Not much will change with the adoption of the 20-factor test. Workers whose time, payment, and location are largely controlled by their employer will still usually be considered employees, while workers that work more independently will still generally be considered contractors.
What the new test does is allow agencies to get a more complete picture of a worker’s circumstances. The new test tends to be good news for employers, by enabling them to be more flexible with who they categorize as a contractor.
The new law also eliminates the pesky dichotomy between Tennessee and federal law. This means that, starting in January, employers unsure about their employees’ status can file form SS-8 with the IRS to receive a determination. Because the IRS and Tennessee will have the same rules regarding classification, employers will be able to confidently use the determination for both federal taxes and under state law.
While the new law will make some things better for businesses, the 20-factor test is more complex and nuanced than the current ABC test. To ensure that employers are classified correctly, employers should undergo a classification audit before January.
To learn more about how LBMC Employment Partners can help with employee classification, contact us today.