Freelance Consulting Vs. Employed Consulting

Freelance Consulting Vs Employed Consulting

Consultants can be incredibly valuable assets to companies seeking specialized expertise for completing crucial projects, optimizing their workforce, launching special campaigns and so much more. As there are a myriad of services a consultant can provide, there are also many approaches to working in this field. These can include working independently or becoming an employee of a consulting firm or other company. By researching some of these approaches, individuals can gain a deeper understanding of their own opportunities. In this piece, we will explore some differences between working as an independent consultant versus working for a consulting firm.

What is consulting?

Consulting is a work structure where someone provides expertise or professional labor to a company without being an employee or committing to permanent work. A professional consultant may have specialized knowledge and can be interchangeable with freelancers, as both work on a contract basis for other companies. Consultants offer various expertise, ranging from technical knowledge in manufacturing systems to management advice for staff, business launches, and efficiency improvement.

Can consultants be employees?

Consultants have the potential to be employees, depending on their working arrangement. If they decide to join a consulting firm, they become full-time employees of that firm. As employees, they offer their services to client companies under the umbrella of their employer. This means they receive standard employee benefits and are not classified as independent contractors. On the other hand, consultants who work independently are not considered employees. Instead, they are typically classified as independent contractors for tax purposes. This means that the client company hiring them is not responsible for providing benefits, unemployment insurance, or training.

Freelance consulting vs. employed consulting

Working as a freelancer or independent contractor differs significantly from being an employee. These differences encompass legal requirements established by the IRS, industry-specific factors, and the agreements made between freelancers, clients, and individuals. Let’s explore some specific distinctions between working as a freelance consultant and working as an employed consultant.

Work scope

Training :

In an employment setting, the employer takes responsibility for providing necessary training to employees. However, independent consultants are accountable for sourcing and financing their own training.

Length of Work :

Freelancers collaborate with clients for specified durations based on the terms of their contract. On the other hand, employees work indefinitely for their employers, though they may engage with different clients throughout their employment tenure.

Employment Termination :

Employees typically operate under at-will agreements, granting employers the ability to terminate their employment at any time. Conversely, freelance consultants operate under contractual agreements, with both parties committing to work together until the contract expires, barring specific exceptions.

Client Relationships :

Employees dedicate their full-time efforts to a single employer, serving various clients or long-term clients associated with their employer. In contrast, freelancers or contractors maintain multiple clients simultaneously and possess the freedom to choose and secure clients independently.

Business Costs :

Independent contractors often face startup expenses when establishing their own business. Conversely, contracting firms assume these costs on behalf of their employees.

Work environment

Let’s explore some differences in the work environment:

  1. Scheduling: Employees adhere to set hours established by their employer, whereas independent consultants have the flexibility to determine their own work hours.
  2. Workspace: Employers typically provide office or workspace facilities for their employees. In contrast, contractors are responsible for arranging their own workspace, which offers them greater freedom but may also entail additional expenses.
  3. Coworkers: The composition of a consultant’s coworkers depends on the nature of their consulting work and the location where they operate. Employees generally have consistent coworkers within their employer, although their interactions with clients may change over time. Independent consultants may engage in more solitary work compared to employees.
  4. Reporting: Employees regularly report their work progress to their manager or supervisor, receiving guidance on task completion. In contrast, independent consultants do not have a regular reporting structure and primarily communicate progress to clients during normal client interactions.

These variations in the work environment contribute to the unique dynamics and experiences of both employees and independent consultants.


One key difference in employee benefits is who pays for them. In the case of an independent contractor, they are responsible for covering the costs of their own benefits, such as health and life insurance, as well as retirement plans. On the other hand, a company typically pays a portion of these costs on behalf of their employees, often shouldering a majority of the expenses.

The cost of benefits can also vary between the two. Companies, due to their larger scale and purchasing power, may have the advantage of paying less per employee for benefits. Additionally, they may have access to a wider range of benefit plans since they are procuring them for a larger group of employees. In contrast, independent contractors may have fewer options available to them and may have to pay different prices for the benefits they do choose.

Eligibility for certain employment benefits is another distinguishing factor. Independent contractors, like consultants, may not be eligible for certain benefits that are typically associated with traditional employment. Examples of such benefits include worker’s compensation and unemployment compensation, which are often only accessible to employees.

Lastly, the application of labor law differs between employees and independent consultants. Labor law protections, such as minimum wage, overtime pay, and protection against discrimination, generally apply to employees. However, independent consultants need to include these protections in their contracts or written agreements with clients if they wish to enjoy similar safeguards. Essentially, independent consultants must negotiate and explicitly outline the terms of these protections in their contractual agreements, as they are not automatically granted by labor laws.

These differences in employee benefits highlight the contrasting circumstances faced by employees and independent contractors, emphasizing the varying levels of financial responsibility, eligibility, and legal protections associated with each employment arrangement.


The tax process for freelancers or independent consultants differs from that of employees in several ways:

Firstly, the responsibility for filing business taxes varies. Freelancers or independent consultants are required to file their own business taxes as independent contractors. They are responsible for keeping track of their income, expenses, and deductions and reporting them on their tax returns. On the other hand, when a consultant works for a consulting firm as an employee, the employer typically handles the filing of taxes on behalf of the employee.

The party responsible for paying business taxes also differs depending on the employment arrangement. In the case of consultants working for a consulting firm, the employer assumes some of the taxes burden by paying certain taxes on behalf of the employee. These taxes are often withheld from the employee’s paycheck, such as income tax withholding and payroll taxes. In contrast, independent contractors working independently are responsible for paying all their own taxes. They are required to calculate and pay self-employment taxes, which include both the employer and employee portions of Social Security and Medicare taxes.

The frequency of tax filing is another distinction. Independent contractors typically make estimated tax payments four times a year, based on their projected income and tax liability. These estimated taxes serve to fulfill their tax obligations throughout the year, preventing a large tax burden at the end of the year. On the other hand, employees generally file personal taxes once a year, typically during the tax season.

These differences in the tax process highlight the contrasting obligations and responsibilities faced by independent contractors and employees. Independent contractors have the responsibility of managing their own business taxes, paying their own taxes in full, and making estimated tax payments throughout the year. In contrast, employees rely on their employers to handle the filing and withholding of taxes, and typically file personal taxes once a year.


Differences in responsibility can be observed in several aspects:

  1. Intellectual property: When it comes to intellectual property, an employee’s work agreement often stipulates that anything they create during their employment belongs to the company. This means that the company assumes ownership of the work produced by the employee. On the other hand, freelancers or contractors have more flexibility in negotiating ownership terms in their contracts. They may choose to retain ownership or negotiate different arrangements, such as granting their client more ownership in exchange for adjusted pricing.
  2. Leadership: Freelance consultants have the autonomy to approach their work in a manner they deem most effective. They have the opportunity to make decisions and execute projects according to their own judgment. Conversely, a consultant who works as an employee of a consulting firm typically reports to a manager or supervisor and follows their leadership and direction. They are accountable to the firm’s management hierarchy and must align their work with the company’s goals and guidelines.
  3. Motivation: Employees generally have a system of accountability in place within the company. Employers hold employees responsible for their work, measure their progress, and provide feedback and development opportunities. The company’s performance management processes and structures motivate employees to excel in their roles and advance their careers. In contrast, independent contractors bear the sole responsibility for motivating themselves to complete their work and achieve their career objectives. They must rely on their intrinsic motivation and drive to stay productive and successful.
  4. Consequences: Contractors assume individual responsibility for their professional success or failure. They often bear the financial risks associated with their work and are solely accountable for any brand damage caused by their actions. On the other hand, employers spread out the risks and responsibilities across their entire team. Individual mistakes or failures may not result in personal consequences since the collective efforts of the team mitigate the impact. The company, as a whole, assumes a larger share of the risks and liabilities.

These differences in responsibility demonstrate the contrasting dynamics between employees and independent contractors. Employees have a defined role within the company structure, with obligations to the employer and opportunities for growth. In contrast, independent contractors have more autonomy and are individually accountable for their work, intellectual property rights, motivation, and professional outcomes.


Pricing and pay differences exist between employees and independent consultants in the following ways:

  1. Setting prices: Consulting firms or companies typically establish the price per hour for their employees’ services. This predetermined rate is charged to clients. In contrast, independent contractors or freelance consultants have the autonomy to set their own prices. They can adjust their rates based on factors such as market demand, their expertise, and the value they provide. They have the flexibility to determine their own pricing strategy and adapt it according to their business needs.
  2. Payment received: In the case of employees, the company pays them a portion of the hourly rate or an annual salary that is not directly tied to the number of hours worked. The employee receives a regular paycheck from the employer. Independent consultants, on the other hand, are paid the full amount directly by their client companies. They are responsible for managing their own revenue, which serves as both business income and personal compensation. It is the consultant’s responsibility to allocate their earnings for covering business expenses and personal needs.
  3. Business expenses: Independent consultants typically bear the initial costs of their business expenses. They may incur expenses for equipment, travel, marketing, or other necessary business investments. Depending on the terms of their contracts, consultants may negotiate reimbursement of these expenses from their client companies. On the other hand, companies usually have specific policies regarding which business expenses they will reimburse their employees for, and the reimbursement process is typically more structured and limited compared to independent consultants.
  4. Assistance and support: If an independent consultant requires additional help or assistance with their agreed-upon work, it is their responsibility to hire and manage other individuals or subcontractors. They have full control over the hiring process and are solely accountable for the cost and management of their support team. In contrast, employers may provide employees with assistants or assign other employees within the organization to support them in their work. Employees can rely on the resources and support provided by the company without the added responsibility of hiring and managing assistants themselves.

These pricing and pay differences highlight the contrasting financial arrangements and responsibilities between employees and independent consultants. Employees receive a set portion of the client rate or a fixed salary, with the employer handling payment processes and associated deductions. Independent consultants have the autonomy to set their own prices, manage their revenue, and handle business expenses, while negotiating reimbursement terms with clients.

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