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LeadChange Group

ASO Services

ASO Services for Construction

ASO services for construction: the products with verified evidence that they serve this segment, and how we evaluate them.

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By LeadChange Research TeamUpdated

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Research in progress

Easeworks ASO and VertiSource HR ASO have verified evidence that they serve this segment so far. We rank ASO services for construction once at least 3 products have it; until then, this page sets out what matters and what we evaluate.

What we evaluate

  • No co-employment

    The client stays the only employer: the provider does not co-employ staff or share employer liability.

  • Payroll and tax filing

    Runs payroll and files and deposits payroll taxes under the client's own EIN and state accounts.

  • Benefits administration

    Administers enrollment, eligibility, ACA and COBRA work for the benefit plans the client sponsors.

  • HR administration

    Handles onboarding, documents, employee records and other day-to-day HR paperwork.

  • HR advisory support

    Gives access to HR professionals for employee relations, policies, handbooks and terminations.

  • Compliance support

    Tracks federal, state and local employment law changes and helps the client meet them.

  • Workers' comp administration

    Helps administer the client's own workers' compensation policy, such as premium reporting and claims.

  • HR and payroll technology

    Provides a platform for payroll, HR records, benefits enrollment and employee self-service.

How to choose ASO services

6 criteria · Requirements by company size · 5 red flags

An ASO is a service contract: you buy specific HR and payroll work while keeping the employer's obligations. Choose for what the fee covers, who does the work and what stays with your own team.

Ask every provider for the list of included services, the add-ons with their fees and a sample invoice for your headcount before you compare prices.

  1. Tax responsibility in writing

    With an ASO, payroll taxes are filed under your company's EIN. The IRS says a payroll service provider or reporting agent assumes no liability for its clients' employment tax duties, so a missed deposit is still yours.

  2. What the per-employee fee includes

    ASO fees are usually a per-employee monthly charge for the services you select, and many features are sold as add-ons, so two quotes with the same rate can cover different work.

  3. Benefits administration for your own plans

    You keep sponsoring your own benefit plans, so the ASO's value is in enrollment, eligibility, ACA and COBRA administration and carrier connections for those plans.

  4. Depth of HR advice

    Support ranges from an on-demand HR line to a dedicated HR business partner, and the difference shows in terminations, leave and handbook questions.

  5. Workers' compensation

    An ASO does not provide its own workers' compensation coverage: you keep your policy, and some ASOs help administer it.

  6. Technology and data ownership

    Your team and employees use the platform every day, and you keep the employer's records when you leave.

Requirements by company size

  • Small businesses

    • A base fee that covers payroll, tax filing and benefits administration
    • An HR line that answers real employee questions
    • A clear list of add-ons and their prices

    Watch out for

    • Minimum headcounts that exclude very small teams
    • Core payroll features sold as add-ons
    • Expecting PEO-style group benefits from an ASO

  • Mid-sized companies

    • Services you can add or drop as your HR team grows
    • Benefits administration that connects to your own carriers
    • Reporting and data export for finance and HR

    Watch out for

    • Per-employee fees that grow faster than the work you hand over
    • Advisory hours capped in the base fee
    • Platform limits for multi-state or multi-entity payroll

  • Enterprises

    • Modular services by function: payroll, benefits, HR or talent
    • Named specialists and business reviews
    • Clear terms on data, audit rights and service levels

    Watch out for

    • Overlap with work your in-house HR team already does
    • Separate fees for integrations and global payroll
    • Unclear ownership of tax notices and corrections

Red flags

  • The provider cannot say in writing who files and deposits your payroll taxes and how you can check each deposit.
  • The quote shows one per-employee rate but no list of what it includes.
  • The provider describes its service as an ASO but asks you to move employees onto its own EIN or its benefit plans, which is how a PEO works.
  • Exit terms restrict access to your own payroll history or tax records.
  • Savings claims are not tied to your actual headcount and services.

More tools for construction

Find your fit

By industry

By company size

How we research

A ranking of ASO services for construction reweights the LeadChange Score: capability coverage 35%, pricing transparency & value 15%, integrations & API 10%, security & compliance 15%, fit & support 15%, and data confidence 10%. Only products with a verified fact showing they serve this segment are listed.

Read the full methodology

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