• As a business owner, your taxation, superannuation and employment obligations differ depending on whether your worker is an employee or contractor.
  • An employee works for a business, and a contractor works for themselves and holds their Australian Business Number (ABN).
  • There are varying obligations for business owners depending on whether a worker is an employee or contractor.

Difference between an Employee and a Contractor

A person who enters into a contract of service is an employee and a contract for services are an independent contractor. Even where a written contract states a relationship is not one of employment – this is not determinative. The distinction between employment and independent contracting is important as there are different statutory and common law obligations and consequences for business owners depending on how a worker is classified. For example, unfair dismissal terms do not apply to contractors, while superannuation contributions need to be paid to employees.

Employees that are covered by the Fair Work Act 2009 (Cth) are entitled to various employment entitlements, including, but not limited to, minimum wages and leave. On the other hand, contractors handle organising their taxation and superannuation. The Australian Tax Office and Fair Work Australia have the power to penalise a business if they classify their workers incorrectly.

Key Factors

There are a number of factors that can be used to determine whether an employment relationship or a contract for services relationship exists. This list is not exhaustive and no single issue is determinative. A court would generally look at the relationship as a whole and make a decision on balance of all the factors.

  • Control over work – Does the worker have the discretion to choose the place and hours of work? An employee is usually directed by an employer and has little control over of his or her work. A contractor, on the other hand, may refuse to perform any additional work.
  • Equipment – Is the provision and maintenance of tools and equipment the responsibility of the business? A contractor would likely supply and maintain any tools used in the performance of the contract, especially if expensive.
  • Sub-contracting – The ability to delegate work to others will indicate an independent contract. An employee is normally not able to subcontract their role. A contractor, depending on his or her agreement, may do so.
  • Income taxation deductions – Is taxation deducted by the hirer from the worker’s pay? This indicates employee status, with the employer being required to pay payroll tax.
  • Remuneration – Is the worker paid according to task completion, rather than receiving wages based on time worked? Worker payment on submission of invoices will suggest an independent contract.
  • Holidays and sick leave – Does the work receive paid holidays or sick leave? Provision for holidays and sick leave being determined by the worker.
  • Business expenditure – Substantial expenditure by the worker, as a proportion of total income, can indicate an independent contractor.

Difference between an Employment Contract and a Contractor’s Contract

An employment contract is an agreement between employer and employee and establishes the terms and conditions of the employment. It can be verbal or written. A contractor’s contract is an agreement between a company (known as the “principal”) and a service entity (known as the “contractor”).

Both agreements address different legal requirements of the employee or contractor relationship, including:

  • Term and payment;
  • Insurance, Taxation, Superannuation and Reporting;
  • Subcontracting, Exclusivity and Restraint and Termination Provisions.

Frequently Asked Questions about Employees and Contractors

Q: What happens when an employer disguises an employment relationship as an independent contracting arrangement?
A: This is known as sham contracting. This illegal practice is where a person working as an employee is told they are an independent contractor when they are not. The Fair Work Act 2009 can penalise an employer up to $51,000.

Q: Are apprentices and trainees employees or contractors?
A: Apprentices and Trainees are considered employees for tax and superannuation purposes. Employers are required to meet pay as you go withholding tax, superannuation and fringe benefits tax obligations.

Q: What happens if my contractor does not have an ABN?
A: If the contractor does not provide an ABN, the principal is required to withhold 46.5% of any payments and report these to the ATO. A contractor who is not registered for GST should not charge you GST.

How can LegalVision help me?

LegalVision provides businesses and individuals with tailored online legal advice, including employment matters. Contact LegalVision to draft or review your employment contract or resolve your employment dispute.

Get in Touch

Fill out the form below to get in touch. A LegalVision team member will be in touch shortly!

Our Awards

  • Innovator of the Year – 2016 Australian Law Awards Innovator of the Year – 2016 Australian Law Awards
  • Professional Services Business of the Year – 2016 Optus MyBusiness Awards Professional Services Business of the Year – 2016 Optus MyBusiness Awards
  • Boutique Diversity Law Firm of the Year – 2015 Women in Law Awards Boutique Diversity Law Firm of the Year – 2015 Women in Law Awards
  • Startup Disruptor and Next Rich Award Finalist – 2016 PwC Aspire Awards Startup Disruptor and Next Rich Award Finalist – 2016 PwC Aspire Awards
  • Client Service and Delivery Award Winner – 2016 InfoTrack Client Centricity Awards Client Service and Delivery Award Winner – 2016 InfoTrack Client Centricity Awards
  • Innovator of the Year Finalist – 2016 Optus MyBusiness Awards Innovator of the Year Finalist – 2016 Optus MyBusiness Awards