We are committed to helping business. For Over 20 years, we have reduced business owners costs and liabilities by outsourcing their non-revenue generating administrative functions such as workers’ compensation, benefits, payroll and human resource to PEO firms that will fight to earn your business.

We will shop PEO Firms to see which one wants to earn your business.

Give us a call, we will be happy to do the work for you.

Our services

Simply put… We will shop PEO Firms! We don’t know anyone else that is able to do this. We assure you with our patented technology we will provide you with a PEO that wants to earn your business at a competitive price.

Give us a call… we will be more than happy to provide you with PEOs that want to earn your business.


Human Resource


Workers’ Comp




Payroll Administration

Which PEO Is Best For You?

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A Professional employer organizations (PEOs) enable clients to cost-effectively outsource the management of human resources, employee benefits, payroll and workers' compensation. PEO clients focus on their core competencies to maintain and grow their bottom line.

Businesses today need help managing increasingly complex employee related matters such as health benefits, workers' compensation claims, payroll, payroll tax compliance, and unemployment insurance claims. They contract with a PEO to assume these responsibilities and provide expertise in human resources management. This allows the PEO client to concentrate on the operational and revenue-producing side of its operations.

A PEO provides integrated services to effectively manage critical human resource responsibilities and employer risks for clients. A PEO delivers these services by establishing and maintaining an employer relationship with the employees at the client's worksite and by contractually assuming certain employer rights, responsibilities, and risk.

Businesses across America have discovered the incredible value of PEOs because they provide:

  • Relief from the burden of employment administration.

  • A wide range of personnel management solutions through a team of professionals.

  • Improved employment practices, compliance and risk management to reduce liabilities.

  • Access to a comprehensive employee benefits package, allowing clients to be competitive in the labor market.

  • Assistance to improve productivity and profitability.

PEOs can help their client companies manage the growing burden of employment law and regulation:


The PEO relationship involves a contractual allocation and sharing of employer responsibilities between the PEO and the client. This shared employment relationship is called co-employment.

As co-employers with their client companies, PEOs contractually assume substantial employer rights, responsibilities, and risk through the establishment and maintenance of an employer relationship with the workers assigned to its clients. More specifically, a PEO establishes a contractual relationship with its clients whereby the PEO:

  • Co-employs workers at client locations, and thereby assumes responsibility as an employer for specified purposes of the workers assigned to the client locations.

  • Reserves a right of direction and control of the employees.

  • Shares or allocates with the client employer responsibilities in a manner consistent with maintaining the client's responsibility for its product or service.

  • Pays wages and employment taxes of the employee out of its own accounts.

  • Reports, collects and deposits employment taxes with state and federal authorities.

  • Establishes and maintains an employment relationship with its employees that is intended to be long term and not temporary.

  • Retains a right to hire, reassign and fire the employees.

Businesses today need help managing increasingly complex employee related matters, including employee relations, health benefits, workers' compensation claims, payroll, payroll tax compliance, and unemployment insurance claims. They contract with a PEO to assume these responsibilities and provide expertise in human resources management. This allows the PEO client to concentrate on the operational and revenue-producing side of its operations.

A PEO provides integrated services to effectively manage critical human resource responsibilities and employer risks for clients. A PEO delivers these services by establishing and maintaining an employer relationship with the employees at the client's worksite and by contractually assuming certain employer rights, responsibilities, and risk.

When evaluating the employer role of either the PEO or the client, the facts and circumstances of each employer obligation should be examined separately, because neither party alone is responsible for performing all of the obligations of employment. Each party will be solely responsible for certain obligations of employment, while both parties will share responsibility for other obligations. When the facts and circumstances of a PEO arrangement are examined appropriately, both the PEO and the client will be found to be an employer for some purposes, but neither party will be found to be "the" employer for all purposes.

Both the PEO and the client company establish employment relationships with worksite employees. Each entity has a right to independently decide whether to hire or discharge an employee. Each entity has a right to direct and control worksite employees. The PEO directs and controls worksite employees in matters involving human resource management and compliance with employment laws, and the client company directs and controls worksite employees in manufacturing, production, and delivery of its products and services.

The client company provides worksite employees with the tools, instruments, and place of work. A PEO can assist in ensuring that worksite employees are provided with a worksite that is safe, conducive to productivity and operated in compliance with employment laws and regulations. In addition, the PEO provides worksite employees with workers' compensation insurance, unemployment insurance and a broad range of employee benefits programs.

PEOs create an employment relationship with their workers. This relationship exists in fact, not just in form. PEOs can manage the risks attendant to the personnel functions that they perform only if they establish an employment relationship with their worksite employees. Unless a PEO has a right to direct and control, hire, supervise, discipline and discharge these employees, the PEO will merely assume liability without having a means to manage that liability.

PEOs manage their employment liability exposure by monitoring and requiring compliance with employment laws, developing policies and procedures that apply to worksite employees, supervising and disciplining worksite employees, exercising discretion related to hiring new employees, and ultimately terminating worksite employees who do not comply with requirements established by the PEO.

industry statistics

PEO Revenues

NAPEO estimates the PEO industry grew by $8 billion to $92 billion in gross revenues in 2012. (The industry defines gross revenues as the total of its clients' payrolls and the fees PEOs charge them for taking on their human-resource activities.) Small- and medium-sized businesses outsource to PEOs everything from administering the payroll and paying employment related taxes, to risk management, recruiting, providing health benefits, and securing workers' compensation coverage.

Approximately 700-900 PEOs are operating in 50 states. The industry's gross revenue has grown as PEOs attract more diverse, fast-growth clients and the typical salary of the worksite employees increases. PEOs' expanded human resources services and employee benefits provide a high value and efficient outsourcing option for businesses from many different industries.

PEO Growth Trends

A relatively youthful industry — around 30 years old — PEOs have vast room to grow. The PEO industry has barely scratched the surface of the potential market, but the current projected growth rate for PEOs, coupled with their high client retention rates, supply ample evidence of an industry on the move.

PEO Clients

The average client of NAPEO members is a small business with an average of 20 employees.* Increasingly, larger businesses are signing up, too. Clients range from accounting firms to high-tech companies to manufacturers to government agencies.

PEO Worksite Employees

PEOs provide enhanced access to employee benefits for about 2.5 million working Americans. This number is growing at a phenomenal rate every year because of the savings and benefits that a PEO can provide to small businesses. PEO expertise improves the work environment and increases safety. The average gross pay of a PEO worksite employee is about $34,000 annually.* Because the average client of NAPEO's member PEOs has only 19 worksite employees, without the PEO relationship these workers would not have protections under Consolidated Omnibus Budget Reconciliation Act (COBRA) or the Age Discrimination in Employment Act (ADA).

Improved Benefits

PEOs help tens of thousands of companies provide benefits such as healthcare plans, 401(k) tax-free savings accounts and other perks to working Americans. Forty percent of businesses that use PEOs upgrade their benefit packages as a result. PEO sponsored benefit programs can include major and supplemental healthcare choices, including vision and dental care, employee assistance programs and even adoption assistance. While only 27 percent of small businesses offer employee retirement plans (according to the NFIB), approximately 95 percent of NAPEO's members offer retirement benefits to their small business worksite employees.

Better Workplaces

PEOs also improve the work environment and make it safer. They focus on workplace risk management, safety programs and good human resources practices. PEOs arrange workers' compensation coverage with major insurance carriers and manage the claims. They also offer human resources services delivered by certified professionals. Nine out of 10 PEOs provide services such as customized employee handbooks, recruitment, pre-employment screening, wage and compensation planning, and assistance with job descriptions.*

PEO Long-Term Retention

PEOs and clients develop long-term relationships. PEOs that are members of NAPEO retain 88 percent of clients for a year or more.* They allow clients to "reduce costs and free up time to devote to revenue generating activities, improvements that can be instrumental to gaining competitive advantage," according to research by the Society of Human Resource Management Foundation.


You probably already know that PEOs offer workers' comp insurance, payroll, benefits and HR services. But you may not realize the full impact of services that PEOs provide.

Did you know that PEOs handle all unemployment claims? The claims process can be a huge burden for small businesses. By "handle" these claims, we mean negotiations, telephonic hearings; these are all done on the employer's behalf. Since PEOs assume a partnership role, they take this off of your plate and allow you to focus on things that matter most: growing your business, and making it the best it can be.

Ever have problems ensuring you're OSHA compliant? These rules and regulations are in constant shift, where there are addendums and adjustments to what you thought was up-to-date. PEOs help your business become OSHA compliant and also assist with safety plans and procedures. PEOs offer resources and materials for specific industries to assist you with safety, and to provide safety program support to minimize any work-related injuries or fatalities. As an added bonus, a PEO can also conduct complimentary safety audits of your jobsite and do your end-of-the-year OSHA 300 reporting.

Payroll administrative work can eat up a lot of your time and resources. What many employers don't realize is that most PEOs process all your W2s, 940s, and 941 forms for you. Missing a quarterly tax form submission can be very costly for a small business. Most payroll companies charge between $5.00-$8.00 per form, but our PEOs includes this in their pricing. PEOs also provide the following with payroll services:

  • Process payroll

  • Pay taxes to the appropriate department
    (federal, state, local gov't if need be)

  • Garnishments

  • Track Sick Days and PTO

Employee Benefits have taken on a whole new meaning and priority with the Affordable Care Act. PEOs support clients with the tools necessary to make wise decisions about whether to sponsor a health plan, what plans to choose, and how to avoid the employer mandate tax penalty. In addition, many PEO's will support the reporting requirements of the ACA (1094s, 1095s, and exchange notices) for client companies.

Most people know that PEOs can offer larger group health plan rates and manage health plans for clients. But are you aware that through a PEO, your employees can elect certain benefits that are not employer-sponsored? Basically, this means as an employer, you don't have to contribute funds to offer great benefits. Examples of the benefits your employees can elect directly through some of our PEOs include:

  • Dental

  • Vision

  • Term life insurance

  • Cancer policies

  • Accident and critical illness policies

  • Disability insurance

  • Pet insurance

  • Identity theft protection

Many people seek employment with companies who offer retirement benefits through a 401(k), and while these plans are adopted at the employer level, the employer expense can be zero. That's because with a modest number of employees participating in the plan (approximately 8), the administrative minimums can easily be met. Employers can decide whether to match or not match plan contributions, so these plans are very flexible and affordable.

There are significant financial benefits to owners and highly compensated managers who participate in Safe Harbor 401(k) plans. Additionally, adopting the PEOs 401(k) plan means employers don't have the worry regarding fiduciary responsibility, investment committees, performing ADP/ACP/top heavy testing, plan audits, maintaining plan documents, and Form 5500 filing. This makes PEO-sponsored 401(k) plans a huge advantage for business owners in terms of administrative time and costs.

This may seem obvious, but HR services encompass a wide array of tasks. In fact, many employers may be letting a lot of important HR tasks fall through the cracks. It's difficult to be great at HR when you went into business to do something else. That's where a PEO thrives -the PEOs certified HR experts can easily support good HR practices that you don't have the time and experience to accomplish on your own.

PEOs can guide you in the creation of an employee handbook to factor in the most recent laws. PEOs can give you guidance on employment practices, compliance and procedures. For example, our PEOs have developed a full array of tools to help business owners decide the best ways to comply with the Affordable Care Act: Pay or Provide Decision Chart, Calculator Tools for estimating your possible tax penalty, compliant health plan option charts, and more. And as mentioned before we support the reporting requirements of the ACA (1094s, 1095s, and exchange notices) for our clients.

Did you know that PEOs can also help with:

  • Background Checks

  • Wrongful termination claims

  • Corrective action

  • Termination procedures

  • Hiring practices

  • Job Descriptions

  • Training materials

  • Employment verification

The Takeaway

We hope this illustrates some of the services you can take advantage of when you work with a PEO. So when you are deciding the best options for your business's needs, consider the PEO model, and if you're already partnering with a PEO, be sure to get the maximum value.

Some facts about us

367 Preferred PEOs

Frequently Asked Questions

Professional employer organizations (PEOs) enable clients to cost-effectively outsource the management of human resources, employee benefits, payroll and workers' compensation. PEO clients focus on their core competencies to maintain and grow their bottom line.

Any business can find value in a PEO relationship. An average client of a NAPEO member company is a business with 19 worksite employees. Increasingly, larger businesses also are finding value in a PEO arrangement, because PEOs offer robust Web-based HR technologies and expertise in HR management. PEOs can partner with companies that have 500 or more employees and work in conjunction with their existing human resources department.

PEO clients include many different types of businesses ranging from accounting firms to high-tech companies and small manufacturers. Many different types of professionals, including doctors, retailers, mechanics, engineers and plumbers, also benefit from PEO services.

Once a client company contracts with a PEO, the PEO will then co-employ the client's worksite employees. In the arrangement among a PEO, a worksite employee and a client company, there exists a co-employment relationship in which both the PEO and client company have an employment relationship with the worker. The PEO and client company share and allocate responsibilities and liabilities. The PEO assumes much of the responsibility and liability for the business of employment, such as risk management, human resource management, and payroll and employee tax compliance. The client company retains responsibility for and manages product development and production, business operations, marketing, sales, and service. The PEO and the client will share certain responsibilities for employment law compliance. As a co-employer, the PEO will often provide a complete human resource and benefit package for worksite employees.

Formed in 1984, the National Association of Professional Employer Organizations is the national trade association for the PEO industry. NAPEO is known both as NAPEO — The Voice of the PEO Industry® for government affairs and as The Source for PEO Education® due to the association's education and training programs. NAPEO promotes a Code of Ethics and a number of best practices to its member companies. NAPEO has nearly 400 PEO members operating in all 50 states, representing approximately 91 percent of the revenues of the $68 billion industry.

Yes. PEOs operate in all 50 states. Many states provide some form of specific licensing, registration, or regulation for PEOs. These states statutorily recognize PEOs as the employer or co-employer of worksite employees for many purposes, including workers' compensation and state unemployment insurance taxes. The IRS has accepted the right of a PEO to withhold and remit federal income and unemployment taxes for worksite employees. The IRS has promulgated specific guidance confirming the authority of PEOs to provide retirement benefits to workers.

Business owners want to focus their time and energy on the "business of their business" and not on the "business of employment." As businesses grow, most owners do not have the necessary human resource training; payroll and accounting skills, the knowledge of regulatory compliance, or the backgrounds in risk management, insurance and employee benefit programs to meet the demands of being an employer. PEOs give small-group markets access to many benefits and employment amenities they would not have otherwise.

No. The client retains ownership of the company and control over its operations. As co-employers, the PEO and client will contractually share or allocate employer responsibilities and liabilities. The PEO will generally only assume responsibilities and liabilities associated with a "general" employer for purposes of administration, payroll, taxes and benefits. The client will continue to have responsibility for worksite safety and compliance. The PEO will be responsible for payroll and employment taxes, will maintain employee records and reserves a right to hire and fire. Because the PEO also may be responsible for workers' compensation, many PEOs also focus on and improve safety and compliance. In general terms, the PEO will focus on employment-related issues and the client will be responsible for the actual business operations.

PEOs do not supply labor to worksites. PEOs supply services and benefits to a small business client and its existing workforce. PEOs enter into a co-employment arrangement typically involving all of the client's existing worksite employees in a long-term relationship, and sponsor benefit plans for the workers and provide human resources services to the worksite employer. In most cases, the PEO provides access to health insurance, retirement savings plans, and other critical employee benefits for the worksite employees of a small business client. If a PEO relationship is terminated, the workers’ co-employment arrangement with the PEO ceases, but they will continue as employees of the client.

By comparison, a leasing or staffing service supplies new workers, usually on a temporary or project-specific basis. These leased employees return to the staffing service for reassignment after completion of their work with the client company. Some define employee leasing as temporary employment arrangement where one or more workers selected by the leasing or staffing entity are assigned to a customer frequently for a fixed period of time or for a specific project. . Upon termination of the staffing or leasing company arrangement, the worker has no continuing employment relationship with the client.

Historically, leasing terminology was used to describe what has evolved into PEO relationships. Some older state statutes governing PEOs still use the leasing terminology, contributing to the confusion about PEOs.

Like a leasing situation, a temporary staffing service recruits and hires employees and assigns them to clients to support or supplement the client's workforce in special work situations, such as employee absences, temporary skill shortages or seasonal workloads. These workers are traditionally only a small portion of the client's workforce.

PEOs do not supply labor to worksites. They co-employ existing permanent workforces and provide services and benefits to both the worksite employer and the employees.

It is estimated that 2-3 million Americans are currently co-employed in a PEO arrangement. The average PEO has grown more than 20 percent per year for each of the last six years, according to a survey of NAPEO members. About 700 PEOs that offer a wide array of employment services and benefits are operating today in 50 states. The PEO industry generates approximately $68 billion in gross revenues annually. PEOs have an 88 percent client retention rate due to strong client satisfaction. NAPEO member companies are estimated to account for more than 91 percent of the industry's gross revenues.

The PEO's economy of scale enables each client company to lower employment costs and increase the business's bottom line. The client can maintain a simple in-house HR infrastructure or none at all by relying on the PEO. The client also can reduce hiring overhead. The professionals at the PEO can provide critical assistance with employer compliance, which helps protect the client against liability. In many cases, the client can pay a small up-front cost for a significant technology and service infrastructure or platform provided by the PEO. In addition, the PEO provides time savings by handling routine and redundant tasks for its clients. This enables the business owner to focus on the company's core competency and grow its bottom line.

Employees seek financial security, quality health insurance, a safe working environment and opportunities for retirement savings. When a company works with a PEO, job security is improved as the PEO implements efficiencies to lower employment costs. Job satisfaction and productivity increase when employees are provided with professional human resource services, training, employee manuals, safety services and improved communications. And in many cases, a co-employment relationship provides employees with an expanded employee benefits package, to include a 401(k), life insurance, disability insurance, discount plans, a flexible spending plan and more.

Frequently, a PEO arrangement is the only opportunity for a worker of many small businesses to receive Fortune 500 quality employee benefits like health insurance, dental and vision care, life insurance, retirement saving plans, job counseling, adoption assistance, and educational benefits. Absent the PEO, a small business can neither afford nor manage these benefits.

PEOs assume responsibility and liability for payment of wages and compliance with the rules and regulations governing the reporting and payment of federal and state taxes on wages paid to its employees. PEOs have long established their role as reporting income and handling withholding, FICA and FUTA. In 2002, the IRS issued guidance confirming the ability of PEOs to offer qualified retirement benefits.

As the employer for employment tax and employee benefits, PEOs assume responsibility and liability for payment of state unemployment taxes, and most states recognize the PEO as the responsible entity. In those states that require the PEO to report unemployment tax liability under its clients' account numbers, the PEO can still manage this responsibility.

As employers, both the client and the PEO have compliance obligations. However, PEOs provide worksite employees with coverage under many employment laws and regulations, including federal, state, and local discrimination laws, Title VII of the 1964 Civil Rights Act, Age Discrimination in Employment Act, ADA, HIPAA, Equal Pay Act, and COBRA. In many cases, these laws would not apply to workers at small businesses without the PEO relationship, since many statutes have exemptions based upon the number of workers in a work force. Once included in the PEO's workforce, the workers are protected by these laws.

Many states recognize the PEO as the employer of worksite employees for purposes of providing workers' compensation coverage.

No. PEOs work equally well in union and non-union worksites. The National Labor Relations Board (NLRB) recognizes that in co-employment relationships, worksite employees are appropriately included in the client employer's collective bargaining unit. Where a collective bargaining agreement exists, PEOs fully abide by the agreement's terms. PEOs endorse the rights of employees to organize, or not organize, under state and federal laws.

Like other employers, a PEO may sponsor employee benefit plans for its worksite employees. Such benefits may be mandated by law, such as workers' compensation and unemployment benefits. Or they may be voluntary benefits that will help attract and retain quality employees, such as health, life, dental and disability insurance. PEOs as employers may sponsor or acquire programs for their employees. As such, PEOs are consumers of insurance and procure these benefits from licensed insurance agents and authorized insurers.