There are differences between employees and contractors. You can read all about those here.
The best use scenario for a contractor agreement is project work by a highly skilled worker.
Typically, contractors are autonomous workers that need little or no direction to perform their work which may be a specific project for which they are hired.
Also, contractors usually hold their own insurance and set their own hours of work.
We’ve taken you through the contractor test before and you can see the entire test as a refresher below.
This test is courtesy of the Fair Work Ombudsman.
The tests are simply indicators. There's no rule that you must met 9/9 of the tests to classify a worker either as an employee or contractor.
Of course, if a case is brought before a court then all the 9 factors will be taken into account and the court will make a definitive decision whether the worker is a contractor or employee.
Now, the best outcome is to prudently classify a worker as an employee if most of the employee tests are satisfied.
You should never let it get to the stage of testing the worker's classification in court because this can be expensive and time consuming.
If a contractor takes a case like this to court, they'll be claiming that you are sham contracting - calling them a worker a contractor to get out of paying employee entitlements like sick leave an annual leave.
If you can see a project will be ongoing, you are directing that worker about how to perform work and setting their worker hours, it's likely they should be an employee and not a contractor, so don't risk it.
And, as always, if you’re in doubt, always get advice.
I wish you every success in your venture!