Master Summer Hiring: Navigating Payroll Compliance for Seasonal Employees and Interns

Looking to enhance your team this summer?
Bringing in seasonal workers or interns can be a game-changer—until you face IRS scrutiny.

While onboarding temporary staff seems straightforward, summer hiring frequently catches small business owners off-guard with payroll, compliance, and classification challenges.

The stakes are high—a slip-up, like incorrectly classifying a W-2 employee as a 1099 contractor "just for the summer," can result in hefty fines.

Debunking Myths: Employee vs. Contractor

If you've ever found yourself thinking:

“We should pay a flat rate for simplicity.”
“It’s just a 10-week stint.”
“They're students; they aren't real employees.”

It's time to reconsider.
If you dictate when, where, and how tasks are done, you might need to issue a W-2.

The IRS regulations are clear: part-time or seasonal, they demand payroll taxes, not contractor fees, if the worker fits an employee profile. Image 2

Need official guidance? Visit IRS guidelines on worker classification 

Clarifying Intern Roles: Most Count as Employees

Unpaid internships may seem ambiguous. However, unless part of a structured educational program sans compensation expectations, the Department of Labor likely counts interns as employees.

Consequently:

  • Minimum wage laws apply

  • Payroll taxes are expected

  • Workers’ comp insurance might be necessary

Rule to follow: if they contribute to your business's success, they should be on the payroll. Image 1

Capitalize on the Work Opportunity Tax Credit (WOTC)

Here's a silver lining:

By hiring from target groups—such as veterans, long-term unemployed individuals, or youth summer workers—your business could benefit from the WOTC, potentially lowering your federal income tax by up to $2,400 per qualified hire.

However:

  • Application must occur before hiring

  • Forms should be submitted to your state agency

  • Many businesses overlook this opportunity

More details are available about the WOTC program here Image 3

Preemptive Measures: Before First Payroll Cycle

  • Set up accurate federal and state tax withholding

  • Integrate a reliable payroll system (avoid manual payment pitfalls)

  • Gather and file Form I-9s and W-4s

  • Confirm if local laws demand sick leave or additional part-time worker reports

  • Understand overtime payment obligations—even if temporary

Final Takeaway: Be Proactive with Payroll

We understand—you're committed to expanding your business, ensuring client satisfaction, and integrating new staff. Yet, ignoring payroll obligations—even briefly—can lead to:

  • Penalties for improper classification

  • Overlooked tax credits

  • Potential state audits

  • Disgruntled former employees with unexpected claims

Need Professional Help? Consult Before Summer Hiring

We're experienced in guiding small businesses through summer payroll challenges efficiently, without excessive bureaucracy.

Planning to bring on interns, part-time, or seasonal staff soon? Let's connect.

We'll ensure compliance, reduce tax risks, and maybe even discover eligible credits you missed.

Reach out before issuing that initial paycheck—we'll help you get it right from day one.

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