PEO COMPANIES: Top Best PEO Service Providers of 2023

It’s easy for a business owner to feel overwhelmed by the prospect of providing competitive benefits and innovative human resource strategies. However, outsourcing HR functions like payroll and benefits administration is what a professional employer organization (PEO) does for small and medium-sized firms. To their clients, PEOs are like having their own human resources department, handling tedious administrative work on their behalf. As a result, business owners may stop worrying about the finer points of human resources and instead concentrate on expanding their companies. With so many PEO companies available, choosing the right one for your company can be challenging. This article will discuss the best global and largest PEO companies in Florida.

But before we delve into these PEO companies, we first define what a PEO is and how it may help small businesses.

What Is a PEO?

A professional employer organization (PEO) is a company that enters into a joint-employment arrangement with another company by leasing personnel to that company, allowing the PEO to share and handle numerous employee-related tasks and liabilities. Also, it paves the way for businesses to outsource HR tasks including benefits and payroll administration, as well as workers’ comp and employment taxes.

In most cases, PEO companies take on the role of professional employer for the personnel they manage. Employee liability is transferred to the PEO, and the client company uses the PEO’s FEIN for payroll reporting purposes. As a company grows, it can take advantage of economies of scale and offer better perks to its employees.

Some or all human resources tasks may be delegated to a PEO, depending on the nature of the agreement. For businesses that would rather avoid co-employment but still reap the outsourcing benefits, an ASO agreement can be an excellent middle ground.

Significant benefits can be gained from using a PEO, especially if you are a small business that has the manpower or resources to devote to HR transactional tasks like payroll and HRIS administration.

A PEO can help with a variety of HR-related tasks, such as:

• Management of the Family and Medical Leave Act
• Hiring new staff and recruits
• Caring for employees injured on the job
• Welfare policy management
• Drug screening initiatives
• Department of Employment and Insurance
• Facilitation of conformity
• Handling of payroll.

How Does a PEO Work?

A client service agreement (CSA) is the standard contract between a PEO and its client business. The following are some of the general provisions that can be found in a CSA addressing the relationship between the client employer and the PEO:

• All areas of the business not directly tied to personnel (such as sales, marketing, and customer service), remain the client company’s responsibility.
• The client continues to act as the workplace employer while the PEO handles some administrative tasks. Also, the PEO can provide assistance to an organization’s internal human resources department.
• Throughout the course of the CSA, the PEO is accountable for handling all employee tax matters, including the calculation, withholding, and remittance of federal, state, and local taxes.
• An HR expert may collaborate with a client business to mitigate risk in strategic areas like worker relations, ADA compliance, terminations, and other workplace difficulties.
• By staying abreast of ever-changing employment rules and providing risk management techniques, the PEO ensures compliance on the part of their client companies. The rules and reporting obligations pertaining to payroll taxes, workers’ compensation, and employee relations are all examples.
• The CSA may specify that the client firm and the PEO work together on certain projects, such as writing an employee handbook.
• The PEO provides the client organization with access to its benefits alternatives and helps with their management.
• With the help of PEO companies, businesses, and internal HR departments are free to concentrate on company culture and employee engagement.

How Much Does PEO Cost?

The price of a PEO will vary from business to business based on factors such as the number of employees, the functionality required, and the pricing plan chosen.

PEOs typically employ one of two pricing models. The first method requires companies to pay a certain amount per worker, whereas the second method requires them to pay a set amount as a percentage of their monthly payroll. We found that under one approach, the average rate was between 3 and 12% of a company’s monthly salary, whereas, under the other model, the average fee per employee was between $40 and $160 per month. Although most PEOs provide only one pricing model, you may find one that better suits your company’s needs. 

Also, the plan structure of the PEO is another component that affects costs. Most PEOs provide their services with bundled features. For a predetermined price, you gain access to a predetermined set of capabilities. However, with certain PEOs, you can design your own plan with the inclusions that best suit your needs. While tailored packages are ideal for companies with specific HR requirements, the HR services included in the more common bundled plans are sufficient for the vast majority of enterprises. 

Before beginning your search for PEO companies, you should also be aware that many of them need a certain number of employees (usually five) and a minimum length of contract (often one year). The standard cancellation policy for PEO companies is 30 days’ notice.

Why Do Companies Use a PEO?

Business owners around the country are seeing the benefits of a PEO, despite the fact that it can be difficult to trust certain parts of business operations to an external group. Then, why should you use a PEO? Working with a professional employer organization can free up a lot of time and energy for busy business owners who would otherwise have to handle payroll and other administrative duties in-house. Among the many reasons why companies use PEO are the following:

#1. Improve Employee Benefits and HR Processes

The Society for Human Resource Management (SHRM) reports that a rising number of organizations are boosting their perks, making it difficult for small and medium-sized businesses to compete for the finest personnel if they are unable to offer competitive salaries and benefits.

PEOs are able to offer more comprehensive benefits to employees of small businesses by sharing the employment of so many individuals, giving them access to the same low prices and high-quality services typically reserved for much larger corporations. The majority of PEOs offer a mix of the following services: 

• Worksite Benefits
• Healthcare plans
• Retirement plans
• Life insurance and disability insurance
• Mental health support

Also, employees typically wind up saving money because of these perks. By giving employees the same kinds of perks that their counterparts at Fortune 500 businesses receive, a PEO can help you attract and retain top personnel.

In addition, a positive employee experience is another benefit of outsourcing HR functions to a PEO. PEOs are proficient in all facets of human resources and can swiftly respond to inquiries and handle benefits claims.

#2. Keep Up With Payroll Laws

There are steep fines for violations of federal and state employment rules, and these regulations are complex and frequently updated. The IRS believes that 40% of small and medium-sized businesses incur payroll fines annually, and it’s probable that number may rise as more workers are employed and/or relocate out of state due to the rise in remote work.

It’s time-consuming to maintain compliance. Recent research indicates that human resources and payroll departments spend an average of 36 hours per week on compliance-related activities like monitoring regulatory changes and drafting and disseminating policy updates.

In addition, when it comes to “greatly [streamlining] business operations” and “giving you peace of mind,” a PEO is invaluable. PEOs save you the trouble of keeping track of ever-changing payroll and benefits regulations by employing specialists in compliance who do so on your behalf. There is a lot of help with things like:

• Verification of Payroll. Adherence with wage legislation requirements, such as minimum wages and overtime, requires accurate classification of employees, the issuance and filing of tax forms, the reporting, collection, and deposit of taxes to the proper authorities, and so on.
• Legality in another jurisdiction. Complying with municipal minimum wage, sick leave, vacation, and other ordinances as well as state and federal registration requirements with the appropriate unemployment agencies
• Assurance of Labor Law Compliance. Displaying mandatory labor posters and leave policies, as well as complying with state regulations regarding workers’ compensation and EEO.

#3. Saves Time

You and your human resources personnel have more important things to do than keep up with paperwork, benefits provider negotiations, and new employment legislation. In addition to the financial benefits, outsourcing to a PEO also gives you more time to focus on expanding your business.

PEOs allow you to spend less time on administrative tasks related to human resources. As a rule, PEO services cover:

• Advantages. Streamlining the entire process, from enrollment of employees to processing of claims to negotiations with providers
• Payroll. Payroll entails keeping tabs on employee time and paid leave, dispersing paychecks, reporting earnings, deducting and remitting taxes, and occasionally assisting in the payment of vendors and contractors.
• Hazard and Safety. Safety inspections by OSHA are reviewed, and staff are given training to assist reduce the number of claims filed.
• Management of personnel in general. Employment and Worker’s Compensation Administration Employee Handbook Development Performance Appraisal Administration Dismissal Training and Development

How To Choose a PEO

While it’s true that PEOs can help many businesses save money and time, not all companies will benefit from using one. After deciding that a PEO is an appropriate move for your business, you still need to find one that provides the optimal blend of value-added services, comprehensive benefits, and adaptable service contracts. The longevity of the PEO and its standing in the field could also be crucial. Given the importance of selecting a PEO that meets your most pressing needs, these guidelines can help you make a smart choice.

#1. Look into Certification, Auditing, and Results

Due to the sensitive nature of employee information, the complexity of paperwork and tax forms, and the enormous volume of transactions that PEOs process, this sector is heavily regulated. First and foremost, you need to be sure the PEO you choose is well-managed. When choosing a PEO, you should think about the following factors:

• Is there an independent audit of the PEO’s books and operations? Get an outside auditor’s stamp of approval on the PEO’s books whenever possible.
• Is this organization a part of NAPEO (the National Association of Professional Employer Organizations)?

#2. Obtain Help With Standards

If your company isn’t in accordance with federal and state tax and employment regulations, it could face time-consuming and expensive penalties. That’s why it’s crucial to partner with a PEO service provider that knows its way around compliance regulations. A PEO should have the expertise to alleviate your compliance-related worries and the resources to help you create systems and processes that make compliance simpler, from keeping up with changes to making sure you don’t miss any important compliance dates.

#3. Get Your Hands on a Host of Perks

The PEO’s benefits package is another crucial factor to think about. Working with a PEO allows companies to gain access to a wider variety of benefit programs. Find out what services will be provided by the PEO, how they will compare to your current offerings, and how much they will cost. Think about the PEO’s value-added services, such as pet insurance and employee support programs, and how they can affect your ability to attract and retain top talent.

#4. Check Out Their Professional and Client Testimonials

You should find a PEO provider that has experience working with companies like yours. Industry, organization size, and individual objectives and difficulties should all be taken into account. Seek out case studies that illustrate how they will address your concerns, and consult with customers, references, and business partners for an unbiased assessment of their effectiveness. You may verify the information you’ve obtained on your own and gain a better grasp of what to expect from a PEO services agreement if you get a second perspective.

PEO Companies

If you want your small business to thrive, it’s crucial that you find a reliable professional employer organization (PEO). Having the correct PEO takes care of human resources and other administrative obligations will free up your time and allow you to focus on any of the myriad jobs that have been piling up since yesterday.

If you choose the wrong PEO, they will eat up valuable time and money, leaving you without the means to steer your business in the right way.

Furthermore, payroll services and benefits management are just two of the HR responsibilities that a PEO might take on for a small firm. PEO companies can also oversee new hire onboarding, removing an administrative load from your business while ensuring all necessary forms are filled out and training is provided. PEOs also provide in-depth data to guarantee adherence to local, state, and federal mandates.

How Do Peo Companies Make Money?

In most cases, PEO companies generate revenue through the collection of administrative fees. What differs is the nature of the fees, the timing of the levies, and the total cost. These costs can range from a few dollars to over two hundred dollars per employee every month. 

‍To that, you must add the costs of extra services, such as a one-time fee for setting up the systems for the customer and ongoing administrative costs for things like employee health insurance, dental insurance, and 401(k) plans. There is a wide range of options and costs for PEO health insurance policies. Similar to insurance brokers, some PEO companies receive compensation from health insurance providers for referring clients to those providers’ plans.

By co-employing the staff of their small business clients, PEO companies can leverage their size to negotiate better rates and benefits packages for everyone involved. By pooling their clients’ resources, PEOs are able to negotiate lower costs (for dental plans, 401k services, etc.)

Decent stand out from the competition because we bundle a wide variety of PEO services into one, affordable payment of $25 per employee, every month. Nothing hidden. There will be no hidden service or benefit administration fees. Since they developed their own health plans, they do not act as a broker in the employee health insurance market. So there’s no need to tack on any hidden charges. They generate revenue by providing comprehensive health insurance policies that businesses and their workers find valuable.

Overview of the Best PEO Companies

Here are the best PEO companies you can consider as a business owner.

#1. Paychex

For new businesses with five or more workers, Paychex is a great PEO. This PEO company is great for startups and expanding companies because it is accessible in every state and offers tailored plans at affordable rates. The system is flexible enough to adapt to your expanding needs. Services can be added or removed on an as-needed basis, which is ideal for young businesses whose staffing needs are uncertain. In addition, Paychex provides HR administration, payroll, employee benefits, health insurance, and risk management services to its clients. Voice Assist, a feature of Paychex, can help you simplify your HR procedures even more. You and your staff can now use speech recognition to complete HR tasks. We didn’t find that many of our rivals provided this choice.

However, Paychex provides specialized services to its business partners. A human resources representative and payroll administrator will be assigned to you. Startups facing HR challenges like hiring and expanding could benefit greatly from the advice of a specialized payroll and HR expert.

A Paychex contract is for 12 months. You may have faith in working with this firm because it has earned accreditation from the Employer Services Assurance Corporation (ESAC), the Internal Revenue Service (IRS), and the Better Business Bureau (BBB). PEO companies are awarded these certifications if they pass a rigorous financial audit and show that they follow all applicable federal, state, and local employment tax rules and best practices.

#2. ADP

Human resource specialists from ADP give clients individualized assistance in areas such as payroll, benefits management, compliance, and workplace security. If you have any questions, you can ask these gurus for advice. This organization stands out from the competition because of the high quality of the individualized human resources help it provides. They offer devoted expert support in addition to assisting you in creating effective, efficient, and legally compliant HR procedures and written employment rules. This is why ADP TotalSource is our go-to PEO because of the excellent individual service they provide.

In addition, human resource specialists from ADP give clients individualized assistance in areas such as payroll, benefits management, compliance, and workplace security. This is not your typical customer service. You can count on the assistance of these specialists in a variety of human resources functions. Ongoing collaboration and tailored counsel for your company’s specific needs are hallmarks of their service. Standard customer service is still available for issues unrelated to human resources, such as billing and technical difficulties.

#3. Insperity

Small firms with five or fewer employees can take advantage of Insperity’s adaptable coverage and extensive service options. In addition to more than 5,000 learning materials, Insperity also offers payroll services, benefits administration, human resources solutions, and risk management to its business clients. Workers’ comp, new hire orientation, regulatory compliance, and efficiency in the workplace are all covered. It can also assist you in analyzing and improving a wide range of business processes to enhance productivity and mitigate risks associated with regulatory compliance.

Without compromising on the quality of service, Insperity offers more options than any other PEO we looked at. It provides a human resources manager, a client liaison, an HR specialist, a payroll specialist, a performance specialist, a benefits specialist, a recruiter, and a safety consultant, all of whom are committed to the success of your business.

Having received approval from the ESAC, the IRS, and the BBB, Insperity is a reliable PEO to work with. Although many of the PEOs we researched already hold these credentials, this in no way diminishes their importance. The organization makes sure it continues to provide outstanding service by routinely reviewing its accreditations. The three major PEO-accrediting bodies analyze PEO companies according to stringent requirements, and Insperity is one of the few companies we looked at that has received accreditation from all of them.

#4. Justworks

If your company is on a tight budget but yet wants reliable PEO companies, Justworks is a great option. It can handle payroll, tax filing, and the management of employee benefits. Its packages offer enterprise-level options from prominent carriers and insurers to its clients, who employ over 70,000 people. It also gives you access to HR experts that can assist businesses in maintaining compliance.

Experts gave Justworks a 4.46 out of 5 overall rating due to their high-quality PEO services, clear pricing, and effective payroll and HR management tools. While it has a user-friendly design and is accessible online, it loses points because of its lack of flexible report formatting options and mobile apps that let workers check their pay stubs and benefits packages on the go. Additionally, Justworks provides limited learning management tools and a time tracking solution that costs extra (monthly fees start at $20 + $5 per employee), in contrast to the PEO companies they studied (with the exception of Papaya Global), all of which have feature-rich HR solutions.

Also, user reviews on independent review sites like G2 and Capterra indicate that the company’s HR solutions and PEO services are well received by customers for their reasonable prices and high levels of productivity. Some users have complained about the lack of advanced reporting options and the inability to integrate with other programs.

#5. Rippling

As more and more work is done remotely, even the smallest firms need a PEO that can keep up. This can be difficult for distributed organizations with workers in different states. Unlike other PEO companies, Rippling is licensed in all 50 states including Florida, allowing it to assist businesses no matter where their employees may be located with tools like remote laptop administration and local tax registration. Rippling’s software is intuitive and straightforward to use because of the platform’s minimalist design. Also, Rippling is the best scalable PEO for small companies since it offers both great scalability and first-rate PEO services.

While many PEO companies provide user-friendly digital platforms, Rippling is particularly useful for multinational corporations. As small businesses expand globally, partnering with a PEO that can give direct support is crucial. Rippling’s new computer inventory management offering simplifies the process of managing company-owned devices (such as assigning, configuring, erasing, and storing devices) across many locations.

In addition to standard HR fares like required safety posters and 401(k) retirement plans, this firm also offers commuting tax breaks, pay-as-you-go worker’s comp, and other comprehensive risk management services. This is especially helpful for businesses that operate in multiple states, where the minimum wage may differ. Rippling’s worldwide payroll solution will be there for you even if your business expands internationally. This tool allows businesses to accurately comply with various wage regulations while also paying employees in their local currencies.

Finally, scaling enterprises benefit from Rippling’s no-code integration. Rippling can integrate more third-party apps and establish bespoke triggers between platforms. Custom reporting from Rippling can smoothly integrate data from other third-party applications. This helps growing businesses monitor certain datasets.

Global Peo Companies 

Do you feel the pressure of your company’s growth? It’s great to expand into new markets, but who will look after all the additional workers you’ll be hiring overseas? The easiest approach to get these extra tasks off your plate and return to your major goals is to consider and hire one of the best global PEO companies. The human resources functions of your business can be easily outsourced to a PEO.

Finding a PEO that can accommodate all of your company’s requirements is the first step in making the right choice.

Overview of the Global Peo Companies

If you want to expand your business as a business owner, you can consider these top global PEO companies.

#1. Papaya Global

When businesses want to facilitate international recruitment, they contact Papaya Global. With its automated, SaaS platform, Papaya offers a complete solution for managing a worldwide workforce, from employee onboarding through international payroll in 160+ countries.

Smart technology is used to guarantee compliance and eradicate errors, and the platform interfaces with all management tools and supports all employee options (payroll, EoR, Contractors). It establishes a transparent method of monitoring payroll costs and providing real-time business intelligence.

In order to streamline worldwide human resource management, any organization can use Papaya. Without having to switch payroll providers, businesses can take advantage of Papaya’s cutting-edge automation, security, and business intelligence.

The company provides a selection of pricing tiers for its many services. The worldwide EOR starts at $770 per employee per month, while payroll starts at $25 per employee per month and contractor management starts at $25 per employee every pay cycle. Reach out to the provider for a demonstration of the program.

#2. Globalization Partners

If you’re looking for a PEO with global reach, look no further than Globalization Partners. One of the top PEO global companies. So that you may make educated decisions about where to work, the organization also provides a detailed guide to the regulations and requirements of each nation.

With Globalization Partners, collaborating is simple. You need only find suitable candidates for employment since the company will handle all HR matters on your behalf. Payroll, vacation requests, and employee profiles can all be tracked with ease thanks to the software used by the organization.

With the help of Globalization Partners, you can make payroll in 187 different currencies. Although the legality of doing so would depend on the laws and regulations of the nation in which the employee resides, it is possible to pay employees using cryptocurrency.

Prices are not listed on the Globalization Partners website, but a price can be requested there.

#3. CloudPay

CloudPay is a PEO global provider of human resources and payroll services for companies. Compliance features help with risk management since they reduce the likelihood of breaking the law or other rules. The program also includes options for automating routine administrative chores, saving you time.

Now, in CloudPay, is the standout feature. It enables workers to access their earned money whenever it is most convenient for them, whether that be before or after their regularly scheduled payday. To save time and effort, CloudPay integrates this functionality directly into the employee mobile app.

In addition, they provide tools for reporting and analytics. Payroll expenses in any country where you do business can be viewed and compared. You can review salary, tax, and bonus information for each jurisdiction by seeing expense data segmented by payment type.

CloudPay doesn’t list prices publicly, but you can get more details by contacting the company directly. Also, read Scaling Your Business Globally: How an International PEO Can Help You Grow.

#4. Velocity Global 

The PEO service provided by Velocity Global facilitates rapid worldwide growth. It claims to be able to launch your company in as little as 48 hours in any country.

The organization provides comprehensive human resource administration services, including recruitment, payroll, benefits, training, and risk management. Select the services you require, and the provider will send you a monthly bill.

The global immigration services offered by the organization are particularly noteworthy. These aid in the legal process of relocating foreign workers. Velocity Global handles visas, paperwork, and on-the-ground help to make the transfer easier.

No price information is available from Velocity Global. If you have any questions, feel free to get in touch with the firm.

The Signs Your Business Requires a PEO

It’s not uncommon for business executives to get caught down in the mundane responsibilities of running their company that they forget about the bigger picture of expanding their firm. It may be time to consider outsourcing to a professional employer organization (PEO) if this occurs.

We wanted to help business owners save time and money by identifying these possible issues before they arose. As a result, we compiled a list of warning signs that your team members are spending too little time honing in on their core strengths, preventing your company from developing as efficiently as it could.  

1. Your inbox is overflowing with paperwork
2. You’re under a lot of pressure due to payroll
3. You can’t think of the last time you had an entire day to accomplish everything on your to-do list.
4. You aren’t positive that you’re following the rules.
5. You’re worried that your company’s perks can’t hold their own against those at larger firms.
6. You lack the financial backing to establish your own people operations division.

PEO Companies Florida

Florida business conjures ideas of a strong economy, a rising client base, and sufficient openings across many sectors. If you’re here, you’ve probably already taken the first steps toward realizing your professional potential. But what can you do to simplify your life? If you need help with human resources, a PEO is probably your best bet.

However, the business climate in Florida is unlike anywhere else. It’s not like doing business anywhere else in the United States. That’s why Rand picked the best services available.

Although the specific ways in which various PEO companies might aid your Florida will vary, there are a few constants. The basic human resources needs of both new and existing staff members should be easily handled by any respectable PEO. Benefits and benefits administration, payroll management, tax filings, cash-flow management of workers’ compensation, regulation compliance management, and risk reduction are among the primary services supplied.

PEO companies in Florida can and will also assist your company with other business-related tasks, such as hiring new employees, managing employee expense reports, providing training, and a variety of other tasks. You can leverage the purchasing power of a large employee pool to negotiate lower prices for benefits and workers’ compensation insurance if you have a PEO service provider handle your HR needs. 

Overview of the Best PEO Companies in Florida

You and other Florida company owners are essential to the continued growth and transformation of the state. In addition, business owners in Florida require PEO companies that understand the unique needs of their industry and the state’s economic and climatic conditions.

Here are your top three choices:

#1. Amplify 

It’s no surprise that we think Amplify PEO is a great choice for Florida companies and associations that want to expand in the coming years without sacrificing the quality of their benefits and services for their deserving employees, as they serve thousands of clients across the country and effectively specialize in smaller businesses.

In addition to demonstrating their ability to adapt to new situations, this PEO has the background to reassure you that they can handle any HR or payroll concerns that may arise, giving everyone involved a better night’s rest.

Also, they guarantee that the solutions they provide will be optimal for your company. Only custom solutions can ensure the greatest possible gains with the fewest possible drawbacks. Businesses in Florida could contact them for an estimate to see what services they provide.

#2. CoAdvantage 

The PEO company CoAdvantage PEO, which is a subsidiary of Morgan Stanley, has a presence in all 50 states. They’ve been in business for years and refined their processes, but they’re continuously seeking innovative ways to assist clients. Also, every standard PEO service is available here.

Their team-building services and the tools and information they provide to you and your managers assist you in identifying excellent prospects and performers so you can give them top priority in recruiting and retention and stand out among the other PEO services they offer. In order to succeed in Florida, you need the best tools available, and CoAdvantage provides just that.

In addition, experts suggest requesting an estimate if you’re interested in their wares because prices vary even within Florida depending on the nature of your business and the specific services you require.

#3. Resourcing Edge

Third on our list of the best PEO companies in Florida is Resourcing Edge. You can trust that the company will treat you properly and provide all the services you need (payroll management, benefits administration, HR support) because it has locations in 44 states and counting. The benefits packages are competitive with the market and should be sufficient for employee retention.

We think Resourcing Edge is the best option for training opportunities, including safety training and other sorts of development. Since most sectors are fluid, a PEO can advise and support you in keeping your employees at top performance.

Although they are a relatively small PEO (between 100 and 150 employees), they are able to serve the demands of most if not all Florida-based enterprises.

What Is the Disadvantage of a PEO?

Using a PEO can help a company in several ways, including lowering health and legal costs and increasing payroll precision. It can also provide less measurable but nonetheless substantial value, such as improved morale and reduced absenteeism among workers. Here are some other disadvantages of PEO.

1. Changes in Method and Equipment
2. Administrative, Healthcare, and Worker Compensation Expenses
3. Benefits costs are subject to change.
4. Poorer Human Resources services 
5. Guaranteed conformity is not present.
6. Human Resources is hard to reach for employees.

Conclusion

The primary selling points of PEO companies are the elimination of time-consuming HR administrative activities and the prevention of legal problems associated with non-compliance. Their clients save a lot of money and time with these, often several thousand. According to NAPEO research, businesses who work with a PEO see a return on investment (ROI) of 27.3 percent and an increase in employee retention of 10% or more.

Consult with a PEO to learn how you may alleviate some of the stress associated with HR and payroll processing.

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Reference

• forbes.com
• businessnewsdaily.com
• fitsmallbusiness.com
• boostsuite.com
• paychex.com
• peoplemanagingpeople.com
• digitalexits.com
• decent.com