What Hiring Options Mean For Your Business

Clarity in a changing landscape.

Hiring has never been one-size-fits-all—especially for small businesses.
And with employment laws shifting under the current administration, it’s more important than ever to understand how your choices impact compliance, cost, and flexibility.

One key area of change?
The potential reclassification of contractors and Temporary workers.
If passed, new rules could require businesses to offer benefits—or rethink their entire hiring model.

If you work with freelancers, contractors, or flexible staff, now’s the time to review your approach.

A closer look at your hiring options:

1. Full-time employees
• Standard hours (usually 35–40/week)
• Eligible for benefits like health insurance and paid time off
• W-2 status on payroll

2. Part-time employees
• Typically under 30 hours/week
• May have limited or no benefits
• Also W-2 employees

3. Temporary employees
• Short-term or seasonal roles
• Often hired via staffing agencies
• Usually not eligible for company benefits

4. Independent contractors (potentially impacted by upcoming laws)
• Set their own schedule and methods
• No benefits; responsible for their own taxes and insurance
• Risk of reclassification if they function too much like employees

5. Freelancers (also under scrutiny)
• Project-based or task-specific
• May work with multiple clients
• Increasingly subject to legal review depending on work patterns

6. Interns
• Gaining experience, often while studying
• Must be paid unless specific unpaid internship rules are met

7. Consultants
• Provide expert advice or services
• Usually short-term or strategic in scope
• Not integrated into daily business operations

8. Apprentices
• Structured training plus on-the-job experience
• Often used in skilled trades
• Usually paid, with potential certification at completion

9. Volunteers
• Unpaid contributors
• Typically found in nonprofit settings
• Must meet strict criteria to avoid labor law violations

10. Gig workers (under legal review)
• On-demand task-based work, often app-based
• Typically treated as independent contractors
• May require reclassification, which could increase cost and complexity

So—what does this mean for your business?

Every hiring choice carries implications—for your budget, your flexibility, and your legal exposure.
In this shifting landscape, clarity matters. So does getting it right.

If you’re unsure how upcoming changes could affect your workforce, or want to make confident, compliant hiring decisions—
Let’s talk. We’re here to help you move forward, with confidence and clarity.