What test does the Internal Revenue Service (IRS) use to determine if a worker is an independent contractor or an employee?

The Internal Revenue Service (IRS) determines whether a worker is classified as an independent contractor or an employee primarily by evaluating the degree of control that the employer exercises over the worker. This test is rooted in the common law principles of agency and involves considering factors such as how much direction the employer has over the details and means of the work performed.

When an employer exerts significant control over when, where, and how the worker performs their tasks, this suggests an employee relationship. In contrast, if a worker maintains significant independence in how they carry out their work and the outcome expected, they are more likely to be considered an independent contractor. The distinction is crucial as it affects tax obligations, workers' compensation, and other benefits.

While the other options may bear some relevance to worker classification, they do not provide the primary framework the IRS relies on. Job performance evaluation could look at quality or effectiveness but does not adequately address the control aspect. Length of service contract may provide context, yet it does not determine the nature of the working relationship. Similarly, the nature of the business is important but does not specifically resolve the control issue that is central to categorizing a worker correctly.