The 1099 debate: What every temp hygienist should know

Temping as a dental hygienist can be both an opportunity and a challenge. Walking into a new office for a single day requires quickly adapting to unfamiliar systems, team dynamics, patient expectations, and clinical protocols. While temping offers flexibility, higher earning potential, and exposure to different practice management styles, it also demands confidence, professionalism, and the ability to establish trust. Successfully navigating temporary positions isn’t just about having excellent clinical skills—it’s about preparation, communication, and understanding your professional rights and responsibilities.

One of the most persistent issues in temping isn’t just dull instruments; it’s worker misclassification. Too often, there is confusion, and sometimes willful disregard, about how temp hygienists are categorized. Are we truly independent contractors, or are we legally employees?

What is an independent contractor, and is a temp hygienist considered one?

According to the IRS, “An individual is an independent contractor if the person for whom the service is performed has the right to control or direct only the result of the work and not what will be done and how it will be done.”¹ In other words, an independent contractor controls how the work is performed, while the hiring party controls only the outcome.¹

In most traditional temping situations, a hygienist does not meet that standard. While we exercise professional judgment in patient care, we ultimately follow the office’s protocols, scheduling structure, and clinical expectations. The office provides the patients, sets the schedule, supplies the instruments and equipment, and the dentist maintains supervisory authority within the practice.

Under these conditions, the level of control exercised over the hygienist raises an important question: are temp hygienists truly functioning as independent contractors? The short answer, in most traditional arrangements, is no.

To be an independent contractor, you are self-employed.¹ You typically have a significant financial investment in your business and the opportunity to realize a profit or incur a loss. When we use the office’s supplies, tools, and equipment, we do not carry that type of financial risk or investment.¹

What should you do if an office hands you a W-9 form?

Preparation is key. Consider bringing a completed W-4 with you so you can clarify that you are requesting to be classified as an employee. Addressing classification before treatment begins can help streamline the process.

Just as we educate our patients about prevention and periodontal disease, we may need to educate offices about worker classification. Many employers are not fully aware of the legal standards that determine whether a hygienist should be treated as an independent contractor or an employee. Even if you are working for only a single day, classification is based on the level of control exercised by the office, not the length of time worked.¹

If an office insists on classifying you as a 1099 contractor despite the nature of the working relationship, you may choose to decline the assignment. Misclassification can create tax complications and financial risk for the worker.

Additional reading: Where is my paycheck? Getting paid on time and correctly

Personal experience

I once accepted a temp position at an office in Hawthorne. It began like any other assignment—I was shown around the practice, introduced to the team, and given my schedule for the day. Before my first patient arrived, I was asked to complete paperwork. Instead of being handed a W-4, I was given a W-9 and told I would be classified as an independent contractor.

I explained to both the office manager and the doctor that, based on the nature of the position, I should be classified as an employee. I provided justification and outlined the reasoning. The doctor initially agreed. However, after consulting with their accountant, I was dismissed from the position.

At that point, I had been scheduled, reserved my day to work, and reported in good faith. I was dismissed solely because I refused to accept misclassification. Because I reported to perform work within the usual course of the practice’s business, I believed our working relationship had effectively begun the moment I arrived. Although I did not complete the W-9 form, I felt it was reasonable to request compensation for my time. The office ultimately agreed and compensated me for half of the originally scheduled shift.

If a situation like this arises, the temping platform may or may not advocate on your behalf. After explaining the circumstances to a representative, I was told the office was within its rights to dismiss me, and that I could have contacted the office prior to the scheduled day to resolve the issue. Many temp assignments are offered the night before, leaving little opportunity to address classification in advance. I was further informed that my record would reflect that I had “abandoned” the job because I did not “like” the method of payment the office intended to use.

Advocating for proper classification should never be reframed as job abandonment.

Keep in mind that this was one of my experiences while temping. Your experiences may vary.

Why this matters

Misclassification can have serious financial and legal implications. For hygienists, it may result in unexpected self-employment taxes, lack of workers’ compensation coverage, and no access to unemployment benefits. For employers, it may lead to IRS penalties, back taxes, and potential legal exposure. Understanding your classification protects both your professional integrity and financial security.

What can be done if a W-9 was already completed?

If you have already completed a W-9 and were paid as a 1099 contractor, you may consider contacting the office, in writing, to request reclassification based on the nature of the working relationship. If the office agrees, they will need to correct the reporting and issue payment through payroll with a W-2.

If the office declines, you may review IRS Form SS-8 and Form 8919 and consult a tax professional to determine whether those options apply to your situation.

According to the IRS, Form SS-8 is used to request a determination of worker status for purposes of federal employment taxes and income tax withholding. This form is submitted separately from your tax return and may take six months or more to process.²

Form 8919 is used to calculate and report your share of uncollected Social Security and Medicare taxes if you were treated as an independent contractor but believe you were an employee. Unlike Form SS-8, Form 8919 is filed with your federal tax return for the year in question.³

IRS forms and additional guidance

Form SS-8 can be submitted to the IRS to determine your worker status for federal employment taxes and income tax withholding. This form is filed separately from your tax return and may take several months to process. You’ll need to include a copy of your 1099 form and complete a separate SS-8 for each business you worked for. Learn more here.

Form 8919 is used to calculate and report your share of uncollected Social Security and Medicare taxes if you believe you were misclassified as an independent contractor. Access the form here.

Why temp hygienists are not independent contractors

According to the IRS, an independent contractor controls how and when work is performed, while the hiring entity controls only the result. In dental practices, hygienists follow the office’s schedule, use its equipment, treat its patients, and work under the dentist’s supervision—conditions that reflect employment rather than self-employment. Access the IRS definition here.

State dental boards: Check for regulations on employment relationships in dental settings.

Labor Department: Each state has a department that handles wage and worker classification concerns.

Professional associations: ADHA, CDHA, and local hygiene societies often publish guidance on lawful employment practices.

Disclaimer: Please note that laws and regulations may vary by state. This article is intended for educational purposes only and is based on personal experience and publicly available information. It should not be construed as legal or tax advice. Readers are encouraged to consult a qualified professional regarding their specific circumstances.

Additional reading: The case for dental hygienists’ autonomy: The economics of dentistry

References

1. Independent contractor defined. U.S. Department of the Treasury. Internal Revenue Service. (2025). https://www.irs.gov/businesses/small-businesses-self-employed/independent-contractor-defined
2. Completing Form SS-8. U.S. Department of the Treasury. Internal Revenue Service. (2026 - a). https://www.irs.gov/businesses/small-businesses-self-employed/completing-form-ss-8#whentofile
3. About Form 8919, uncollected Social Security and Medicare tax on wages. U.S. Department of the Treasury. Internal Revenue Service. (2026 - b). https://www.irs.gov/forms-pubs/about-form-8919