PEO Services
PEO Services Comparison
How to compare PEO products: the capabilities we check against each vendor’s own documentation, and the products verified so far.
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.
How we make money
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.
What we compare
Verified so far: Deel, Justworks, Paychex PEO, Remote, TriNet, Engage PEO, G&A Partners, CoAdvantage, Vensure Employer Solutions, ADP TotalSource, and Insperity (PEO). Their published facts do not yet cover the same capabilities, so a side-by-side table would be mostly empty; these are the capabilities each one is checked against.
Deel
Justworks
Paychex PEO
Remote
TriNet
Engage PEO
G&A Partners
CoAdvantage
Vensure Employer Solutions
ADP TotalSource
Insperity (PEO)
Capabilities in the comparison
Co-employment arrangement
Shares employment responsibilities between the PEO and the client under a written service agreement.
Payroll and tax filing
Runs payroll and files payroll taxes, typically under the PEO's own tax accounts.
Group benefits access
Offers health, dental, vision and retirement plans through the PEO's pooled group arrangements.
Workers' compensation
Provides workers' compensation coverage, premium administration and claims support.
HR advisory support
Provides HR advisors for employee relations, policies and handbook questions.
Compliance support
Handles employment law notices, filings and guidance across the states where the client operates.
Risk and safety services
Offers safety programs, loss prevention and claims management.
HR and payroll technology
Provides a platform for onboarding, time, payroll and benefits administration.
Reporting
Provides payroll, benefits and workforce reports to the client.
Exit and transition support
Defines how payroll, tax accounts and benefits move when the client leaves the PEO.
Price comparison
| Product | Starting price | Pricing model | Pricing details |
|---|---|---|---|
| CoAdvantage | $55/mo + $5/employee/mo | Base fee + per employee | CoAdvantage plans and prices |
| Justworks | $79/employee/mo (PEO Basic plan) | Base fee + per employee | What Justworks costs |
| Remote | $99/employee/mo (PEO plan) | Per employee | Remote plans and prices |
| Deel | $125/employee/mo (US PEO plan) | Per employee | Deel plans and prices |
| Paychex PEO | Quote only | Quote only | What Paychex PEO costs |
| TriNet | Quote only | Per employee | What TriNet costs |
| Engage PEO | Quote only | Quote only | Engage PEO plans and prices |
| G&A Partners | Quote only | Quote only | G&A Partners pricing |
| Vensure Employer Solutions | Quote only | Quote only | Vensure Employer Solutions plans and prices |
| ADP TotalSource | Quote only | Quote only | ADP TotalSource plans and prices |
| Insperity (PEO) | Quote only |
Lowest published list price per month, cheapest first at 25 employees; quote-only products show no price.
How to choose PEO services
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.
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
- Customizable plans and service levels 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 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.
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
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.
Get your PEO services shortlist
Tell us about your team and get a shortlist ranked without regard to who pays us.