
The distinction between employee vs. contractor is important for payroll tax purposes. Click image to read more on our website.
The IRS has announced a new initiative that allows employers who have misclassified workers as “independent contractors” rather than “employees” to reclassify the workers.
Under the Voluntary Worker Classification Settlement Program, employers would only have to pay a small percentage of the employment tax liability that would have been due to cover past payroll taxes, with no interest or penalties.
The classification – or misclassification – of an employee as an independent contractor has been a hot-button issue of late, with the IRS cracking down and conducing random audits to ensure compliance.
You can read more background on this issue, the tax impact and how to correctly classify your workers on our website. Here, let’s dive into the new program …
The New IRS Initiative
The new program enables certain employers to resolve past worker classification issues and gain clarity as to the worker classification issue at a relatively low cost by voluntarily reclassifying their workers. As opposed to waiting for a potential IRS audit, businesses may use the Voluntary Worker Classification Settlement Program to achieve compliance by making a minimal payment (generally 10% of the employment tax liability deemed owed) to cover past payroll tax obligations.
Eligibility
To be eligible for IRS’ offer, a business must:
- Have consistently treated the worker(s) as non-employees in the past.
- Have filed all required IRS Forms 1099 for the workers for the past three years.
- Not currently be under a worker classification audit by federal or state agencies.
How to Apply
Employers who are interested in applying to the new voluntary classification program can do so by filing IRS Form 8952, Application for Voluntary Classification Settlement Program, at least 60 days before intending to treat a contractor as an employee. If all conditions are met, the employer will not be audited on payroll taxes related to the worker for prior years.
Word to the Wise
Be sure to consult with your tax professionals as well as a labor law attorney regarding your participation in the program and any potential pitfalls.
Read more background on this issue, the tax impact and how to correctly classify your workers on our website and contact us for assistance with your particular situation.

