STAFFORD, Australia - AussieJournal -- The Fringe Benefits Tax (FBT) rules tend to apply when benefits are provided to employees and certain office holders, such as directors. FBT should not apply when benefits are provided to genuine independent contractors but, you need to be sure that your contractors are in fact contractors.

Are your contractors really contractors?

Following two landmark decisions handed down by the High Court, the ATO has now finalised a ruling (TR 2023/4) that helps determine whether a worker is an employee or an independent contractor.

If the parties have entered into a written contract, then you need to focus on the terms of that contract to establish the nature of the relationship (rather than looking at the conduct of the parties). However, merely labelling a worker as an independent contractor doesn't necessarily mean that they won't be treated as an employee if the terms of the contract suggest that the parties have entered into an employment relationship.

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The ATO has also issued PCG 2023/2 that sets out four risk categories. Arrangements will tend to be viewed in a more favourable light where:

*There is evidence to show that you and the worker have agreed on the classification;
*There is a comprehensive written agreement that governs the relationship;
*There is evidence that you and the worker understand the consequences of the classification;
*The performance of the arrangement hasn't deviated significantly from the terms of the contract;
*Specific advice has been sought confirming that the classification is correct; and
*Tax, superannuation, and reporting obligations have been met when the worker is classified as an employee or independent contractor (whichever relevant).

If your business employs contractors, you should have a process in place to ensure the correct classification of the arrangements and to determine the ATO's risk rating.

McFillin Accounting is based in Stafford, Queensland. Learn more at https://mcfillin.com.au/.