Compare the total cost of hiring an employee versus a contractor. Factor in payroll taxes, benefits, overhead, and insurance costs.
Hiring an employee costs far more than their salary. Payroll taxes, health insurance, retirement contributions, workers' comp, equipment, and office space can add 25–45% to the base salary. A $70,000 employee may actually cost $90,000–$100,000 when you factor in all overhead.
Contractors appear cheaper because you pay only their rate—no benefits, no payroll taxes, no overhead. But contractor rates are higher to compensate. This calculator helps employers compare the true all-in cost of each option to make informed hiring decisions.
Enter the employee salary and benefit costs, then the contractor rate and hours, to see a side-by-side comparison of total annual cost to the business.
This measurement provides a critical foundation for goal setting and progress tracking, helping you align daily activities with longer-term objectives and meaningful milestones. Integrating this calculation into regular planning habits ensures that work priorities reflect actual data about where time and energy produce the greatest results each week.
Employers need to understand the full cost of each hiring model for budgeting and strategic workforce planning. This calculator reveals the hidden costs of employment and compares them against contractor rates to determine the most cost-effective approach. Consistent measurement creates a reliable baseline for evaluating personal efficiency and identifying the habits and practices that contribute most to achieving professional goals.
Employee Cost = Salary + (Salary × Benefits%) + (Salary × Payroll Tax%) + Overhead Contractor Cost = Rate × Hours per Year Difference = Employee Cost − Contractor Cost
Result: Employee: $103,237 vs Contractor: $117,000
Employee total: $75,000 salary + $22,500 benefits (30%) + $5,737 payroll taxes (7.65%) = $103,237. Contractor cost: $65/hr × 1,800 hrs = $117,000. The employee is cheaper, but the contractor provides flexibility and no long-term commitment.
Beyond salary, employers pay FICA match (7.65%), unemployment insurance (FUTA/SUTA), workers' compensation, health insurance contributions, retirement plan matches, PTO costs, training, equipment, and office space. These costs add up to 25–45% on top of base salary.
Contractors eliminate benefits overhead, payroll taxes, and long-term commitments. But their higher rates and potential management complexity offset some savings. The right choice depends on the duration, skill requirements, and strategic importance of the work.
Use this calculator to compare raw costs, then factor in qualitative considerations: loyalty, institutional knowledge, team culture, and flexibility. Many organizations use a blended workforce combining employees for core functions with contractors for specialized or variable needs.
Typically 25–45% more. The major additional costs are health insurance ($5,000–$15,000/yr), FICA match (7.65%), 401(k) match (3–6%), workers' comp, unemployment insurance, PTO cost, and overhead (equipment, space, training).
Contractors are usually more cost-effective for project-based work under 6–12 months, specialized skills needed temporarily, variable workloads, and when you need to avoid long-term commitments. For ongoing full-time work, employees are typically cheaper.
The IRS uses behavioral control (do you control how they work?), financial control (do they have business expenses?), and relationship type (is there a contract? benefits?). If you control when, where, and how someone works, they're likely an employee, not a contractor.
The IRS can assess back payroll taxes, penalties, and interest. You may owe the employee's share of FICA, unpaid benefits, and overtime. State penalties may also apply. The cost of misclassification far exceeds the savings.
Yes. Contractors should charge 30–50% more than the equivalent employee hourly rate to cover self-employment tax (15.3%), health insurance, retirement, PTO equivalent, and business expenses. A $40/hr employee equivalent should charge $52–$60/hr.
While contractors don't have benefits overhead, they may require more management for onboarding, knowledge transfer, and quality assurance. Factor in the time cost of managing external resources when comparing total costs.