Edited version of your private ruling

Authorisation Number: 1012468204579

Ruling

Subject: Employee v contractor

Question

Is there a PAYG Withholding obligation in relation to workers engaged by the entity?

Answer

No

This ruling applies for the following period

Year ending 30 June 2013

The scheme commenced on

1 July 2012

Relevant facts

The entity engages workers via an agreement.

All workers:

· are sole traders

· possess an ABN

· possess their own Public and Professional insurance

· are responsible for defective work

· invoice the entity for a percentage of services rendered; and

· have full control over how they do their work.

It is the expertise and the skill of the workers to perform the services rendered.

All workers are engaged either as contractors or employees at other entities in addition to working with this entity.

Almost all equipment and administration support is provided by the entity.

The workers receive a percentage of the total amount received for services rendered on a weekly basis via a tax invoice.

The agreement states the remuneration of workers shall be a gross entitlement and the entity will not be liable to make income tax deductions or pay any superannuation contributions, workers compensation insurance payments, income protection insurance payments, sick leave, carer's leave, annual leave or long service leave.

The worker's remuneration does not include any GST on the remuneration or the supply of their services. That tax must be added to the remuneration and paid by the entity to the workers at the same time as their remuneration is paid.

Unless agreed to by the parties, the workers will be responsible for their own expenses which include:

· professional licensing fees and memberships

· any medical, health or disability insurance

· motor vehicle expenses

· the cost of any policies of insurance maintained by the worker; and

· any other items unless provided by the entity).

Relevant legislative provisions

Taxation Administration Act 1953 section 12-35 of schedule 1

Reasons for decision

Summary

Based on the information you have provided, we consider that the workers are independent contractors, rather than employees, in the income year in question. Therefore, you are not required to withhold a PAYG withholding amount for remittance on behalf of these contractors.

Detailed reasoning

Section 12-35 of Schedule 1 to the Taxation Administration Act 1953 (TAA) provides that you must withhold an amount from a payment of salary, wages, commission, bonuses or allowances you pay to an individual as an employee.

A determination of whether an individual under a specific arrangement is an employee must be made by a consideration of the total factual circumstances in light of all of the indicators determining the status of that individual. It is the totality of the relationship that needs to be considered.

Taxation Ruling TR 2005/16 considers the various indicators the courts have considered in establishing whether a person engaged by another individual or entity is an employee within the common law meaning of the term.

These indicators include:

· The control test: The degree of control which the payer can exercise over the payee.

· The organisation or integration test: Whether the worker operates on their own account or in the business of the payer.

· The results test: Whether the worker is free to employ their own means and is paid to achieve the contractually specified outcome.

· The delegation test: Whether the work can be delegated or subcontracted (with or without the approval or consent of the principal).

· The risk test: Whether the worker bears the legal responsibility and expense for the rectification or remedy in the case of unsatisfactory performance.

· Which party provides tools, equipment and payment of business expenses?

Control

The test for determining the nature of the relationship between a person who engages another to perform work and the person so engaged is the degree of control which the former can exercise over the latter. A common law employee is told not only what work is to be done, but how and where it is to be done. The importance of control lays not so much in its actual exercise as in the right of the employer to exercise it.

A high degree of discretion or latitude in the manner in which a task is performed does not, of itself, indicate a contract for services.

Further, although it is not uncommon for a contract to specify how the contracted services are to be performed, this does not necessarily imply an employment relationship. A high degree of direction and control is not uncommon in contracts of service. In contractual arrangements any control or direction must be expressed in terms of the contract only, so that outside of the contract the contractor is free to exercise their own discretion, because they work for themselves.

In this case, the entity outlines what hours are to be worked (or that may be negotiated with the individual worker) however how the work is done is left entirely up to the professional skills of the individual worker.

Organisation or integration

In an employment relationship, tasks are performed at the request of the employer and the employee is said to be working in the business of the employer. An independent contractor carries on a trade or business of their own. An independent contractor enters into a contract to perform specific tasks and has a high level of discretion and flexibility about how the work is to be performed, even if the contract contains precise terms about methods of performance.

An employee works in the business of the employer and the work performed may be said to be integral to that business. An independent contractor works for the payers business but the work is not integrated into the business rather is an accessory to it.

In this case, all workers carry on their own specific profession at the workplace. The workplace is a mere facility to enable the workers to use their professional skills. They are not directed by the entity how to do their job.

Results

Where the substance of a contract is for the production of a given result, there is a strong indication that the contract is one for services.

'The production of a given result' means the performance of a service by one party for another where the first-mentioned party is free to employ their own means (such as third party labour, plant and equipment) to achieve the contractually specified outcome. Satisfactory completion of the specified services is the 'result' for which the parties have bargained.

The consideration is often a fixed sum on completion of the particular job as opposed to an amount paid by reference to hours worked. If remuneration is payable when, and only when, the contractual conditions have been fulfilled, the remuneration is usually made for producing a given result.

In this case, all workers perform their tasks and they are remunerated as a percentage of jobs they do. They are free to employ their own means to achieve the end result. Satisfactorily completing tasks is the result that is contemplated in the agreement with the entity.

Delegation

The power to delegate or subcontract is a significant factor in deciding whether a worker is an employee or independent contractor. If a person is contractually required to personally perform the work, this is an indication that the person is an employee.

Whereas if an individual has unfettered power to delegate the work to others (with or without approval or consent of the principal), this is a strong indication that the person is engaged as an independent contractor. The contractor is free to arrange for their employees to perform all or some of the work or may subcontract all or some of the work to another service provider. In these circumstances, the contractor is the party responsible for remunerating the replacement worker.

A common law employee may frequently 'delegate' tasks to other employees, particularly where the employee is performing a supervisory or managerial role. However, this 'delegation' exercised by an employee is fundamentally different to the delegation exercised by a contractor outlined above. When an employee asks a colleague to take an additional shift or responsibility, the employee is not responsible for paying that replacement worker, rather the workers have merely organised a substitution or shared the work load. This is not delegation consistent with that exercised by a contractor.

In this case workers will not assign any of their rights under the agreement without the prior written approval of the entity.

Risk

An employee bears little or no risk of the costs arising out of injury or defect in carrying out their work. An independent contractor bears the commercial risk and responsibility for any poor workmanship or injury sustained in the performance of work. An independent contractor is usually expected to take out their own insurance and indemnity policies.

Whether the worker is contractually obliged to accept liability for the cost, in terms of time or money, for the rectification of faulty or defective work is a relevant consideration in determining if that worker should be regarded as an employee or independent contractor.

Commonly, an independent contractor or entity would solely bear the risk and responsibility of liability for their work if it does not meet an agreed standard and would be required to either rectify this defective work in their own time or at their own expense.

An employee on the other hand, would bear no such responsibility and the liability for any defective work of the employee, either to a third party or otherwise, would fall to the employer in terms of the burden of cost or time for rectification.

In this case the individual worker indemnifies the entity against any claim, liability or loss relating to the services rendered by them or other acts or failure to act on the part of the worker, whether of a professional service nature or otherwise. The workers must effect and maintain public liability insurance, workers compensation insurance and/or personal accident/salary continuance insurance, professional indemnity insurance.

Provision of tools and equipment and payment of business expenses

The provision of assets, equipment and tools by an individual and the incurring of expenses and other overheads is an indicator that the individual is an independent contractor.

However, the provision of necessary tools and equipment is not necessarily inconsistent with an employment relationship. The provision and maintenance of tools and equipment and payment of business expenses should be significant for the individual to be considered an independent contractor.

There are situations where very little or no tools of trade or plant and equipment are necessary to perform the work. This fact by itself will not lead to the conclusion that the individual engaged is as an employee. The weight or emphasis given to this indicator (as with all the other indicators) depends on the particular circumstances and the context and nature of the contractual work.

Further, an employee, unlike an independent contractor, is often reimbursed (or receives an allowance) for expenses incurred in the course of employment, including for the use of their own assets such as a car.

In this case the entity supplies the facilities and equipment which all workers use.

Conclusion

After considering all the facts presented with reference to the indicators provided in TR 2005/16, it is considered that the workers are independent contractors.