Gusto vs OnPay: US payroll vs 4dev.com contractor operations

Key takeaways

Gusto and OnPay list the same entry price. Your choice turns on employee states, the HR and time workflows you need, and who will check payroll records and tax deposits. Start with those requirements, then compare the plans that cover them.

• The entry plans start evenly. Gusto Simple and OnPay Payroll Essentials each list a $49 monthly base charge plus $6 per person. The plan decision changes when your team needs multi-state payroll, time tracking, HR workflows, benefits administration or a higher support tier.
• Multi-state needs can move the comparison quickly. Gusto lists multi-state payroll on its Plus plan, while OnPay lists it in Payroll Essentials without an additional state charge. Confirm the exact states and workflows you need before treating either published plan as your final cost.
• A payroll provider does not remove the employer’s federal tax responsibility. The IRS says an employer using an ordinary payroll service provider remains responsible for federal deposits and payments if the provider fails. Keep access to IRS correspondence and monitor EFTPS deposits after payroll processing is delegated.
• A midyear switch needs named owners. Gather prior payroll history and tax-payment records, decide which provider files the switch quarter, assign deposit checks, and confirm who will produce year-end forms. A first-run comparison at the employee level gives your team a concrete acceptance check before you rely on the new system.
• Employee payroll and contractor administration need separate decisions. Worker classification follows the real relationship, not the payment label. If your team also engages contractors, review that workflow separately; a global contractor payment feature is not evidence of foreign employee payroll, and OnPay’s pricing information does not specify international service scope.

Gusto and OnPay at a glance

Both services cover US payroll. Gusto distributes multi-state, time and HR features across plan tiers; OnPay includes multi-state payroll in Essentials and prices HR and time tools separately. Map those differences to the people who prepare payroll and maintain employee records.

What each service covers

Decision point	Gusto	OnPay
Published entry plan	Simple: $49 monthly plus $6 per person, with unlimited payroll runs and tax filings and payments	Payroll Essentials: $49 monthly plus $6 per worker, covering W-2 and 1099 workers
Multi-state payroll	Listed on the Plus plan	Listed in Payroll Essentials, with no additional state charge
Time and HR workflow	Plus lists time tracking, scheduling and multi-state payroll; Premium adds HR guidance and a higher support tier	HR and Time Tracking are separate add-ons, with their own base and per-worker charges
Tax and year-end work	Simple includes tax filings and payments	Essentials lists federal, state and local filings and payments, plus W-2s and 1099s

Gusto organizes its published offering around three plans. Simple covers the payroll baseline; Plus adds multi-state payroll and time tracking and scheduling; Premium lists a dedicated advisor, premium account support and HR guidance. That structure matters when a team expects its requirements to grow beyond a straightforward payroll run.

OnPay starts with one Payroll Essentials plan and layers HR and time tracking on top. Its HR add-on includes task delegation, document audits and PTO requests. Its Time Tracking add-on includes time cards, clock-in and clock-out, and overtime-rule customization. For a team that needs those workflows, the starting price is only one part of the comparison.

The comparison criteria that matter

Start with employee locations and the work around each pay run. Multiple states change the relevant Gusto plan; accounting close and time approval can change the tools you need from either provider.

Then separate included tools from add-ons. Gusto places time tracking and scheduling on Plus, while OnPay prices its HR and Time Tracking products separately. OnPay’s pricing and self-service pages differ on which tier includes some employee features. Get the scope of your proposed plan in writing.

Finally, assess the operating controls around the software. Ask who will review payroll journals, approve time data, handle agency correspondence and reconcile the first run after a switch. Published integration and support features are useful inputs, but your own approval path, records and escalation owner determine whether the service fits day to day.

Payroll and tax responsibilities

Both services list US payroll tax filing and payment features. The employer still needs to check deposits and respond to notices. Assign that oversight before deciding which plan covers your states and worker types.

Pay runs, tax filings and multi-state work

Gusto Simple lists unlimited payroll runs alongside tax filings and payments. OnPay Payroll Essentials lists federal, state and local tax filings and payments, plus W-2s and 1099s. Compare the plans with the taxes, worker types and jurisdictions your company actually has.

Multi-state payroll is an early plan difference. Gusto lists it on Plus, while OnPay lists it in Payroll Essentials without an additional state charge. A company with employees in several states should compare the applicable plan terms before it uses the entry price as a budget assumption.

The filing feature also needs an owner on your team. Give finance or payroll operations a clear role in reviewing what was run, retaining the supporting records and following up when a government agency contacts the company.

Who checks tax deposits and notices?

The IRS says that an employer using an ordinary payroll service provider remains responsible for federal tax deposits and payments if the provider fails. The IRS also advises employers using a third-party payer to retain their own address for correspondence and monitor deposits through EFTPS.

Turn that responsibility into a routine control. Keep a named person responsible for these checks:

• Review EFTPS deposit activity after each payroll cycle.
• Keep the employer’s correspondence address current and route agency mail to a monitored inbox.
• Match tax notices to the payroll period and assign a response owner promptly.
• Retain payroll reports, tax-payment records and the contact details for the person who can escalate a discrepancy.

This is especially important during a provider change. The payroll service may file the returns it has agreed to handle, while the employer still needs a complete view of deposits, notices and records across both systems.

Corrections and reporting

Reporting gives your team the trail it needs to investigate a discrepancy and to explain payroll activity to finance. Gusto says administrators can download payroll and tax reports in PDF, CSV or XLSX formats, including an annual payroll export with raw history. OnPay lists dynamic reporting and a custom report designer with more than 50 fields in Payroll Essentials.

Before you sign, ask each provider to demonstrate the record path for a corrected pay run or tax issue. Your team should be able to locate the original run, identify the affected people and pay period, export the supporting report and show who owns the follow-up. That test is more useful than assuming a reporting feature will fit your close process.

Pricing for the team you actually have

Compare Gusto and OnPay against the same team and the same required workflow. Their entry prices match, but plan gates and add-ons can change the monthly cost as soon as your team needs multi-state payroll, time tracking, HR work or benefits administration.

Base plans and per-person charges

Gusto Simple lists a $49 monthly base charge plus $6 per person. It includes unlimited payroll runs and tax filings and payments. Gusto Plus lists $80 plus $12 per person monthly, and adds multi-state payroll and time tracking and scheduling. Premium lists $180 plus $22 per person monthly, alongside premium account support and HR guidance.

OnPay Payroll Essentials lists a $49 monthly base charge plus $6 per worker. Its published scope includes W-2 and 1099 workers, multi-state payroll, federal, state and local tax filings and payments, and year-end filings. OnPay says it does not add a state charge for multi-state payroll.

The shared entry price is useful for a simple baseline. It does not establish which plan will cover a team’s states, worker mix or operational requirements, so compare the required plan before comparing the headline price.

Benefits, HR and time-tracking add-ons

OnPay lists an HR add-on at $15 monthly plus $2 per worker. It includes task delegation, document audits and PTO requests. Its Time Tracking add-on lists $15 monthly plus $4 per worker, with time card management, clock-in and clock-out, and customizable overtime rules.

Gusto puts time tracking and scheduling on Plus rather than offering them in the Simple plan. Its benefits terms distinguish between administration when Gusto is the broker and an eligible outside-broker integration that costs $6 per eligible employee monthly. Medical, dental and vision plan availability varies by state.

Ask for the exact configuration your team will use. Benefits eligibility, insurance premiums, support requirements and bundle terms can all change the final proposal, even when the base payroll calculation is straightforward.

Model the same team under both plans

For ten billed people, the published rates produce this monthly comparison:

Configuration	Calculation	Monthly total
Gusto Simple	$49 + (10 × $6)	$109
OnPay Payroll Essentials	$49 + (10 × $6)	$109
Gusto Plus	$80 + (10 × $12)	$200
OnPay Essentials + standalone Time Tracking	$109 + $15 + (10 × $4)	$164

The first two rows compare entry plans. The other rows illustrate a time-tracking need; their features are not identical. OnPay advertises discounted bundles, so request a current quote for your exact configuration.

Treat the software price and internal work as separate lines in the decision. An IRS-hosted preliminary study based largely on tax-year 2002 survey work found that recordkeeping accounted for more than half of reported federal employment-tax compliance time across paid-preparer, self-preparer and software-preparer groups. It cannot estimate current savings from either service, but it is a useful reminder to count review, record retention and exception handling alongside the subscription.

Benefits and employee services

Benefits need a state- and team-specific comparison. Both services publish health-related options, but the plan available to your company, the broker arrangement and the employee experience should be confirmed before you treat a feature list as an enrollment plan.

Health and retirement availability

Gusto offers medical, dental and vision plan brokerage. It lists administration at no additional charge when Gusto is the broker, while an eligible outside-broker integration costs $6 per eligible employee each month. Gusto also notes that plan availability varies by state.

OnPay lists access to group health, dental and vision plans. Its published terms pair those options with enrollment and payroll-deduction features, while actual plan and state eligibility still depend on the employer’s situation.

Use the benefit comparison to answer practical questions for your team: which plans are available where your employees work, which workers are eligible, who will broker the plan and what administration charges apply. Confirm retirement availability, provider choice and contribution administration directly with each service before including them in a benefits decision.

Enrollment, deductions and employee access

OnPay lists self-service open enrollment and automated payroll deductions for its benefit options. That can reduce the handoffs between employees, HR and payroll during enrollment, provided the available plan and configuration match your workforce.

Gusto’s published benefits terms distinguish its broker administration from an eligible outside-broker integration. If you already have a broker, ask how eligibility, deductions and the employee experience will work under that arrangement instead of assuming the included administration model applies.

Employee access needs the same level of care. OnPay lists paystub access, bank-detail updates and lifetime employee accounts, while its pricing and self-service pages differ on the tier for some employee features. Ask for the exact employee-facing workflow in your proposal, including enrollment actions, paystub access and who can change personal details.

Hiring, time and HR workflows

Payroll becomes harder to manage when employee records, working time and HR tasks live in disconnected places. The practical comparison is whether each published workflow fits the people who prepare payroll, approve time and maintain employee documents.

Employee onboarding and records

Gusto lists self-onboarding, customizable checklists, offer letters, document e-signatures and storage, and benefits setup. These features give an HR team one published route from an accepted offer to an employee record and benefits enrollment.

OnPay lists self-onboarding, employee portal access, paystub access, bank-detail updates and lifetime employee accounts on its pricing page. Its HR add-on adds task delegation, document audits, activity history and PTO requests. Confirm the precise division between Payroll Essentials and the HR add-on before you build an onboarding process around any particular employee self-service feature.

For either service, walk through a real hire with the people who will run the process. Check where the offer and signed documents are stored, who sees the record, when the employee can enter personal details and how benefits information reaches payroll.

Time tracking and approvals

Gusto lists time tracking and scheduling on its Plus plan. OnPay offers Time Tracking as an add-on, with time card management, clock-in and clock-out, and customizable overtime rules. The first question is whether the needed time workflow belongs in the payroll plan or adds a separate subscription.

The second question is operational: who checks submitted time before payroll is prepared? Make that owner, cutoff and exception path explicit. A time record that reaches payroll without a clear review step can leave finance and managers resolving the discrepancy after the pay run.

Use a representative pay period to test the workflow. Include an employee with a changed schedule or overtime rule, then check whether managers can identify the exception, approve the record and give payroll a usable final total before the run closes.

HR tools and plan boundaries

Gusto places some HR and support capabilities on higher plans: Plus lists time tracking and scheduling, while Premium lists HR guidance and premium account support. OnPay separates HR from Payroll Essentials and prices it at $15 monthly plus $2 per worker.

That difference affects how you evaluate a feature list. Start with the specific HR work your team needs, such as PTO requests, task assignment, document review or a support escalation path. Then ask each provider to map those tasks to the plan and add-ons in the proposal.

Do not rely on a broad label such as employee self-service. OnPay’s pricing and self-service pages differ on the tier for some employee features. Get written confirmation of the features, administrator roles and employee actions included in the configuration you plan to buy.

Accounting integrations and reconciliation

An accounting integration is useful only when the payroll data reaches the right accounts and someone reviews the result. Compare the published connection and reporting features, then test the journal, exceptions and close process with the people who own the ledger.

Payroll journals and time-data flow

Gusto’s published integration directory includes QuickBooks and Xero. That confirms the named integrations, but it does not show how a particular account will map payroll journals or whether its sync will match your chart of accounts.

OnPay Payroll Essentials lists accounting integrations, customizable line-item mapping for a chart of accounts and an automated general ledger sync after every pay run. Those features are a useful starting point for a finance team that needs payroll journals to reach its ledger consistently.

Ask each provider to use a representative payroll in the demonstration. Include the earnings, deductions, departments and time data that matter to your close, then review the resulting journal with your accountant. Confirm which mapping choices an administrator controls and who investigates an exception.

Again, integration alone will not guarantee compliance, and organizations still need knowledgeable professionals, strong processes, and effective controls.

— Carney Kim, Payroll Manager at Alexander & Baldwin

The same discipline applies to contractor-related records. Gusto says that payments to non-US contractors do not sync to accounting software, so a team using that separate workflow needs to decide how it will make and review the ledger entry.

Reports, exports and access controls

Gusto says administrators can download payroll and tax reports in PDF, CSV or XLSX formats, including an annual payroll export with raw history. OnPay lists dynamic reporting and a custom report designer with more than 50 fields in Payroll Essentials. Those capabilities give finance teams different ways to prepare a close package, reconcile a payroll period or retain records during a provider change.

Test report access with the people who will use it. Confirm that payroll, finance and the appropriate managers can retrieve the reports they need without exposing employee details more widely than necessary. Also check whether the export contains the dates, people, earnings, deductions and tax fields your accounting and audit process expects.

Do this before implementation, using a sample that resembles your actual payroll. A successful connection alone does not show whether the journal balances, the report supports a period close or the right person can resolve a difference.

Support and employee experience

Support matters most when payroll is time-sensitive, a tax notice arrives or an employee cannot find a record they need. Published channels show where a question can begin; they do not establish how quickly a particular issue will be resolved or who will own it.

Help during a failed run or tax notice

OnPay lists phone, chat and email support. Gusto lists an online Help Center available around the clock, business-hours phone and chat, plan-dependent Priority Support, and a dedicated service advisor on Premium. These are different published support structures, so match the plan to the people who will need help during payroll and tax work.

Before choosing, ask each provider to describe the escalation path for a missed payroll deadline or government notice. Establish which person on your side can open the case, what records they need, how updates will reach finance and who has authority to make a decision if the issue is still open near a pay date.

Do not treat the support channel alone as a service-level promise. Response time, notice escalation and buyer-specific support terms need confirmation in the proposal or contract.

Paystubs, tax forms and worker questions

Employees judge a payroll service through ordinary tasks: seeing a paystub, updating personal information, checking a tax form or asking where a deduction came from. OnPay lists paystub access, bank-detail updates and lifetime employee accounts, alongside employee portal access.

Those functions need a practical walkthrough. Ask a provider to show the employee path for retrieving a paystub, updating details and finding year-end records, then confirm what an administrator sees when a worker needs help. Because OnPay’s pages differ on the tier for some employee features, include the required actions in your written plan confirmation.

For Gusto, include the same employee journey in your demonstration. Test the tasks that drive your team’s questions; Gusto’s support and plan descriptions do not specify every step of that employee journey.

What reviews can and cannot tell you

Reviews can reveal the kinds of situations buyers and employees notice, such as a confusing workflow or a difficult handoff. They cannot prove that your team will receive the same support, configuration or outcome. Published support channels also do not establish resolution speed.

Use reviews to prepare specific questions rather than to select a winner. Ask about the support tier included in your price, who handles a tax notice, how an escalation works and how employees get help with paystubs or account access. Then evaluate the written terms and a live walkthrough against the workflow your own team will use.

Switching payroll providers midyear

A midyear switch is an ownership exercise before it is a software setup. You need a complete payroll history, one filer for each affected return, clear deposit responsibilities and a first-run check that catches differences while the prior records are still easy to access.

Historical pay and tax records

Collect payroll history before the new provider runs its first check. Gusto asks switching employers for prior payroll history and proof of tax payments; its setup guidance identifies prior-quarter summaries and current-quarter employee paystubs. Complete year-to-date history supports the year-end record.

Build a transition file that contains:

• Prior payroll reports and current-quarter paystubs.
• Federal, state and local tax-payment records.
• Employee wage, deduction and withholding history.
• A record of open agency notices and the person responsible for each one.
• Payroll and tax reports exported from the outgoing system.

Keep the file under the employer’s control, even if each provider imports part of it. The IRS says an employer using an ordinary payroll service provider remains responsible for federal deposits and payments if the provider fails, so those records also support your own oversight.

Who files the switch quarter?

Name the filer before the first payroll on the new system. Gusto says that it files quarterly returns starting with the quarter of the first Gusto check date and that only one provider can file a quarterly return for a quarter. It also says the prior provider handles deposits for its own pay periods and Gusto handles deposits for payrolls run in Gusto.

OnPay gives a mid-quarter switch example for unemployment taxes: it tells the employer to direct the prior provider not to file the current-quarter unemployment taxes because OnPay will file them. These are provider-specific transition arrangements, so confirm the actual return, state forms and contract responsibilities for your switch.

For a Gusto transition that meets its documented conditions, Gusto says it will produce year-end W-2s and 1099-NECs for payments made through both providers and asks employers to prevent duplicate forms from the prior provider. Confirm the year-end form owner directly, along with the quarterly filer and each provider’s deposit period.

The handoff sequence gives finance a simple control: collect the history, name the quarter filer, assign deposit and notice checks, test the first run, then confirm the year-end form owner. It gives every task a named owner before a missed filing or duplicate form becomes a cleanup project.

Test the first new payroll

Do not accept the first new payroll because the totals look plausible. Compare employee-level pay, deductions, taxes and net amounts against the records from the outgoing process. Investigate differences before the new system becomes the only current record.

Run a parallel payroll and reconcile line by line rather than on totals, because that is the step that catches everything.

— Nick Anisimov, FirstHR Founder

Use the test to check the real handoff: are the right people included, do the year-to-date figures make sense, did the deposits follow the assigned periods, and can finance retrieve the reports it needs? The answer should be documented by the owner of payroll, finance and tax correspondence before you treat the switch as complete.

When contractor work needs a separate process

Employee payroll does not settle the operating work for independent contractors. Review the working relationship first, then use a workflow that keeps contractor engagement records, location-specific eligibility and task documentation clear.

Classify the worker before choosing a workflow

For US federal tax purposes, the IRS considers behavioral control, financial control and the relationship between the parties when distinguishing an employee from an independent contractor. The Department of Labor likewise considers the economic reality of the whole relationship under the FLSA; a contract or 1099 label alone does not decide the result.

That review comes before choosing payroll software or a contractor process. Document the actual work arrangement, then involve the appropriate tax or employment adviser when the classification is unclear. Software features cannot determine worker status for your company.

US and non-US contractor administration

For a US contractor, separate the engagement record from employee payroll records. After the company selects its contractors, 4dev.com’s contractor operations workflow keeps a register of tasks, statuses, agreements, closing documents and history. That gives finance and operations a distinct record of the work without treating a contractor engagement as employee payroll.

Gusto lists a separate global contractor payments add-on for eligible non-US contractors in more than 120 countries. It is not evidence of foreign employee payroll. Gusto also says that payments to non-US contractors do not sync to accounting software, and that eligibility depends on the work country and payment route; its flow excludes US citizens working in other countries.

Use the workflow fork to decide what to check next. A real relationship review leads to employee payroll needs, separate US contractor records or an account-specific check of an eligible non-US contractor route and its ledger entry. The diagram does not decide the legal classification for you.

OnPay describes US multi-state payroll and domestic W-2 and 1099 processing on its pricing page. For an international employee or contractor arrangement, ask OnPay directly whether it supports the worker’s country and status.

Engagement records, deliverables and rights

Keep the contractor agreement, task record and closing documents together. They answer different operating questions: what the contractor was engaged to do, what was accepted and what finance needs to retain for the engagement history.

4dev.com’s Service Agreement makes rights in a deliverable task-specific. Assignment to the client is the default unless a task says otherwise, and an invoice or acceptance certificate may confirm an assignment when applicable. Review that wording for every deliverable instead of treating a general contractor label as proof that the company owns the work.

For a distributed contractor team, make this review part of the engagement process. Confirm the contractor’s classification and location, record the work and acceptance trail, then check how the transaction will be represented in the ledger. Those steps make contractor work auditable alongside employee payroll without blending the two workflows.

Which service should you choose?

Choose the service whose published plan and operating workflow fit the team you actually employ. Gusto and OnPay start at the same price for a basic ten-person payroll, so the deciding factors are usually multi-state needs, HR and time tools, benefits setup, records and the support path your team needs.

Choose Gusto if...

Gusto is a strong fit to investigate if you want the plan structure to carry more of the workflow as your needs grow. Simple lists unlimited payroll runs and tax filings and payments. Plus adds multi-state payroll and time tracking and scheduling, while Premium lists HR guidance, premium account support and a dedicated advisor.

It also merits a closer look if your HR team wants published onboarding features such as self-onboarding, checklists, offer letters, e-signatures and benefits setup. For benefits, Gusto offers medical, dental and vision plan brokerage, with terms that distinguish its own broker administration from an eligible outside-broker integration.

Check the plan gate carefully. A ten-person team on Gusto Plus calculates to $200 monthly, compared with $109 for Simple. Confirm the states, time workflow, benefits arrangement and support tier you need before assuming the entry plan will remain sufficient.

Choose OnPay if...

OnPay is a strong fit to investigate if the Payroll Essentials scope matches your team. It lists federal, state and local filings and payments, W-2 and 1099 processing, and multi-state payroll with no additional state charge. That published structure can be especially relevant for a team that needs multi-state payroll without moving to a different base plan.

It also gives you separate HR and Time Tracking add-ons. The HR product lists task delegation, document audits and PTO requests; Time Tracking lists time cards, clock-in and clock-out, and customizable overtime rules. This can suit a team that wants to price those workflows separately from its payroll baseline.

Price the complete configuration. The pricing table shows $164 monthly for ten workers on Essentials plus standalone Time Tracking, before bundles. OnPay advertises discounted bundles. Ask for the current bundle terms and a clear account of the employee self-service features included in your chosen configuration.

What to confirm before signing

Use a live demonstration and a written proposal to resolve the points that a feature page cannot settle:

• The plan and add-ons required for every state, worker type, time workflow and HR task in your team.
• The complete monthly price for your headcount, including benefits administration or an outside-broker arrangement where relevant.
• The employee path for onboarding, paystubs, personal-detail changes and year-end records.
• The accounting journal mapping, report exports and the person who will reconcile payroll with the ledger.
• The support tier, escalation route for a tax notice or payroll issue, and the named owner on your side.
• The historical records, quarterly filer, deposit checks and year-end form owner if you are switching midyear.

Choose the plan that covers your requirements in writing. Before implementation, confirm who will review payroll, retain records and resolve exceptions.

Frequently asked questions

Which is better, Gusto or OnPay?

Neither service is better for every US employer. Gusto’s published plans put multi-state payroll, time tracking and scheduling on Plus, with additional HR guidance and premium support on Premium. OnPay lists multi-state payroll in Payroll Essentials and offers separate HR and Time Tracking add-ons. Compare the plan that covers your states, people and workflow, then test the accounting, records and support process your team will actually use.

How much does OnPay cost per employee?

OnPay Payroll Essentials lists a $49 monthly base charge plus $6 per worker. Its HR add-on lists $15 monthly plus $2 per worker, and Time Tracking lists $15 monthly plus $4 per worker. For ten workers, the pricing table shows $109 monthly for Essentials and $164 with standalone Time Tracking, before bundles. OnPay advertises discounted bundles, so request a current configuration-specific quote.

What are the downsides of Gusto payroll?

The main trade-off in Gusto’s published plan structure is that a team needing multi-state payroll, time tracking or scheduling moves from Simple to Plus. For ten people, see the $109 Simple and $200 Plus calculations in the pricing table above. Benefits availability also varies by state, and an eligible outside-broker integration lists a $6 monthly charge per eligible employee. Confirm that the plan, benefit arrangement and support tier match your operating needs before you choose it.

Can either service handle payroll outside the US?

Gusto lists a separate global contractor payments add-on for eligible non-US contractors in more than 120 countries. That does not establish foreign employee payroll, and Gusto says its non-US contractor payments do not sync to accounting software. Eligibility depends on the work country and payment route, and its flow excludes US citizens working in other countries.

OnPay describes US multi-state payroll and domestic W-2 and 1099 processing. Ask each provider whether it supports your specific worker arrangement and country.

What should I check before switching midyear?

Collect prior payroll reports, current-quarter paystubs, year-to-date history and proof of tax payments. Name one filer for each affected quarter, assign deposit and notice checks, and confirm the year-end form owner. Then compare the first new payroll at the employee level against the outgoing records before you rely on the new system.

Sources

• Publication 15, Employer’s Tax Guide — Internal Revenue Service
• Employee common-law employee — Internal Revenue Service
• Fact Sheet 13: Employment relationship under the Fair Labor Standards Act — U.S. Department of Labor
• Small business tax compliance burden survey — Internal Revenue Service
• Switching payroll companies — FirstHR
• Disconnected systems cause inefficiency, noncompliance and frustration — PayrollOrg
• Founder services — 4dev.com
• Service Agreement — 4dev.com