You may be able to start a small farm with just your own labor and the help of family members and friends, but eventually a successful market farming operation will grow big enough to need outside labor. Without enough workers on hand, you can miss out on crucial growing and harvesting windows and lose an entire farm vegetable crop. Choosing a type of labor is a major part of small farm planning because each option offers a mix of restrictions and benefits. Explore the two main options for staffing a growing vegetable farming operation to pick the right fit for your market farming plans.
Hiring Freelance Laborers or Employees
Whether you need help only with harvesting a growing bumper crop or year round work, hiring an independent contractor or farm employee is often the most reliable way to close the labor gap. Freelancers and contractors are particularly helpful for piecemeal and single time market farming work, such as harvesting, while any long-term schedule and need for close control over the work requires you to hire on a permanent employee for your small farm.
In order to hire a freelance farm laborer or team for market farming, you must meet the standards set by the Department of Labor (DOL) and Internal Revenue Service (IRS) for this arrangement. These requirements may include:
- The contractor supplying their own tools and equipment, including combines and harvesters on large farm jobs
- The job requires only broad objectives, such as bringing in a specific amount of crop by a certain date, with relatively few specifications on how the work is done
- The contractor is free to offer the same services to other farms
- The employment offer is based per project and not on an ongoing daily, weekly, or monthly schedule
- The contractor sets and controls their own schedule, although the farm hiring them can specify a deadline for the work.
Unlike many labor requirements, your growing farm may not have to meet all of these requirements in order to legally hire freelancers and independent contractors. When you choose this kind of small farm labor, you don’t have to pay half of each employee’s FICA taxes like you do with employees. However, you will still need to file income reporting forms with the IRS if you pay your contractors more than a few hundred dollars within each calendar year.
Hiring an employee for your small farm may lead you to do more paperwork and pay a small amount of tax per worker, but you’ll gain many benefits in exchange. You can directly control an employee’s method of completing work, down to specifying when they arrive and when they take their breaks. If you need to move them around to different growing and harvesting tasks on the farm, there’s no need to renegotiate a new project contract. You are responsible for filing a W-4 and I-9 form for all employees you hire. The first form tracks your responsibility for part of the employee’s Social Security taxes, while the second determines if the employee is legally allowed to work in the United States. Failing to complete either form for an employee could lead to thousands of dollars’ worth of fines from both the DOL and IRS.
Inviting Volunteers to Help
When you only need help occasionally and in a relaxed way, such as making small improvements to existing market farming infrastructure, you may only need volunteer and intern labor. Be careful when using these kinds of arrangements, even when working with a well-established organization. Unless the volunteer group is providing the insurance, you may be liable for any injuries that occur while guests are visiting your farm.
There are multiple organizations that provide short to long term free labor in exchange for room and board on a small farm. Some organizations prefer farms to offer guests a small stipend per month to help cover their living costs as well. Groups like World Wide Opportunities on Organic Farms (WWOOF), Workaway, HelpX, Appropriate Technology Transfer for Rural Areas (ATTRA), and many others provide free or low cost listings for growing market farming operations looking to attract volunteers, guests, and interns. However, you’ll need to follow both federal and state guidelines for utilizing free labor on your farm, especially if you refer to your opportunity as an unpaid internship.
Interns in particular are protected by federal law and by even stricter standards in many states. Federal requirements include:
- Educational opportunities similar to what one could receive from a college classroom setting
- No automatic offer of employment at the end of the internship
- A mutual understanding that no wages will be exchanged, even if a stipend is involved
- Someone from the farm is designated as the leader of the internship program
- No immediate profit or advantage can be gained from the intern’s labor
- The entire experience is primarily for the benefit of the intern and not the farm.
You’ll still need insurance if you stick within the regulations for internships and volunteer opportunities. Even if your guests sign waivers, you’ll want the extra protection of liability insurance since farms are inherently risky environments for inexperienced volunteers.
Jessica grew up eating homegrown tomatoes and showing rabbits at livestock shows, so it’s no wonder she has her own 3 acre organic hobby farm today that will soon be home to a small licensed nursery for valuable trees and native shrubs. When she’s not busy with her own gardens and chickens, she enjoys helping build greenhouses and weed the blueberry fields at her friend’s 30 acre organic fruit and vegetable plant farm.