Contractor vs. Employee Classification Quiz
- Jacob Curtis
- Oct 9
- 2 min read
Instructions: Answer each question honestly. Keep track of whether your answers lean toward “Contractor” or “Employee.” At the end, tally the results to see which classification best fits.
🧠 Section 1: Behavioral Control
(How much control do you have over how work is done?)
Do you tell the worker exactly when and where to work?
Yes → Employee
No, they decide their own schedule → Contractor
Do you provide specific instructions or training on how to do the job?
Yes → Employee
No, they use their own methods → Contractor
Can the worker hire helpers or substitutes without your approval?
Yes → Contractor
No, only with my approval → Employee
Do you supervise or review their day-to-day work closely?
Yes → Employee
No, you only care about final results → Contractor
💵 Section 2: Financial Control
(How is the worker paid, and who controls the financial aspects?)
Does the worker invest in their own tools, software, or workspace?
Yes → Contractor
No, you provide everything → Employee
Is the worker paid hourly or on salary (regardless of project results)?
Yes → Employee
No, they’re paid per project or milestone → Contractor
Can the worker make a profit or risk a loss based on how they manage the work?
Yes → Contractor
No, payment is guaranteed → Employee
Do you reimburse expenses like mileage, supplies, or meals?
Yes → Employee
No, they handle their own expenses → Contractor
🤝 Section 3: Relationship Type
(How do you and the worker view your relationship?)
Is there a written contract describing the relationship as “independent contractor”?
Yes → Contractor
No or unclear → Employee
Do you offer benefits like health insurance, paid time off, or retirement plans?
Yes → Employee
No → Contractor
Is the work ongoing, indefinite, or permanent?
Yes → Employee
No, project-based or temporary → Contractor
Is the work a key part of your core business operations?
Yes → Employee
No, it’s supplemental or specialized → Contractor
🧾 Scoring & Interpretation
Count your “Employee” answers and your “Contractor” answers.
If most answers are “Employee”: The worker likely meets the IRS definition of a W-2 employee — you control how, when, and what they do.
If most answers are “Contractor”: The worker likely qualifies as a 1099 independent contractor — they control their own work and take financial risks.
If results are mixed: You may need to review IRS Form SS-8 (“Determination of Worker Status”) or consult an employment law specialist.
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