Watch a video about PEO benefits and the top reasons to use a Professional Employer Organization or read a detailed post about it below.
A Professional Employer Organization (PEO) is, in essence a large employer.
As such, it can legally offer benefits to its co-employees. A client company looking to partner with a PEO enters into a co-employment relationship.
This relationship enables the PEO to provide important advantages for the company partnering with them.
There are lots of benefits which you get by using PEO services. They depend on what kind of business you are in and what PEO provider you use. Here is the list of most common benefits.
1. HUMAN CAPITAL COST REDUCTION
Human Resources Outsourcing through PEOs can often help partnering companies reduce fixed costs and increase their bottom line.
PEOs help reduce HR associated costs by utilizing their size to achieve economies of scale on employee benefits such as health insurance.
Workers’ compensation is another area where PEOs help companies cut costs.
In many cases the PEO’s workers’ compensation umbrella policy has lower rates than the client company, further lowering costs.
Additionally, individual policies are often paid quarterly and in advance tying up valuable capital. With a PEO, these costs are administered on a pay as you go monthly basis, eliminating these costs in advance.
No annual audit
Your worker’s compensation policy may currently be subject to a painful annual audit.
With a PEO the annual audit is no longer needed reducing your time spent on it and allowing you to be more productive.
State Unemployment Tax Assessment
Another area where PEOs help reduce HR associated costs is with State Unemployment Tax Assessment.
When a client company partners with a PEO, it assumes the PEO’s State Unemployment Insurance rate (SUI Rate). Often the PEO SUI rate is lower than the client company rate.
Employment Practices Liability Insurance Policy
In addition to the above cost reducing benefits, most PEOs offer an Employment Practices Liability Insurance (EPLI) policy automatically at no additional cost to the client which negates the need to keep their existing policy hence cutting costs.
Payroll and Time Costs
Lastly, another critical and important consideration is soft dollar costs.
What is your time worth in dollars? How much do you value your time?
PEOs reduce a client company’s HR Administration workload and other the time spent on dealing with other issues such as health insurance and benefits, thereby increasing company productivity.
Payroll costs are also eliminated as they are automatically included in the PEO’s services.
2. ELEVATED EMPLOYEE BENEFITS
Since PEOs have thousands of employees under their master policies, e.g. health insurance, they can purchase more robust benefits at discounted rates.
This allows partnering client companies to offer Fortune 500 level benefits to their employees. This is a great advantage to retain “Top Talent” in their organization.
We have seen many 5 to 50 employee companies achieve these economies of scale simply by partnering with a PEO.
Other PEO client companies have reduced their co-pays and deductibles on their health plans while keeping costs lower than before.
Additional benefits the PEOs can offer are 401(k)s, Long-term and Short-term Disability, Life Insurance ($10-$25K of coverage is usually complementary to all employees), Dental insurance, TransitChek, etc.
3. RISK MANAGEMENT
When partnering with a PEO, a client company enters into a co-employment relationship, which means they now have a shared responsibility to face many types of threats.
Compliance With The Law
This is a great way to reduce the impact of regulation changes and other compliance requirements.
It is important to note that PEOs do not eliminate risk but by partnering with an experienced PEO, it helps reduce these risks.
By pooling companies under a PEO, the risks of the health insurance, workers’ compensation and SUI rates/premiums are significantly reduced from rising dramatically.
PEOs manage this risk internally and underwrite companies for appropriate fit into pools that reduce risk while screening out companies that might increase this risk.
On average PEOs have experienced single digit health insurance renewal rates while we have seen double digit renewal rates on companies policies outside the PEO, especially now as the result of the Affordable Care Act.
Sexual Harassment Lawsuits
PEOs help reduce the risk of employee sexual harassment lawsuits.
PEOs conduct training in these areas and make sure the client Employee Handbook is up to date and in accordance to the changing labor laws.
In a case where a lawsuit is going to be filed, PEOs have legal resources at their disposal which a client company can utilize. PEOs can step between the client company and the problem employee.
Terminating an Employee
If a client company needs the PEO to help fire or terminate an employee, the PEO can help minimize problems arising from this situation by stepping in and offering its expertise.
4. REGULATORY COMPLIANCE
PEOs have compliance experts who stay on top of the tremendous number of changes in labor laws, regulations and health care.
It has become increasingly difficult for companies to stay on top of these changes on their own.
Annually these changes accumulate and if some of these regulatory changes are not implemented, they can pose a serious threat to a company in the form of penalties or additional company costs to fix.
Recently, we have seen this problem alone become the primary reason for a company to partner with a PEO.
A Professional Employer Organization (PEO) can help solve small problems before they become large ones. Companies benefit from focusing their time on their “core competency” rather than wasting precious working hours on these issues.
Sharing this responsibility with the PEO often results in increased productivity.
5. BUSINESS SCALABILITY
A Human Capital organization such as a PEO has the infrastructure to handle a wide array of companies, typically from 5 to 500 employees or more.
If your company is a start-up with 2 to 5 employees, in growth mode, or a more established company with 150 employees, the PEO infrastructure can handle up- or down-scaling with minimal impact on your business.
As the PEOs grow their presence, it has become increasingly difficult to find and select the right one for your organization from among more than 700 currently operating in the US.
The Huldisch Group is here to help you bridge this gap at no additional cost to your firm.
We act as your broker to find the right match. Read about our Process of finding you a perfect PEO.