PEOs, or "Professional Employer Organizations," are businesses created to take over several of the administrative duties that typically fall within a company’s HR department. Sometimes called “employee-leasing firms,” PEOs can be a good fit for smaller companies, but there are reasons that most medium and large companies do not utilize their services.
Before committing to a PEO, understand the benefits and risks, as well as what the process looks like if you ever terminate that relationship and bring services in house.
PEOs handle functions like payroll, benefits, and collecting for workers’ compensation coverage for many smaller companies. The way they work is sometimes tricky. When you identify an employee you want to hire, the PEO actually hires the employee and then “leases” them back to you. They then manage all of the HR functions previously described.
Originally conceived as a service for businesses like medical practices and independent law offices, PEOs were designed to allow these companies to focus on their core practice areas while offloading some of the more generalized responsibilities that come with running a small business.
As PEOs grew with each new client, partner company or ‘co-employer’ that they served, the size of their employee pool grew proportionally, which led to an additional advantage that PEOs could offer the companies with which they were contracted. Specifically, PEOs were able to capitalize on the larger size employee pools that were formed in order to attain better insurance and benefit rates that come with economies of scale, thereby providing another direct and tangible benefit to their clients beyond their existing service offerings.
There are a number of benefits that employers are typically seeking when exploring the possibility of working with a PEO. These benefits or advantages typically fall within one of several categories, including administrative support, employee benefits pooling perks, liability protection, and regulatory compliance.
With several obvious benefits that can accompany working with a PEO as a co-employer, it’s understandable why many companies choose to contract with PEOs. However, PEOs are certainly not a perfect solution for all companies in all situations. There are several trade-offs and potential detriments that any company thinking of exploring the possibility of such an arrangement should consider.
While PEOs can certainly help with administrative support, employee benefits pooling, liability and regulatory compliance issues as discussed above, many times the services actually provided differ from what may be imagined or desired by the contracting company at the outset.
Further, by entering into a contractual arrangement with a PEO, companies will likely have less access to data concerning their employees and benefits, as well as less flexibility in terms of the carriers and policies providing those benefits and when/how those arrangements can be adjusted or terminated.
The decision whether or not to engage a PEO must be assessed by each company individually. While start-ups and smaller companies remain the primary source from which PEOs draw co-employment partners, this is mostly because larger companies who may wish to enter into an arrangement similar to a PEO are able to create such an entity independently and tailor its services specifically and exclusively to the needs of their company.
For any start-ups, partnerships, or small businesses that are thinking about contracting with a PEO co-employment partner, it is absolutely vital to consider both how quickly the company expects to grow (as per-employee administrative fees can add up quickly with a rapidly growing workforce) as well as the future dissolution of that PEO arrangement in terms of how, when, and with what data the company will be able to walk away from the contract at some point in the future (which is typically covered in the PEO contract itself).
With these concerns in mind at the outset, exploring potential PEO arrangements can be an important and beneficial step for a company to take that can absolutely be worth pursuing.
At Mployer Advisor, our focus is creating transparency in the insurance and insurance broker, consultant and advisor space to the advantage of the employer. Analytics is our core and we will bring to light new information, tools and resources to aid employers in making more cost-effective decisions. As a phase I, we are here to help employers find the right broker or consultant and the right insurance company for them. Giving choice and initial transparency is a first step in creating an employer centric insurance marketplace.