Co-employment
Fortune-500 benefits and HR infrastructure for a 12-person company.
A PEO puts your employees onto a large, pooled master plan. You keep day-to-day control of your team; the PEO becomes the employer of record for payroll taxes, benefits administration and workers' compensation. For most employers under 100 lives, it is the fastest way to fix benefits, compliance and HR overhead in one move.
Best for
5–150 employees, multi-state teams, first-time benefits buyers, and companies losing candidates on benefits.
- 2–8%
- typical benefit cost reduction vs. small-group renewal
- 1 invoice
- replaces payroll, benefits, comp and HR vendors
- < 30 days
- standard implementation timeline
What is included
Inside peo
Master medical plans
Large-group medical, dental and vision underwritten on the PEO's pooled population instead of your 14-person census.
Payroll and tax filing
Federal, state and local filings, garnishments, multi-state registrations and year-end W-2s handled under the PEO's IDs.
Workers' compensation
Pay-as-you-go comp with no large deposit, plus claims management and return-to-work programs.
HR and compliance
A dedicated HR partner, handbook, job descriptions, I-9/E-Verify, harassment training and state-law updates.
Risk and EPLI
Employment practices liability coverage and guidance on terminations, leaves and accommodations before they become claims.
Employee self-service
One mobile app for pay stubs, open enrollment, PTO requests, 401(k) and life-event changes.
Engagement
How we run it.
Same sequence every time, so you always know what happens next.
- 01
Census and current spend
We collect a simple census, your current renewal, and the last four quarters of tax filings. No commitment.
- 02
Side-by-side underwriting
We take your data to Paychex PEO and competing PEOs, then normalize the quotes so you compare admin fees, benefit plans and comp rates on one page.
- 03
Decision and implementation
You pick a direction; we run implementation calls, employee meetings and open enrollment communications.
- 04
Post-sale advocacy
We stay on as your broker of record — escalations, renewal negotiation and annual market checks.
Questions
PEO FAQ
No. Co-employment splits administrative employer duties from your operating control. You hire, manage, set pay and terminate. The PEO handles taxes, benefits and employment administration.
Administrative fees are usually quoted as a percentage of payroll (roughly 2–6%) or a per-employee-per-month rate, plus the actual cost of benefits and workers' comp. We show the fee broken out so you can compare apples to apples.
Yes. Contracts are typically annual with 30-day exit terms. We plan the off-ramp before you sign, including how you would re-establish your own tax IDs and benefit plans.
Next step
Get peo quoted.
Send the basics and an advisor will come back within one business day with what we need and what it will likely look like.
Bring us your renewal. We will bring you options.
A 30-minute discovery call, a census, and you get a normalized comparison across Paychex and competing providers. No fee, no obligation, no pressure to switch mid-contract.