The A-Zs of Hiring Glossary

Independent Contractor

What Is an Independent Contractor?

An independent contractor is a self-employed individual or business that provides goods or services to another entity under the terms of a contract. Unlike an employee, an independent contractor is not considered an employee of the entity they are providing services to and is responsible for paying their own taxes, insurance, and other expenses.

Independent contractors have the freedom to work for multiple clients and are not bound by the same rules and regulations as employees. They are responsible for managing their own schedule, equipment, and workspace.

It’s important to note that the classification of a worker as an independent contractor or an employee is determined by the nature of the working relationship and not by the job title or the agreement between the parties.

In the context of business and employment law, understanding the distinction between an independent contractor and an employee is crucial for compliance and liability purposes.

What is an independent contractor?

An independent contractor is a self-employed individual or business that provides services to clients or companies on a project basis. Unlike employees, independent contractors are not subject to the same tax withholding and employment laws.

What is the difference between an independent contractor and an employee?

The main difference between an independent contractor and an employee is the level of control the employer has over the work being done. Independent contractors have more control over their work and are typically hired for specific projects, while employees work for a company on a more permanent basis and are subject to more supervision and control.

Dos And Donts of Hiring Independent Contractors


  • Clearly define the scope of work and deliverables in the contract.
  • Ensure that the independent contractor has the necessary skills and qualifications for the job.
  • Provide the independent contractor with the necessary resources to complete the job.
  • Set clear deadlines and milestones for the project.
  • Pay the independent contractor on time and in accordance with the terms of the contract.
  • Keep accurate records of all payments made to the independent contractor.


  • Do not treat the independent contractor as an employee.
  • Do not provide the independent contractor with benefits or perks that are reserved for employees.
  • Do not micromanage the independent contractor.
  • Do not impose strict working hours or require the independent contractor to work on-site.
  • Do not expect the independent contractor to be available on short notice.
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