The Employee vs. Contractor Debate in the Yoga Industry

In the United States, the debate over whether yoga teachers should be classified as employees or independent contractors is complex and fraught with challenges. The truth is, the role of a yoga teacher often aligns more closely with the responsibilities and characteristics of a contractor rather than an employee.

Flexibility and Autonomy

One of the main reasons why being a contractor is a more accurate classification is the nature of the work itself. Yoga teachers generally enjoy a significant degree of flexibility and autonomy in how they operate. As independent contractors, teachers have the freedom to choose where, when, and how often they teach. They can work for multiple studios, offer private lessons, lead workshops, or teach online, building a diverse portfolio that aligns with their personal and professional goals. This level of independence is a key characteristic of contractor work, as employees are typically restricted by their employer’s policies and schedules.

Creative Control and Personal Branding

Yoga teaching also involves a high degree of creative control, which is another hallmark of contract work. Teachers bring their unique style, expertise, and philosophy to their classes. They develop their own sequences, themes, and approaches that resonate with their personal branding. As employees, this creative control could be limited by the studio’s policies, class formats, or branding requirements, which may stifle the individuality that is essential to yoga teaching.

Additionally, many yoga teachers build their personal brand—using social media, creating workshops, retreats, and training programs that reflect their unique perspective. This entrepreneurial approach aligns more with the independent contractor model, where teachers are essentially small business owners promoting their services, rather than employees working under a company’s brand.

Taxation and Business Expenses

From a financial standpoint, contractors and employees also have different responsibilities. As independent contractors, yoga teachers are responsible for their own taxes, including self-employment tax. They can, however, deduct business-related expenses, such as props, travel, continuing education, and marketing costs, which are all essential parts of being a yoga teacher. This is another reason why the contractor model is more fitting—it reflects the reality that yoga teachers operate as small businesses with their own expenses and investments in their career.

While the tax burden may be higher for contractors, the ability to deduct legitimate business expenses provides a financial framework that suits the way yoga teachers operate. As employees, these deductions would not be available, and their tax situation would not reflect the true nature of their work-related costs.

The Challenges of Being a Contractor

That said, the contractor model is not without its challenges. Yoga teachers, as contractors, do not receive benefits like health insurance, paid leave, or retirement plans—benefits that many employees enjoy. This lack of financial security can make the career of a yoga teacher precarious, especially when combined with low wages and an oversaturated market. The pandemic exposed this vulnerability, as many yoga teachers were left without income and without the safety net of employee benefits.

However, the solution is not necessarily to push for employee status but to improve the support systems for contractors. Studios can offer fairer compensation, invest in professional development, and create opportunities for teachers to grow their income streams without compromising their autonomy. By addressing these structural issues, the contractor model can become more viable and sustainable for yoga teachers.

Conclusion: Honoring the Nature of Yoga Teaching

In conclusion, while the debate over employee versus contractor status is complex, the contractor model ultimately reflects the nature of yoga teaching more accurately. It honors the flexibility, autonomy, and creative control that are essential to the role. The goal, then, should be to create a supportive environment where yoga teachers, as contractors, have the resources, education, and opportunities they need to thrive—ensuring that they are not just surviving but building sustainable, fulfilling careers.