Individual Contractor vs Employee: Unveiling Key Differences

June 7, 2024

Simon Madziar
Simon Madziar

Individual Contractor vs Employee: Key Differences Unveiled


Key Highlights

  • Understanding the key differences between employees and contractors is crucial when considering job
  • Employees work someone else's business and receive benefits such as salary, superannuation, and paid leave
  • Contractors are self-employed and have more flexibility in their working hours and location
  • Legal distinctions include rights and responsibilities, contractual obligations, and financial implications for both employers and workers
  • Pros and cons of hiring employees include stability, mentorship, and less administration, while contractors enjoy flexibility, variety, and potentially higher pay


When it comes to choosing between being an employee or a contractor, it's important to understand the key differences. Job ads often offer both full-time employment and fixed-term contracts, which may seem similar at first glance. However, there are distinct characteristics that set employees and contractors apart. Making the right choice depends on your current situation, career goals, and personal values.

While the short answer to whether one is better than the other is "it depends," exploring the nuances of each employment structure can help you make an informed decision. In this blog, we will delve into the definitions, legal distinctions, financial implications, and pros and cons of hiring employees versus contractors. By understanding these key differences, you can determine which option aligns better with your needs and aspirations.

Understanding Employment and Contracting

To fully comprehend the differences between employees and contractors, it is essential to understand the concepts of employment and contracting. An employment relationship involves working for someone else's business under a set of agreed-upon terms and conditions. On the other hand, contracting means working independently as a sole trader, running your own business, and providing services to clients under specific arrangements.

Whether you choose to be an employee or a contractor, your work arrangements will have significant implications for your legal rights, responsibilities, and financial obligations. Let's explore the definitions of an employee and a contractor in more detail.

Definition of an Employee

An employee is an individual who works for someone else's business and is hired to perform specific tasks in an ongoing or open-ended capacity. In return for their services, employees receive a salary, superannuation contributions, paid sick leave, paid annual leave, and other workplace benefits. The employer is typically responsible for determining how, where, and when the employee works.

Employees have specific legal rights, including protection against unfair dismissal, entitlement to minimum wages, and the right to fair and safe working conditions. The Fair Work Ombudsman in Australia ensures that employees' rights are upheld and provides guidance on matters such as hours of work, leave entitlements, and resolving workplace disputes.

Definition of a Contractor

A contractor, on the other hand, is a self-employed individual who operates as a sole trader with an Australian Business Number (ABN). Contractors are engaged by businesses to deliver specific tasks or outcomes within a defined time frame and for an agreed-upon price. They have more flexibility in terms of working hours and location compared to employees.

As independent operators, contractors are responsible for calculating and paying their own taxes, managing their own business expenses, and providing their own tools and equipment. They have the autonomy to set their own fees and negotiate contracts with clients. The relationship between contractors and the businesses they work for is governed by common law, which considers factors such as control, integration, and the intention of the parties involved.

In what situations is it more beneficial for a company to hire an employee rather than an individual contractor?

Hiring an employee is more beneficial for a company when the work requires direct supervision, long-term commitment, and specific working hours. Employees are ideal for roles that demand team collaboration, on-the-job training, and adherence to company policies and procedures.

Legal Distinctions Between Employees and Contractors

Now that we have a clear understanding of the definitions of an employee and a contractor, let's explore the legal distinctions that set them apart. These distinctions encompass rights and responsibilities, contractual obligations, and the financial implications for both employers and workers.

Understanding these legal differences is crucial for both employers and individuals considering job opportunities or engaging in work arrangements. It ensures compliance with employment laws, fair treatment of workers, and clarity in the contractual relationships established between parties. Let's dive deeper into these legal distinctions to gain a comprehensive understanding.

Rights and Responsibilities

When it comes to rights and responsibilities, employees and contractors have distinct obligations under the law. Employees are entitled to various legal rights, including protection against unfair dismissal, minimum wages, and access to paid leave. Employers have a duty to provide a safe and fair working environment, adhere to employment laws, and maintain proper record-keeping.

Contractors, on the other hand, have more autonomy and flexibility in their work arrangements. They are responsible for their own business operations, including invoicing, tax obligations, and insurance. Contractors also have the freedom to negotiate their contracts and work for multiple clients simultaneously.

It's important to note that engaging in sham contracting, where an employer misrepresents an employment relationship as an independent contracting arrangement, is illegal and can result in penalties and legal consequences. Both employers and workers must be aware of their rights and responsibilities and ensure that the contractual agreements are clear, fair, and compliant with employment laws.

Contractual Obligations and Flexibility

Contractual obligations differ for employees and contractors due to the nature of their work arrangements. Employees have a set employment contract that outlines their rights, responsibilities, and terms of employment. This includes details such as hours of work, remuneration, leave entitlements, and the employer's expectations.

Contractors, on the other hand, operate under independent contracting agreements that specify the scope of work, deliverables, time frames, and payment terms. The terms of the contract are negotiated between the contractor and the client, providing more flexibility in working arrangements. Contractors have the freedom to choose their clients, set their own fees, and determine the terms of engagement.

When determining the employment status of an individual, courts and tribunals consider a range of factors, including the totality of the relationship, the level of control exerted by the parties, the degree of independence, and the mutual obligations. It's important to have clear and well-drafted contractual agreements to avoid any confusion or disputes in the future.

Contractual indicator of rights and dutiesEmployee Independent Contractor
Amount of control over how work is performed
(Note: the other factors below may form part of assessing the level of control over how work is performed)
Performs work under the direction and control of their employer. Work is controlled by the employer including hours, work location and how work is done.Has a high level of control over the work they perform, including their hours, work location and how they do the work.
Financial responsibility and riskHas no financial risk (as this is the responsibility of their employer).Carries the risk for making a profit or loss on each task or job. Is usually personally responsible and liable for poor work or any injury sustained while performing the task. Contractors generally have their own insurance policy.
Tools and equipmentTools and equipment are generally provided by the employer, or a tool allowance is paid.Uses their own tools and equipment. (Note: alternative arrangements may be made within a contract for services.)
Ability to delegate or subcontract workIs required to do the work themselves. For example, they can’t ask someone else to go to their workplace and do their work for them.Can delegate or subcontract the services to be performed to another person or business.
Hours of work Works standard or set hours (unless they’re a casual employee, in which case their hours may vary from week to week).By agreement between both parties, decides what hours to work to complete the specific task.
Expectation of work continuing Usually has an ongoing expectation of work (note: some employees may be engaged for a specific task or specific period or on a casual basis).Usually engaged for a specific task.

Financial Implications for Employers and Workers

The financial implications of hiring employees versus contractors extend to both employers and workers. Tax treatment, withholdings, benefits, and insurance vary depending on the employment structure. Understanding these financial aspects is crucial for both parties to ensure compliance with tax laws, meet financial obligations, and make informed decisions.

Tax Treatment and Withholdings

Tax obligations differ for employees and contractors. Employees have their income tax automatically deducted by their employer, and the employer is responsible for making superannuation contributions on behalf of the employee. The Australian Taxation Office (ATO) provides guidelines for employers to ensure compliance with tax regulations.

Contractors, on the other hand, are responsible for calculating and paying their own taxes. They must register for an Australian Business Number (ABN) and report their income to the ATO. Contractors can claim business-related expenses as deductions and have more control over their taxation strategies. They are also responsible for managing their own superannuation contributions.

Understanding the tax implications and seeking professional advice from accountants or tax experts is crucial for both employers and individuals engaging in work arrangements to ensure compliance with taxation laws and to make informed financial decisions.


In terms of benefits, employees generally have access to a range of entitlements provided by their employer. These include paid annual leave, sick leave, parental leave, and superannuation. Employees may also be covered by workers' compensation insurance in case of work-related injuries or accidents.

Contractors, being self-employed, are responsible for their own insurance coverage. They may choose to obtain their own liability insurance, professional indemnity insurance, or income protection insurance to mitigate risks and protect their business interests. Contractors do not have access to paid leave entitlements and must manage their own time off or negotiate project timelines accordingly.

It's important for both employers and individuals to understand the benefits and insurance implications of their chosen employment structure and ensure they have appropriate coverage to protect themselves and their business interests.

Pros and Cons of Hiring Employees vs. Contractors

Now that we have explored the definitions, legal distinctions, and financial implications of hiring employees versus contractors, let's weigh the pros and cons of each employment structure. Understanding the advantages and disadvantages can help employers and individuals make informed decisions based on their specific needs and circumstances.

Advantages for Employers

  • Access to a stable and dedicated workforce
  • Ability to provide mentorship and career development opportunities
  • Compliance with employment laws and regulations
  • Flexibility in scaling the workforce according to business needs

Disadvantages for Employers

  • Legal complexities and obligations in managing employees
  • Potential disputes and legal challenges related to employment laws
  • Difficult conversations and performance management issues
  • Additional costs associated with providing employee benefits and entitlements

Advantages for Contractors

  • Access to employee benefits such as paid leave and superannuation
  • Legal protections and rights under the Fair Work Act
  • Opportunities for career development and mentorship
  • Stability and security through ongoing employment arrangements

Disadvantages for Contractors

  • Contractors may face the risk of sham contracting, where they are incorrectly classified as contractors instead of employees. This can result in them being denied entitlements such as sick leave, annual leave, and superannuation contributions.
  • Contractors are responsible for their own taxes, which can be time-consuming and complex. They must calculate and pay their own income tax, GST (if applicable), and make their own superannuation contributions.
  • Contractors may not receive the same level of job security as employees. They may have to constantly find new contracts and face periods without work.
  • If contractors are injured or fall ill while working, they may not be entitled to workers' compensation or other benefits that employees receive.

Superannuation for certain contractors

Superannuation must be paid for contractors considered employees in specific situations for superannuation purposes, including:

  • if the worker works under a contract that is wholly or principally for their labour.
  • sportsperson, artist or entertainer paid to perform, present, or participate in any music, play, dance, entertainment, sport, display or promotional activity, or similar activity.
  • person paid to provide services in connection with any performance, presentation or participation in these activities.
  • person paid to perform services related to the making of a film, tape, disc, television or radio broadcast.

Navigating the Gig Economy: A Modern Perspective

The gig economy has transformed the employment landscape, offering new opportunities and challenges for workers. With the rise of digital platforms and freelance marketplaces, more people are opting for gig work as independent contractors. The gig economy provides flexibility, variety, and the potential for higher pay. However, it also requires individuals to manage their own taxes, benefits, and client relationships. Navigating the gig economy requires understanding the legal implications, managing finances effectively, and building a strong network to secure contracts.

Impact on Traditional Employment Models

The gig economy has disrupted traditional employment models by offering alternative work arrangements. This shift has blurred the line between employees and contractors, challenging the notion of a traditional employment relationship. The gig economy allows individuals to work on a project basis, choose their own hours, and have more control over their work-life balance. However, this flexibility can come at the expense of stability and the benefits associated with traditional employment. It also raises questions about worker protections and the responsibilities of companies in providing fair work arrangements for gig workers. As the gig economy continues to grow, it is essential to address these challenges and ensure that workers' rights are protected.

Opportunities and Challenges for Contractors

Contracting offers unique opportunities and challenges for individuals looking to start their own business or work independently. Contractors have the freedom to choose their clients, set their rates, and work on projects that align with their skills and interests. They have the flexibility to work on multiple contracts simultaneously and explore different industries and work arrangements. However, contractors also bear the responsibility of managing their own business finances, finding clients, and marketing their services. They may face challenges in terms of income stability, securing contracts, and managing the administrative aspects of running a business. Contractors must navigate these opportunities and challenges to thrive in the evolving work landscape.


Understanding the distinctions between employees and contractors is crucial for both employers and workers. Legal obligations, financial implications, and benefits differ significantly based on these classifications. Employers must navigate these differences carefully to ensure compliance and efficiency in their workforce management practices. For workers, understanding the pros and cons of each classification can help make informed decisions about their career paths. Navigating the gig economy requires a modern perspective that embraces flexibility and adapts to evolving workplace trends. By staying informed and proactive, both employers and workers can thrive in today's dynamic employment landscape. If you have further questions or need guidance on this topic, don't hesitate to get in touch with us.

Frequently Asked Questions


What Constitutes Misclassification of an Employee as a Contractor?

Misclassification occurs when an employer incorrectly classifies an employee as a contractor. This can happen when the employer denies the employee their legal rights and entitlements under the Fair Work Act. The Australian Government and the High Court have addressed misclassification cases to protect workers and ensure fair treatment in employment relationships. It is essential for employers to understand the criteria for classifying workers correctly to avoid legal repercussions and provide employees with their rightful entitlements.

How Can Employers Avoid Legal Pitfalls When Hiring Contractors?

To avoid legal pitfalls, employers should seek legal advice and ensure they have written contracts in place with their contractors. These contracts should clearly outline the rights and responsibilities of both parties and comply with the Fair Work Act. Employers should also familiarise themselves with the common law principles and Fair Work Ombudsman guidelines to ensure compliance with employment laws and regulations.

Are Contractors Eligible for Unemployment Benefits?

Contractors are generally not eligible for unemployment benefits as they are not classified as employees. The entitlement to unemployment benefits is typically reserved for employees who have lost their jobs involuntarily. Contractors are responsible for managing their own income and financial security, including planning for periods without work or securing alternative contracts.

Looking for help with your accounting, bookkeeping or taxes? Mahler Advisory can help! Click below to call or schedule a online appointment with us.

*Please note that the above information is general advice only. We recommend you seek advice from a specialist relevant to your personal situation. This information is correct at the time of publishing and is subject to change*

Tax laws and regulations can change over time, so it is important to stay informed about any updates or amendments that may affect your tax obligations. The Australian Taxation Office (ATO) is the authoritative source for the most up-to-date information regarding tax requirements and regulations in Australia.


Schedule a Free Consultation Today!

Connect with us and take the first step towards effortless financial management. Reach out now to schedule a free consultation and let us tailor a package that resonates with your needs. Your journey to financial clarity and confidence starts here.

©️ 2024 | Sitemap | Powered by Xugar