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Payroll Taxes

W-2 vs. 1099

The two primary employment classifications for tax purposes: W-2 employees have taxes withheld by employers, while 1099 independent contractors pay their own taxes including self-employment tax.

How It Works

The distinction between W-2 employees and 1099 independent contractors has major tax implications. W-2 employees have federal income tax, Social Security (6.2%), and Medicare (1.45%) withheld from each paycheck. Their employer pays the matching FICA share (7.65%) plus unemployment taxes. 1099 contractors receive gross pay with no withholding and are responsible for paying all their own taxes, including the full 15.3% self-employment tax (both halves of FICA). At $100,000 of income, a 1099 contractor pays roughly $14,130 in self-employment tax compared to $7,650 for a W-2 employee — a $6,480 difference. However, 1099 contractors have access to deductions that W-2 employees don't. They can deduct business expenses (home office, equipment, travel, professional development), half of the self-employment tax, and contributions to solo 401(k) plans with higher effective limits than employee plans. The qualified business income deduction (Section 199A) can reduce taxable income by up to 20% of qualified business income. When comparing a W-2 salary to a 1099 contract rate, a common rule of thumb is that the 1099 rate should be 25-40% higher to account for self-employment tax, lack of benefits (health insurance, retirement match, paid time off), and business expenses. A $100,000 W-2 salary is roughly equivalent to a $130,000-$140,000 1099 contract rate. The IRS applies specific tests to determine worker classification, and misclassification can result in significant penalties for the employer.

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