Payroll & Benefits
The Best PEO Services of 2026
A shortlist of professional employer organizations ranked from verified service data, so you can compare what is bundled, how fees are structured and what the contract commits you to. Each score traces to a fact we checked against provider documentation and public sources.
- products compared
- 29
- with a published score
- 24
- per employee per month
- $79–$110
- last updated
- facts checked
LeadChange may earn a fee when you request pricing through our site or follow a sponsored link. Rankings never depend on whether a vendor pays us.We may earn a fee.
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LeadChange may earn a fee when you request pricing through our site or follow a sponsored link. Rankings never depend on whether a vendor pays us.
Top 10 by LeadChange Scoreof 29 compared · 5 not scored yet
Justworks9.7 out of 10, High confidence
G&A Partners7.1 out of 10, High confidence
TriNet6.9 out of 10, High confidence
PrestigePEO6.5 out of 10, Medium confidence
Amplify HR6.2 out of 10, High confidence
ExtensisHR6.2 out of 10, High confidence
Paychex PEO6.1 out of 10, High confidence
Adams Keegan6.0 out of 10, Medium confidence
CoAdvantage6.0 out of 10, High confidence
ADP TotalSource5.7 out of 10, Medium confidence
See all 29 rankedHighMedium confidence
Our top picks
- Best overall
Highest LeadChange Score here (9.7/10), with 9 of 10 core PEO capabilities verified.
From $79/employee/mo (PEO Basic plan)1
- Best for small businesses
Highest score among products that list small businesses as a target segment, with pricing and fit weighted more (6.4/10), after Justworks, already picked above.
LeadChange Score: editorial assessment based on public information.
PEO Services ranked by LeadChange Score
Ranked by LeadChange Score from verified facts; products with too few verified facts are not scored yet and come last. Scores are for PEO services, so a product's score or «not scored yet» here can differ from its own page, which scores its main category. Prices are list prices as published by each vendor.
Filter by verified facts
Justworks
Best for Small businesses that want a PEO with published per-employee prices
Justworks fits US small businesses that want a PEO with published per-employee prices, or plain payroll they can grow into a PEO. Payroll costs $50 a month plus $8 per employee; PEO Basic is $79 and PEO Plus $124 per employee a month, with no base fee and no setup fee.
- Pricing model
- Base fee + per employee1
G&A Partners
Best for Small and mid-sized employers in professional services, skilled trades, healthcare and manufacturing
G&A Partners is a Houston-based PEO, ASO and HCM provider for small and mid-sized businesses in all 50 states, offering HR management, benefits, payroll and compliance and safety services.
- Pricing model
- Per employee2
TriNet
Best for Small and mid-size businesses that want a full-service PEO
TriNet suits small and mid-size businesses that want a PEO with payroll, payroll tax filing, benefits, workers' compensation administration and HR experts in one flat per-employee fee, or the lighter HR Plus (ASO) service without co-employment.
Justworks scores 9.7 and G&A Partners 7.1: the gap is widest in pricing transparency & value (10.0 vs 5.0 out of 10, weight 20%).
| Dimension | Weight | Justworks | G&A Partners |
|---|---|---|---|
| Pricing transparency & value | 20% | 10.0 | 5.0 |
| Integrations & API | 15% | 10.0 | Not verified |
| Security & compliance | 15% | 10.0 | 10.0 |
| Fit & support | 10% | 7.8 | 5.0 |
| Data confidence | 10% | 10.0 | 9.0 |
Show all 29 products
- PrestigePEO6.5/10 · Medium confidencePrestigePEO pricing
- Amplify HR6.2/10 · High confidenceAmplify HR plans and prices
- ExtensisHR6.2/10 · High confidenceExtensisHR pricing
- Paychex PEO6.1/10 · High confidenceWhat Paychex PEO costs
- Adams Keegan6.0/10 · Medium confidenceAdams Keegan pricing
- CoAdvantage6.0/10 · High confidenceCoAdvantage pricing
- ADP TotalSource5.7/10 · Medium confidenceWhat ADP TotalSource costs
- INFINITI HR5.7/10 · High confidenceWhat INFINITI HR costs
- Insperity (PEO)5.7/10 · High confidenceWhat Insperity (PEO) costs
- Deel5.4/10 · High confidence · Primarily an employer of record (EOR) provider; PEO module is secondary · Scored 8.7/10 in Employer of Record (EOR) on its own pageDeel plans and prices
- Engage PEO5.4/10 · High confidenceWhat Engage PEO costs
- Remote5.4/10 · High confidence · Primarily an employer of record (EOR) provider; PEO module is secondary · Scored 9.1/10 in Employer of Record (EOR) on its own pageRemote plans and prices
- Rippling PEO5.1/10 · High confidenceRippling PEO plans and prices
- Abel HR4.8/10 · High confidenceAbel HR pricing
- BBSI4.8/10 · High confidenceBBSI pricing
- Vensure Employer Solutions4.6/10 · High confidenceVensure Employer Solutions plans and prices
- DecisionHR4.5/10 · High confidenceDecisionHR pricing
- FrankCrum4.5/10 · High confidenceFrankCrum pricing
- Questco4.4/10 · High confidenceQuestco plans and prices
- National PEO3.7/10 · High confidenceNational PEO plans and prices
- Emplicity2.8/10 · High confidenceEmplicity pricing
- Axcet HR SolutionsNot scored yet (13 of 23 facts verified)Axcet HR Solutions pricing
- Current HRNot scored yet (13 of 23 facts verified)What Current HR costs
- HelpsideNot scored yet (13 of 23 facts verified)Helpside plans and prices
- Accurate Employer SolutionsNot scored yet (12 of 23 facts verified)Accurate Employer Solutions plans and prices
- Resourcing EdgeNot scored yet (12 of 23 facts verified)What Resourcing Edge costs
LeadChange Score: editorial assessment based on public information.
Find your fit
By industry
By company size
By state
Compare the top 8 side by side
| Product | Score | Published price | IRS-certified PEO5 | ESAC accredited6 | Workers’ comp included | Pricing model | States served | SOC report |
|---|---|---|---|---|---|---|---|---|
| Justworks1,7,8 | 9.7 | $79/employee/mo (PEO Basic plan) | Yes | Yes | Yes | Per employee | All 50 states | Not published |
| G&A Partners2,9 | 7.1 | Range $65–$150/employee/mo | Yes | Yes | Not published | Per employee | All 50 states | Not published |
| TriNet3,4,10 | 6.9 | Quote only | Yes | Yes | Yes | Per employee | All 50 states (compliance guidance) | Yes: SOC 2 Type II |
| PrestigePEO11–14 | 6.5 | Quote only | Yes | Yes | Yes | Not published | All 50 states | Yes: SOC 2 Type II |
| Amplify HR15,16 | 6.2 | Quote only | Yes | Yes | Yes | Quote only | Not published | Not published |
| ExtensisHR17,18 | 6.2 | Quote only | Yes | Yes | Yes | Quote only | All 50 states, the U.S. Virgin Islands and Puerto Rico | Not published |
| Paychex PEO19–21 | 6.1 | Quote only | Yes | Yes | Yes | Quote only | Not published | Yes: SOC 2 Type II |
| Adams Keegan22,23 | 6.0 | Quote only | No | Yes | Yes | Not published | Not published | Yes: SOC 1 Type II |
Pricing at a glance
Monthly cost from each vendor’s published base and per-employee prices for a plan sold at that size, at the annual-billing rate where one is offered, before add-ons.
10 employees
$790–$1,100/mo
Median $990/mo
Published list prices of 3 products at 10 employees
50 employees
$3,950–$5,500/mo
Median $4,950/mo
Published list prices of 3 products at 50 employees
200 employees
$15,800–$22,000/mo
Median $19,800/mo
Published list prices of 3 products at 200 employees
How the 4 pricing models work
- Percentage of payroll
- A fee set as a percentage of gross payroll. It is simple to quote and rises automatically as wages grow.
- Per employee per month5 of 29 products
- A flat monthly amount for each employee. It is predictable but can look expensive for low-wage teams.
- Bundled with benefits
- The administrative fee is partly folded into benefit premiums. This makes comparison harder, so ask for an itemized breakdown.
- Custom quote18 of 29 products
- Larger or higher-risk employers are quoted based on payroll, industry and claims history.
How to choose PEO services
6 criteria · Requirements by company size · 6 red flags
A PEO is a contract and a relationship, not just software. Choose for what is bundled, how fees are calculated and how hard it is to leave.
Ask every provider for the full client services agreement before you compare prices. The terms on termination, fees and liability matter more than the sales deck.
Certification and tax responsibility
The IRS runs a voluntary certification program for PEOs, with standards on financial responsibility, organizational integrity and tax compliance. A certified PEO is treated as the employer for the wages it pays to worksite employees, which affects who is liable for employment taxes.
Fee structure and what it covers
Fees can be a percentage of payroll or a per-employee charge, and the two scale differently as wages grow.
Benefits plan access and flexibility
Access to larger pooled plans is a main reason to join, but plan choice and renewal practices vary. The Department of Labor treats a PEO health plan that covers staff of two or more clients as a multiple employer welfare arrangement (MEWA), which state insurance law can also regulate.
Workers' compensation approach
Coverage structure and how rates are set can change your total cost and your claims experience.
Contract terms and exit rights
Co-employment contracts can carry notice periods, termination fees and data-transfer limits.
HR and compliance support depth
Support ranges from a call center to a named HR consultant, and the difference shows in how disputes and terminations are handled.
Requirements by company size
Small businesses
- A clear fee schedule with no hidden minimums
- Access to health benefits that you could not buy alone
- Included HR support that answers real employee questions
Watch out for
- Minimum monthly fees that exceed the value for a very small team
- Long contract terms with termination penalties
- Plan choices limited to a few carriers
Mid-sized companies
- Transparent pricing that shows what the PEO adds beyond payroll
- Flexible benefits with plan options and reporting
- Integration with accounting and an HRIS
Watch out for
- Growing percentage fees as payroll rises
- Loss of control over plan design and renewals
- Switching complexity if you outgrow the arrangement
Enterprises
- Plans and service levels you can customize in the contract
- Clear terms for liability, data and audit rights
- A comparison against building HR and benefits in-house
Watch out for
- Co-employment structures that duplicate existing HR functions
- Limits on reporting detail
- Unfavorable terms on data return at exit
Red flags
- The provider cannot show its IRS certification status or explain who files and pays employment taxes.
- The PEO's health plan is self-funded, and the provider cannot show its Form M-1 filing or its state registration.
- The fee schedule is not provided in writing before you sign.
- Termination terms include steep fees or restrict access to your own payroll data.
- Benefit renewals are described as flexible, but pricing methodology is not explained.
- Sales promises about savings are not tied to your actual headcount and payroll.
Popular comparisons
Popular alternatives
Integrations for PEO services
Apps with documented integrations across the products ranked on this page.
Most integrated apps
- BambooHR
- Greenhouse
- NetSuite
- QuickBooks Online
- Xero
- Carta
- ClearCo
- HiBob
Related subcategories
- ASO Services
HR outsourcing for payroll, benefits administration and compliance while you stay the only employer.
13 products ranked
- Payroll Software
Software that calculates pay, withholds and files payroll taxes and pays employees.
24 products ranked
- Benefits Administration
Enrollment, eligibility and carrier connections for employee benefits.
16 products ranked
- Payroll Services
Outsourced providers that run payroll and payroll tax filing on your behalf.
14 products ranked
- Employer of Record (EOR)
Hire and pay employees abroad through a provider's local legal entity.
13 products ranked
- Global Payroll
Run payroll in several countries from one platform.
10 products ranked
- HRIS Software
Systems of record for employee data, self-service, time off and HR workflows.
25 products ranked
- 401(k) Providers
Providers that set up and run employer 401(k) plans: recordkeeping, payroll sync, testing and filings.
7 products ranked
Learn
- GuideHow to Choose a PEO
A practical checklist for choosing a PEO: certification, pricing models, benefits, liability, service model, contract terms, and questions to ask.
From the leadership library
- Employee Cost Calculator
Enter a salary or an hourly wage and a state.
Frequently asked questions
What is a PEO?
A PEO is a professional employer organization that takes on payroll, tax filing, benefits and HR administration for client businesses through a co-employment arrangement. The IRS describes PEOs as handling payroll administration and tax reporting for their clients, usually for a fee based on payroll costs.
What is an example of a professional employer organization?
ADP TotalSource, Insperity, TriNet, Justworks and Paychex PEO are examples. A business signs a client services agreement with one of them, and the PEO then runs payroll, tax filing, benefits and workers' compensation for its staff under co-employment. Our ranking lists the PEOs we track, with the facts behind each score.
What is the difference between a PEO and payroll software?
Payroll software processes pay and taxes while your company remains the sole employer. A PEO shares employer responsibilities through co-employment and adds benefits, workers' compensation and HR support. A PEO is a broader, more binding arrangement, so choose it only if you need those bundled services.
What is the difference between a PEO and an employer of record?
A PEO shares employer duties with a business that keeps its own U.S. company and stays an employer of its staff. An employer of record is the only legal employer of the worker, and companies use one mostly to hire in a country where they have no entity. If your staff are in the United States and you have a company here, compare PEOs. If you hire abroad, compare EORs.
What is a certified PEO?
A certified PEO is one the IRS has certified under a voluntary program with standards on financial responsibility, organizational integrity and tax compliance. Certification is not required to operate, so ask any provider whether it is certified, and check what the contract says about tax liability.
Does a PEO make me not responsible for payroll taxes?
Not automatically. A certified PEO is treated as the employer for wages it pays to worksite employees, and the customer is absolved of liability for those payments. For non-worksite employees, the customer can be liable at the same time. Confirm who files and pays in your contract.
Is a PEO worth it?
It can be if the bundled benefits access and HR support replace costs you would otherwise pay for separately. It is less attractive when you need only payroll or have strong in-house HR. Request a line-by-line comparison against your current costs before deciding.
How does health insurance through a PEO work?
The PEO sponsors a group health plan and enrolls your employees in it. The Department of Labor treats a PEO plan that covers staff of two or more client companies as a multiple employer welfare arrangement (MEWA). State insurance law can apply to it, and MEWAs file Form M-1 with the Department each year. Ask whether the plan is fully insured, which carrier backs it, and how renewals are priced for your group.
How hard is it to leave a PEO?
It depends on the contract. Check the notice period, termination fees and data return terms before signing. Leaving also means moving benefits and payroll to a new setup, so plan around renewal dates and the calendar year to avoid splitting deductibles and year-to-date wages.
Which are the largest PEO companies?
No official ranking exists. Publicly traded PEOs report the average number of worksite employees they pay in their annual SEC reports: ADP for its PEO Services segment, Insperity and TriNet. Private PEOs do not have to publish this. Size alone does not decide fit, so compare fees, benefits in your area and exit terms.
Do I need a PEO near me?
Location matters less than coverage. Check whether the PEO accepts your state and industry, offers health plans in your zip codes, and gives you a named HR contact, and ask for that in writing. Many PEOs work with clients by phone and online, so ask how support is delivered.
What is the best PEO service?
Justworks has the highest LeadChange Score of the 29 products in our ranking, 9.7 out of 10, ahead of G&A Partners (7.1) and TriNet (6.9). Justworks's score rests on 17 of 23 checks verified from public sources. 5 more products are listed without a score until enough of their data is public.
How we research
Ranked by the LeadChange Score, computed only from verified facts: capability coverage (30%), pricing and value (20%), integrations and API (15%), security (15%), fit and support (10%) and data confidence (10%), times a category fit. Products with too few verified facts are not scored yet and come last. Payment never changes a score or a position.
Facts, not impressions · Missing data is never assumed · Independent of revenue · Scored as a service
Facts, not impressions
Every input is a fact verified against vendors’ official documentation, with the date we last checked it.
Missing data is never assumed
Unverified items are left out of the score and lower its coverage; below 60% coverage a product is not scored yet.
Independent of revenue
Rankings never depend on whether a vendor pays us.
Scored as a service
Service checks replace software ones: SOC 1 or SOC 2 report, HIPAA, public registrations (IRS CPEO, ESAC), file feeds, named integrations, support hours and implementation time, not webhooks, SSO, SCIM, ISO 27001, GDPR or a free trial.
How this page was made
What it is built from
72 verified facts, each checked against the vendor's own pages or another primary source, most recently on Nov 3, 2026.
Method
Scored and compared with the LeadChange methodology, version 1.5. Read the methodology
Independent review
Our independent review of Oct 30, 2026 asked for changes. How we review
Hands-on testing
We have not tested these products hands-on: this page uses public information only.
Who made it
The LeadChange Research Team, following a written research process. No named expert has reviewed this page. About us
Independence and errors
Who pays us never changes a score or a rank. If something here is wrong, tell us and we correct it publicly. Request a correction
Get your PEO services shortlist
Tell us about your team and get a shortlist ranked without regard to who pays us.
Sources
The 62 pages this page's facts come from, with the day we last checked each one. The numbers beside the figures above link here.
Quotes from the sources
- Justworks justworks.com/pricing“Justworks PEO pricing starts at $79 per month per employee for our Basic plan and $124 per month per employee for our Plus plan. Justworks Payroll customers pay $8 per month per employee plus a $50 base fee.”
- G&A Partners gnapartners.com/peo“A typical range for PEO services with G&A Partners is $65-150 per month per employee for core HR functions. Employer-paid benefits costs are often a separate line item.” “PEOs typically charge for services either as a percentage of total payroll (between 3-8 percent) or as a per-employee-per-year (or per-month) fee. This fee varies based on factors such as the services provided and number of employees on payroll. A larger number of employees in your business equates to a lower PEPY fee.”
- TriNet trinet.com/peo/pricing“PEPM stands for "Per Employee Per Month" and is the pricing method TriNet uses to determine your administrative cost.” “Pricing is customized based on your company size, industry, geographic footprint, and services needed, so TriNet does not publish standard list pricing.”
- TriNet assets.contentstack.io/v3/assets/blt9ccc5b591c9e2640/blt2147f424591a508f/657239817631d147b77ffb80/TriNet_Security_and_Privacy_White_Paper_2023.pdf“TriNet has both a SOC 1 Type 2 report and a SOC 2 Type 2 report for the TriNet platform.”
- Internal Revenue Service irs.gov/pub/irs-sbse/active-cpeos.pdf“Justworks Employment Group LLC 55 Water St 29th Floor NEW YORK NY 10041 US 1/1/2017” “G&A Outsourcing VII, LLC 17220 Katy Freeway Suite 350 HOUSTO N TX 77094 US 10/1/2020”
- Employer Services Assurance Corporation (ESAC) findapeo.esac.org/findpeo.aspx?S=US-TX“Justworks” “G&A Partners”
- Justworks help.justworks.com/hc/en-us/articles/360004473472-Workers-Compensation-Insurance“Once you sign up with Justworks PEO, you and your employees will be covered under the Justworks workers compensation policies, with some exceptions..”
- Justworks justworks.com/product-updates“Access the tools, perks, and resources to help you stay compliant and grow in all 50 states.”
- G&A Partners gnapartners.com“As a certified professional employer organization (PEO), we provide HR support and expertise to businesses in all”
- TriNet trinet.com/hr-compliance“Yes. TriNet stays on top of changes across all 50 states and provides best practice guidance for your locations.”
- PrestigePEO prestigepeo.com/contact“Call 833-736-9778 to get started now.”
- PrestigePEO prestigepeo.com/workers-compensation“Financially secure, A.M. Best “A” rated SUNZ Insurance Company pay-as-you-go insurance”
- PrestigePEO prestigepeo.com/about-us“PrestigePEO is ranked #13 out of over 523 PEOs nationwide and licensed to support clients in all 50 states.”
- PrestigePEO prestigepeo.com/technology“Software portal is SOC II, Type II certified”
- Amplify HR Management amplifyhr.com/pricing“Tailored pricing that scales with your business.” “Our standard implementation takes 2–4 weeks.”
- Amplify HR Management amplifyhr.com/faqs“Yes. We offer comprehensive workers’ compensation coverage and claims management services.” “Pricing depends on the size of your business and the services you need. Contact us for a customized quote.”
- ExtensisHR extensishr.com/contact“Fill out the form and a member of our team will be in touch.” “Contact us for a personalized quote.”
- ExtensisHR extensishr.com/services/peo“Workers’ compensation insurance” “Implementation timelines vary based on your organization’s size and needs, but many businesses can transition within several weeks.”
- Paychex paychex.com/human-resources/hr-packages“Get Custom Pricing”
- Paychex Paychex: PEO services“Included and managed by PEO”
- Paychex paychex.com/corporate/security“Paychex maintains SOC 1 Type 2 and SOC 2 Type 2 reports over various products and services.”
- Adams Keegan adamskeegan.com/solutions/peo-solutions“Contact us to discuss a customized solution that works best for you.” “As part of the co-employment arrangement, a client company transfers administrative employer-of-record status to a PEO, enabling the client to benefit from the PEO’s state unemployment and workers compensation insurance, if needed.”
- Adams Keegan adamskeegan.com/about“Adams Keegan has successfully completed a System and Organization Controls (SOC) 1® – Type II examination in accordance with the American Institute of Certified Public Accountants (AICPA).”
- Deel deel.com/solutions/payroll“Deel integrates with HR, finance, and identity systems including Workday (GPC-certified), SAP, Oracle, NetSuite, BambooHR, HiBob, Okta, and Azure AD.”
- Justworks help.justworks.com/hc/en-us/articles/360004479832-Invoice-Overview-for-Justworks-PEO“You can find more information on integrating Justworks with QuickBooks Online, QuickBooks Desktop, NetSuite, Sage Intacct, or Xero.”
- Remote remote.com/integrations“Streamline your processes by integrating your HR systems with Remote.”
- TriNet trinet.com/customer-resource-center/technology/integration-center“Accounting – QuickBooks® Online, Netsuite®, Xero™, Intacct®”
- ADP adp.com/solutions/employer-services/totalsource.aspx“Most businesses are up and fully running within a few weeks”
- Questco questco.net/faq-cost-roi“Our onboarding fee, for example, is equal to one month of administrative costs, since we set everything up at least 30 days in advance to make sure your start is seamless.”
- Accurate Employer Solutions aes-hr.com/who-we-help“AES supports small, growing, mid-sized, and large employers nationwide.”
- Amplify HR Management amplifyhr.com“Core PEO Services PEO Overview PEO for Small Businesses PEO for Middle Market PEO for Enterprise”
- BBSI bbsi.com/by-type“BBSI supports small to midsize businesses, large enterprises, franchises, and professional partners with scalable services and technology that adapt to every stage of growth.”
- Deel deel.com“Trusted by 40,000+ companies from startups to enterprise”
- Insperity insperity.com“Whether you’re a startup, a scale-up or a well-established company, Insperity delivers the dynamic HR services and technology you need to support and grow your business.”
- Remote Remote pricing (Remote)“Whether you’re hiring employee number 1, or employee number 1000, we’re here to help you scale.”
- Deel Trust Center trust.deel.com“Deel is SOC 2 type II certified.”
- Engage PEO engagepeo.com/about“Engage is ESAC accredited and has maintained continuous accreditation since 2012. Engage PEO has successfully completed its SOC 1 Type II and SOC 2 Type II examinations, conducted by an independent third-party auditing firm.”
- Remote trust.remote.com“Remote's most recent SOC2 Type2 certificate report”
- BBSI bbsi.com/pricing“Business Hours Mon-Fri: 8:00 AM - 5:00 PM PST”
- Deel Help Center help.letsdeel.com/hc/en-gb/articles/4407737725201-How-Much-Does-Deel-Cost“Feel free to also get in touch with our support team, as we have agents available 24/7 to assist you!”
- Engage PEO engagepeo.com/contact-us“To speak with someone, call the Engage Service Center, available Monday to Friday, from 8:00 AM to 8:00 PM ET.”
- Insperity insperity.com/customer-support“Our call hours are open from 7am – 7pm CST, Monday – Friday.”
- Justworks justworks.com/plans/basic“our 24/7 customer support team that you and your employees can reach via email, phone, chat, and Slack.”
- Remote support.remote.com/hc/en-us/articles/13279781622669-How-do-I-contact-Remote-for-support“RemoteAI, our AI assistant, gives instant answers 24/7.”
- NAPEO NAPEO: The ROI of Using a PEO (white paper, September 2019)“is $1,395, yielding an annual ROI of 27.2 percent.”
- Insperity, Inc. (SEC EDGAR) Insperity, Inc. Form 10-K for fiscal 2025“Gross profit 242 285 277 (15) % 3 %” “Gross billings $ 12,245 $ 11,866 $ 11,519 Less: WSEE payroll cost 10,414 10,081 9,787 Revenues $ 1,831 $ 1,785 $ 1,732”
- TriNet Group, Inc. (SEC EDGAR) TriNet Group, Inc. Form 10-K for fiscal 2025“PEO Services $ 684 $ 723 HRIS and ASO Services 35 42 Total $ 719 $ 765” “Co-Employed 304,985 332,456 330,423 (8) 1”
- Automatic Data Processing, Inc. (SEC EDGAR) Automatic Data Processing, Inc. Form 10-K for fiscal 2026“PEO Services' revenues excluding zero-margin benefits pass-throughs $ 2,520.8 $ 2,401.4 $ 119.4 5 %” “PEO Services 7,128.1 6,690.4 7 % 7 %”
- Automatic Data Processing, Inc. (SEC EDGAR) Automatic Data Processing, Inc. Form 8-K, fiscal 2026 fourth-quarter earnings release (Exhibit 99)“Average worksite employees paid by PEO Services increased 2% to about 775,000 for the fourth quarter and increased 2% to about 762,000 for the fiscal year”
- Barrett Business Services, Inc. (SEC EDGAR) Barrett Business Services, Inc. Form 10-K for fiscal 2025“Professional employer services $ 1,168,334 94.2 % $ 1,063,386 92.9 %” “During 2025, we supported in excess of 8,200 PEO clients with total average WSEs of 138,218.”
- irs.gov IRS: Certified Professional Employer Organization
- irs.gov IRS: Certified professional employer organizations: what you need to know
- dol.gov DOL: Tips
- dol.gov DOL: Davis-Bacon and Related Acts
- irs.gov IRS: CPEO public listings
- dol.gov DOL EBSA: Multiple Employer Welfare Arrangements under ERISA, a guide to federal and state regulation (revised April 2022)
- census.gov U.S. Census Bureau: North American Industry Classification System, 2022 manual
- sec.gov ADP Form 10-K, fiscal 2026
- statutes.capitol.texas.gov Texas Labor Code, Chapter 91: Professional Employer Organizations
- tdlr.texas.gov TDLR: Professional Employer Organizations
- dol.gov DOL Fact Sheet 54: The Health Care Industry and Calculating Overtime Pay
- irs.gov IRS: Third party arrangement chart