction offered by federal R&D tax credits, but the truth is that a very wide range of activities count as “research and development.” When contractors are the ones working on these qualified activities, your contract costs must take a 40% haircut before rolling into the tax credit calculation. If your labor force was instead made up of full-time employees, you’d get to keep 100% of the costs in the tax credit calculation—which translates to much greater savings.
The Truth About Tax Credits
So, how does the WOTC program figure into your hiring decisions? As mentioned earlier, you can't get work opportunity tax credits for hiring independent contractors—that's a myth. These credits only apply to W-2 employees.
But for full-time hires from certain disadvantaged groups, the WOTC provides real financial incentives. Targets groups include veterans, those receiving government assistance, ex-felons reentering the workforce and several others. The credits are offset the costs of hiring and training these employees, offering tax savings that may far outweigh the decreased overhead associated with independent contractors.
So, while contractor credits are a fiction, WOTC for full-time employees is a proven program with tangible monetary benefits.
It’s important to note that the WOTC program must be identified during the hiring process, not after it. ETS helps facilitate this via a platform that seamlessly connects to government websites to immediately identify qualified candidates—which eliminates the need for you to ask new applicants any uncomfortable questions.
How Employee Tax Credits Pay Off
Immediate Tax Relief
The WOTC offers direct tax relief up to $6,000 per employee. This tangible benefit offsets hiring costs like recruitment, training and onboarding new staff. Unlike vague contractor cost savings, these credits can be accurately budgeted.
Lower Long-Term Costs
The credits promote loyalty, reducing turnover compared to contractors. Since turnover can cost 33% of an employee's salary, this saves you money over time. You also retain institutional knowledge.
Tax credit programs let you do good while benefiting your bottom line. Hiring veterans, ex-felons, those on assistance and others aids these groups while bringing you committed employees. It's a win-win.
Less Risk Than Misclassification
WOTC guidelines are federally regulated for clear compliance, unlike vague contractor rules. This reduces your legal risk substantially compared to misclassifying employees.
Enhanced Brand Reputation
Socially conscious consumers care about more than profits. WOTC allows you to showcase social responsibility and values. This can attract customers and top talent who align with your mission.
The Bottom Line
While independent contractors provide helpful flexibility, hiring full-time employees may be a wiser long-term investment. They bring unity, innovation and commitment to your company's vision.
If you’re interested in leveraging employee tax credit programs like the WOTC, let’s connect. The team of experts at Engineered Tax Services can provide personalized guidance tailored to your business goals and needs.
Contact us today to invest in your business, your workforce and your future.