Can You 1099 Budtenders in New York?

What this page covers

• What “1099” actually means
• Why budtenders are almost never contractors in NY
• The practical tests NY agencies use
• Real dispensary scenarios that fail the test
• What happens if you misclassify
• The safer way to staff up

“1099” does not mean “cheaper payroll”

A 1099 worker is an independent business providing a service to you.

A budtender is usually part of your core retail operation.

If the person is working your sales floor, under your rules, during your store hours, they are almost always an employee.

The simple rule operators miss

If you control how the work is done, it is not a contractor.

Control includes things like:

• You assign shifts or require availability
• You set dress code and scripts
• You train them on your POS and your SOPs
• You require manager approval for discounts, returns, exceptions
• You supervise the floor, sales behavior, compliance steps

That is employee behavior in practice.

The NY workers’ comp test makes budtenders a “no” almost every time

New York workers’ comp uses a strict standard.

To treat someone as an independent contractor, the business generally must prove all of these are true:

• The worker is free from your control and direction in how they perform the work
• The worker is doing work outside your usual course of business
• The worker is in an independently established trade or business doing that same work for others

Budtenders fail the “usual course of business” prong immediately.

Selling cannabis is the business.

Real dispensary examples

Example 1: “We 1099’d budtenders to save money”

You schedule them. You train them. You control the counter and compliance steps.

That is an employee relationship.

If one person files for unemployment or gets hurt at work, the classification will get reviewed.

Example 2: “They only work weekends”

Part-time does not mean contractor.

If they are operating like staff (shifts, supervision, POS access, store rules), they are employees.

Example 3: “They invoice us”

Invoices do not control classification.

If they are effectively your staff, they are employees even if you pay an invoice.

Example 4: “We only 1099 our ‘budtender educator’”

If the person is truly providing a one-off training service (like a vendor-hosted product education session) and they control how they deliver it, that may be a real contractor.

If you are using them as regular floor labor, it is not.

What happens if you misclassify

Misclassification can trigger multiple problems at once:

• Back payroll taxes and penalties
• Unemployment insurance issues
• Workers’ comp exposure if someone is injured
• Wage and hour claims (overtime, spread of hours, sick leave)
• Required back pay and interest
• A messy audit trail that scares banks and insurers

The most common “surprise” is a workers’ comp injury with no coverage.

That becomes an emergency fast.

The safer staffing setup

If someone is working your retail operation, treat them as an employee.

That means:

• Put them on payroll
• Withhold and remit payroll taxes
• Carry workers’ comp and disability benefits coverage
• Track hours correctly
• Issue compliant pay stubs
• Keep required records

This is not “nice to have” in NY. It is the baseline.

Go Here Next

• Can You Pay Budtenders Salary Instead of Overtime in NY?
• How Long Must NY Dispensaries Keep Payroll Records?
• What Is “Spread of Hours” Pay in NY Retail?
• Firing an Employee in aNYSDispensary (At-Will Limits)

Source material

• IRS guidance on worker classification (employee vs independent contractor; common-law control factors)
• NYS Department of Labor guidance on independent contractors and misclassification
• NYS Workers’ Compensation Board guidance on independent contractor status and employer coverage obligations
• Federal Fair Labor Standards Act (FLSA) basics (employee protections, overtime baseline)