The best 7 PEO HR solutions in 2025

Author

The Rippling Team

Published

August 19, 2024

Updated

November 10, 2025

Read time

11 MIN

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In this article

When nearly 97% of HR leaders spend at least a quarter of their time on admin work, you could be forgiven for thinking that HR stands for “hurry, reconcile,” or maybe “hurry, redo!” It’s no wonder payroll deadlines sneak up, compliance feels like a moving target, and the office Slack channel doubles as a help desk and group therapy session. Maybe you can automate a form or two, but someone still has to chase down signatures and double-check deductions.

That’s where professional employer organizations come in. In this roundup, we compare the top providers and how they stack up when it comes to payroll, benefits, compliance, and other key features. So you can choose a tool that makes your life easier in 2025 (and ditch the spreadsheets for good).

What is a PEO?

A professional employer organization (PEO) partners with your business to provide HR support with administrative tasks like payroll, benefits, and compliance. By removing the busy work from human resources, a PEO frees valuable time and resources for your people operations professionals to focus on strategic work.

Other benefits of working with a PEO include access to better quality benefits and shared compliance risk. Because PEOs operate on a co-employment model, they share liability with your business in specified areas and have a powerful incentive to exercise diligence when it comes to compliance. Their superior size gives them leverage when negotiating benefits packages with insurers, and PEOs typically pass those savings on to their clients.

When do you need a PEO in your company?

A PEO can benefit any organization where the administrative tasks associated with HR have become overwhelming and prevent your people team from engaging in the strategic work needed to grow the business.

It’s not a question of size or complexity as much as it is of time. If your HR team spends more time downloading reports or coordinating payroll than thinking of ways to source and retain top talent, for example, it may be time to consider partnering with a PEO.

A PEO can also be helpful with rapid headcount increase, geographic expansion. Suddenly having more employees to service can put a strain on smaller HR teams; expanding across state lines or national borders comes with new rules, regulations, and policies that may prove too complex to learn and implement in a short period of time.

Quick comparison: Best PEO services at a glance

The table below compares some of the most popular PEO providers across the core features that matter most, like coverage, compliance, benefits and flexibility.

Provider	50-state availability	Payroll	Benefits access	Worker’s comp	HR advisory	ACA & COBRA administration	Compliance monitoring	HR platform integration	Flexibility
Rippling	Supports operations in all US states, enabling a single partner for payroll, benefits, and HR compliance across jurisdictions	Automates payroll across federal, state, and local levels, handling taxes, filings, and remittance	Access to large-group benefit plans typically available only to larger enterprises, improving offer competitiveness	Coverage for workers’ compensation integrated into the PEO model, with flexibility such as pay-as-you-go available to match workforce fluctuations	Certified HR and risk-management professionals available to advise on employment law, workplace policies, and operational compliance	ACA reporting and COBRA management are handled within the PEO framework, reducing internal overhead	Offers employee-level, automated tracking and built-in workflows that flag local minimum-wage changes, state tax registrations, and other regulatory risks	Platform unites HR, payroll, IT device/app management, and spend under one system of record	Option to toggle the PEO model on and off while retaining the HR/IT platform and data, enabling operational flexibility as their business evolves
Paychex	Provides coverage for payroll and compliance across US jurisdictions, though scope and support may vary by state	Runs standard payroll processing with tax filing across multiple levels of government; functions are not fully unified with HR or IT systems	Offers access to group benefit plans but relies on external insurance providers and standard plan structures	Includes workers’ compensation services and basic safety programs; customization depends on state regulations and underwriting approval	Assigns HR specialists for guidance, though support may be segmented across teams rather than delivered through one dedicated advisor	Provides general compliance support, but only offers ACA or COBRA handling as an add-on	Assistance with regulations and workplace safety, though tools appear advisory rather than automated	Combines HR, payroll, and benefits in a shared system but lacks integration beyond core HR functions	Focuses on scalable service tiers rather than platform-level control; switching between service types would require new setup
Deel	Support for US payroll and compliance across states	Runs U.S. payroll on a separate system from Deel’s global platform, creating duplicate workflows for multi-country teams	Provides access to insurance and benefit plans via external providers; limited transparency re: plan customization and pricing	Offers support for workers’ compensation compliance, but does not describe how policies are sourced or administered	Includes HR guidance and training materials, though access is oriented toward self-service resources rather than direct advisory	Provides general compliance support, but outsources COBRA to a third-party partner and handles only ACA reporting	Assistance with regulations and workplace safety, though tools appear advisory rather than automated	Combines HR, payroll, and benefits in a shared system via 11 different acquisitions of third-party tools	Supports scaling across states, but the process for exiting or reconfiguring the PEO model isn’t clearly explained
Justworks	Supports payroll, benefits, and compliance in all 50 states, with systems built around small-business needs rather than large-scale enterprise operations	Handles automated payroll, tax filings, and W-2 management for salaried and hourly employees, though customization for complex pay structures is limited	Provides access to medical, dental, and vision plans through national carriers, with options suited to smaller teams rather than enterprise-level coverage	Includes workers’ compensation coverage and safety compliance as part of its PEO package	Offers access to certified HR consultants for day-to-day guidance, basic compliance and policy support	Manages ACA reporting and COBRA administration for enrolled benefits, primarily through standard workflows rather than configurable automation	Covers core employment-law and benefits-compliance requirements across jurisdictions	Combines HR, payroll, time tracking, and benefits administration in one dashboard; no mention of IT or finance functionality	Designed to scale with small to mid-sized teams; moving beyond the PEO model or adding advanced modules would require migration to other systems
Papaya Global	Supports US employment through a global platform but may lack deep state-specific expertise	Runs US payroll and taxes centrally; niche state rules may need manual handling	Offers benefits via global partners; large-group US plans are not emphasized	Facilitates coverage where required, though administration may sit with outside carriers	Provides compliance guidance, but US-specific policy support appears limited	Can manage benefits compliance; detailed ACA and COBRA workflows not described	Covers general US labor compliance; state-level updates may rely on manual review	Centralizes HR and payroll globally, but lacks integrated IT or spend modules	Enables switching between global models, though US transitions may require reconfiguration
ADP TotalSource	Provides nationwide coverage but may feel rigid for smaller or fast-moving employers	Handles payroll and tax filings reliably; workflow flexibility appears limited	Offers access to large benefit networks, though plan choice may skew toward standard options	Includes coverage and risk services, but pay-as-you-go flexibility isn’t emphasized	Gives access to certified HR support	Manages required filings, but automation depth varies by setup	Covers major laws and tax requirements; state-specific alerts are not highlighted	Combines HR, payroll, and benefits; IT and finance tools available through marketplace partners	Scales well for larger firms but may require migration to exit the PEO model
TriNet	Nationwide PEO coverage across all major industries; service delivery appears tailored by vertical rather than unified through a single system	Runs compliant payroll and tax filings for multi-state teams, though automation and workflow control are less customizable than platform-based systems	Offers industry-specific benefit plans through national carriers	Includes coverage and risk services aligned to industry norms; custom configuration and policy linking across entities are not emphasized	Provides dedicated HR experts with industry knowledge; support may be more consultative than system-driven	Manages benefit compliance through TriNet’s internal teams; minimal automation and self-service tools	Addresses federal and state employment requirements with industry-aligned guidance	Centralizes HR, payroll, and benefits under TriNet’s portal; but no broader in-house coverage across IT or finance tools	Designed for long-term PEO relationships within defined industries

Methodology: How we chose the PEO providers

To find the best PEO providers in 2025, we focused on features and functionality, assessing each tool based on key capabilities that matter to any business. Consistency means differences reflect actual differentiators. Our research focused on materials published by providers themselves, and included:

Official product websites. We started with each provider’s official product page to verify features, service scope, and coverage. These reflect the most up-to-date, legally accurate description of what the product actually offers.
Demos and documentation. When available, we reviewed official product walkthroughs, feature explainers, and setup guides to gauge how integrated (or manual) certain processes really are.
Customer reviews and write-ups. We consulted review platforms and unpaid writeups but treated them like secondary sources. User feedback can surface recurring pain points or standout features, but isn’t always representative or recent.

Rippling editorial policy: Rippling puts our customers (and prospective customers!) first. The Rippling team is committed to providing information supported by product data, insights, and customer feedback to inform our content.

The top PEO companies in the market

If your organization is considering partnering with a PEO, understanding the features and tools different solutions offer can help you make an informed decision. Not all PEO solutions offer the same functionality, so it’s important to understand your business’ needs when evaluating providers.

1. Rippling

By syncing all of your HR, IT, and finance data across a single, unified platform, Rippling allows you to automate and streamline important HR administrative work like payroll, benefits, worker’s compensation, and onboarding. Over 650 native-built integrations and event-triggered workflows remove the need to navigate across multiple HR platforms to complete important tasks, and automated compliance tracking keeps you up to date of important regulatory changes.

Rippling support comes in the form of talented HR advisors and benefits, including large group health plans, 401(k) plans through an integration with Guideline, HSA, FSA, and commuter flex benefits. Rippling also offers a pay-as-you-go option for workers’ compensation insurance and provides access to EPLI coverage to protect your business.

Rippling feature snapshot

Feature	Details
50-state availability	Supports operations in all US states, enabling a single partner for payroll, benefits, and HR compliance across jurisdictions
Payroll	Automates payroll across federal, state, and local levels, handling taxes, filings, and remittance
Benefits access	Access to large-group benefit plans typically available only to larger enterprises, improving offer competitiveness
Worker’s comp	Coverage for workers’ compensation integrated into the PEO model, with flexibility such as pay-as-you-go available to match workforce fluctuations
HR advisory	Certified HR and risk-management professionals available to advise on employment law, workplace policies, and operational compliance
ACA & COBRA administration	ACA reporting and COBRA management are handled within the PEO framework, reducing internal overhead
Compliance monitoring	Offers automated alerts and built-in workflows that flag local minimum-wage changes, state tax registrations, and other regulatory risks
HR platform integration	Platform unites HR, payroll, IT device/app management, and spend under one system of record
Flexibility	Option to toggle the PEO model on and off while retaining the HR/IT platform and data, enabling operational flexibility as their business evolves through intermediary HR Services

Where Rippling falls short:

Some payroll features limited to the US

Big-company benefits and expert support

See Rippling

2. Paychex

Originally a payroll services provider, Paychex expanded its service offering to include PEO, albeit on a limited basis. Businesses looking for a human touch will appreciate the option for an on-site HR manager.

While Paychex brings several decades of experience to the PEO game, its growth by acquisition can cause complications. Unlike a natively-built system, Paychex relies on a complicated set of interconnected technologies to provide its services — making one update can require updates across different modules.

Paychex feature snapshot

Feature	Details	Paychex
50-state availability	Supports operations in all US states, enabling a single partner for payroll, benefits, and HR compliance across jurisdictions	Provides coverage for payroll and compliance across US jurisdictions, though scope and support may vary by state
Payroll	Automates payroll across federal, state, and local levels, handling taxes, filings, and remittance	Runs standard payroll processing with tax filing across multiple levels of government; functions are not fully unified with HR or IT systems
Benefits access	Access to large-group benefit plans typically available only to larger enterprises, improving offer competitiveness	Offers access to group benefit plans but relies on external insurance providers and standard plan structures
Worker’s comp	Coverage for workers’ compensation integrated into the PEO model, with flexibility such as pay-as-you-go available to match workforce fluctuations	Includes workers’ compensation services and basic safety programs; customization depends on state regulations and underwriting approval
HR advisory	Certified HR and risk-management professionals available to advise on employment law, workplace policies, and operational compliance	Assigns HR specialists for guidance, though support may be segmented across teams rather than delivered through one dedicated advisor
ACA & COBRA administration	ACA reporting and COBRA management are handled within the PEO framework, reducing internal overhead	Provides general compliance support, but only offers ACA or COBRA handling as an add-on
Compliance monitoring	Offers automated alerts and built-in workflows that flag local minimum-wage changes, state tax registrations, and other regulatory risks	Assistance with regulations and workplace safety, though tools appear advisory rather than automated
HR platform integration	Platform unites HR, payroll, IT device/app management, and spend under one system of record	Combines HR, payroll, and benefits in a shared system but lacks integration beyond core HR functions
Flexibility	Option to toggle the PEO model on and off while retaining the HR/IT platform and data, enabling operational flexibility as their business evolves	Focuses on scalable service tiers rather than platform-level control; switching between service types would require new setup

Where Paychex falls short:

Limited HR capabilities can make scaling difficult
Legacy technology with minimal integrations
Small changes may require redesigning your system from the ground up

3. Deel

For smaller businesses or startups unsure about committing to a PEO service provider, Deel’s straightforward software could be a great way to test the waters. Deel performs particularly well when it comes to payroll administration, with tools for local and global payruns, tax filings, and compliance.

That said, Deel’s software-first approach comes with some drawbacks. This PEO provider doesn’t offer a mobile app or a self-serve platform for employees, and support options rely heavily on self-help. There’s no automatic connection to a support specialist, for example. This becomes cause for concern when you consider that the Deel interface comes with a steep learning curve.

Deel feature snapshot

Feature	Details	Deel
50-state availability	Supports operations in all US states, enabling a single partner for payroll, benefits, and HR compliance across jurisdictions	Support for US payroll and compliance across states
Payroll	Automates payroll across federal, state, and local levels, handling taxes, filings, and remittance	Runs U.S. payroll on a separate system from Deel’s global platform, creating duplicate workflows for multi-country teams
Benefits access	Access to large-group benefit plans typically available only to larger enterprises, improving offer competitiveness	Provides access to insurance and benefit plans via external providers; limited transparency re: plan customization and pricing
Worker’s comp	Coverage for workers’ compensation integrated into the PEO model, with flexibility such as pay-as-you-go available to match workforce fluctuations	Offers support for workers’ compensation compliance, but does not describe how policies are sourced or administered
HR advisory	Certified HR and risk-management professionals available to advise on employment law, workplace policies, and operational compliance	Includes HR guidance and training materials, though access is oriented toward self-service resources rather than direct advisory
ACA & COBRA administration	ACA reporting and COBRA management are handled within the PEO framework, reducing internal overhead	Provides general compliance support, but outsources COBRA to a third-party partner and handles only ACA reporting
Compliance monitoring	Offers automated alerts and built-in workflows that flag local minimum-wage changes, state tax registrations, and other regulatory risks	Assistance with regulations and workplace safety, though tools appear advisory rather than automated
HR platform integration	Platform unites HR, payroll, IT device/app management, and spend under one system of record	Combines HR, payroll, and benefits in a shared system via 11 different acquisitions of third-party tools
Flexibility	Option to toggle the PEO model on and off while retaining the HR/IT platform and data, enabling operational flexibility as their business evolves	Supports scaling across states, but the process for exiting or reconfiguring the PEO model isn’t clearly explained

Where Deel falls short:

Limited features compared to other PEO services
Complex interface and slow customer support
Dependencies on third party systems like Prism and ThrivePass

4. Justworks

One of the newer players in the PEO space, Justworks receives praise for its clear pricing model designed to scale with your business. Partner businesses have a choice between two plans offering different levels of support, ranging from the basis of HR administration to help with benefits packages.

If your organization commits to Justworks and later decides to work with another provider, the changeover process may prove painful. There’s no easy toggle-on and toggle-off option, especially when it comes to state unemployment tax compliance. Leaving Justworks means setting up new SUTA accounts in up to 23 states.

Justworks feature snapshot

Feature	Details
50-state availability	Supports operations in all US states, enabling a single partner for payroll, benefits, and HR compliance across jurisdictions	Supports payroll, benefits, and compliance in all 50 states, with systems built around small-business needs rather than large-scale enterprise operations
Payroll	Automates payroll across federal, state, and local levels, handling taxes, filings, and remittance	Handles automated payroll, tax filings, and W-2 management for salaried and hourly employees, though customization for complex pay structures is limited
Benefits access	Access to large-group benefit plans typically available only to larger enterprises, improving offer competitiveness	Provides access to medical, dental, and vision plans through national carriers, with options suited to smaller teams rather than enterprise-level coverage
Worker’s comp	Coverage for workers’ compensation integrated into the PEO model, with flexibility such as pay-as-you-go available to match workforce fluctuations	Includes workers’ compensation coverage and safety compliance as part of its PEO package
HR advisory	Certified HR and risk-management professionals available to advise on employment law, workplace policies, and operational compliance	Offers access to certified HR consultants for day-to-day guidance, basic compliance and policy support
ACA & COBRA administration	ACA reporting and COBRA management are handled within the PEO framework, reducing internal overhead	Manages ACA reporting and COBRA administration for enrolled benefits, primarily through standard workflows rather than configurable automation
Compliance monitoring	Offers automated alerts and built-in workflows that flag local minimum-wage changes, state tax registrations, and other regulatory risks	Covers core employment-law and benefits-compliance requirements across jurisdictions
HR platform integration	Platform unites HR, payroll, IT device/app management, and spend under one system of record	Combines HR, payroll, time tracking, and benefits administration in one dashboard; no mention of IT or finance functionality
Flexibility	Option to toggle the PEO model on and off while retaining the HR/IT platform and data, enabling operational flexibility as their business evolves	Designed to scale with small to mid-sized teams; moving beyond the PEO model or adding advanced modules would require migration to other systems

Where Justworks falls short:

No mobile app
Basic features are only available as add-ons
Does not manage SUTA accounts for partner businesses

5. Papaya Global

Known for its international presence, Papaya Global offers PEO services suitable for businesses with an international presence, including global payroll and compliance. This provider also supports international onboarding and benefits management. For businesses that rely heavily on contractors, Papaya Global offers a PEO package specifically for non-employee workers.

In order to provide services around the world, Papaya Global relies on a network of in-country payment providers to which it outsources payroll functions. This can lead to delays and a lack of transparency if problems arise.

Papaya Global feature snapshot

Feature	Details
50-state availability	Supports operations in all US states, enabling a single partner for payroll, benefits, and HR compliance across jurisdictions	Supports US employment through a global platform but may lack deep state-specific expertise
Payroll	Automates payroll across federal, state, and local levels, handling taxes, filings, and remittance	Runs US payroll and taxes centrally; niche state rules may need manual handling
Benefits access	Access to large-group benefit plans typically available only to larger enterprises, improving offer competitiveness	Offers benefits via global partners; large-group US plans are not emphasized
Worker’s comp	Coverage for workers’ compensation integrated into the PEO model, with flexibility such as pay-as-you-go available to match workforce fluctuations	Facilitates coverage where required, though administration may sit with outside carriers
HR advisory	Certified HR and risk-management professionals available to advise on employment law, workplace policies, and operational compliance	Provides compliance guidance, but US-specific policy support appears limited
ACA & COBRA administration	ACA reporting and COBRA management are handled within the PEO framework, reducing internal overhead	Can manage benefits compliance; detailed ACA and COBRA workflows not described
Compliance monitoring	Offers automated alerts and built-in workflows that flag local minimum-wage changes, state tax registrations, and other regulatory risks	Covers general US labor compliance; state-level updates may rely on manual review
HR platform integration	Platform unites HR, payroll, IT device/app management, and spend under one system of record	Centralizes HR and payroll globally, but lacks integrated IT or spend modules
Flexibility	Option to toggle the PEO model on and off while retaining the HR/IT platform and data, enabling operational flexibility as their business evolves	Enables switching between global models, though US transitions may require reconfiguration

Where Papaya Global falls short:

Setup process can last up to three months
Limited integrations
Dependencies on third-parties for payroll and support

6. ADP TotalSource

One of the oldest providers of payroll administration and other HR services, ADP’s PEO offering, TotalSource, aims to provide comprehensive support that ranges from straightforward payroll to learning management systems to talent acquisition.

Similar to Paychex and Deel, ADP developed its suite of HR software solutions primarily through acquisition rather than in-house development. This can lead to challenges with adoption, as employees will need to master different interfaces and tools to benefit from all of TotalSource’s features. And while TotalSource does offer automations and custom workflows, they’re not as numerous or powerful as some other PEO solutions.

ADP TotalSource feature snapshot

Feature	Details	ADP TotalSource
50-state availability	Supports operations in all US states, enabling a single partner for payroll, benefits, and HR compliance across jurisdictions	Provides nationwide coverage, but may feel rigid for smaller or fast-moving employers
Payroll	Automates payroll across federal, state, and local levels, handling taxes, filings, and remittance	Handles payroll and tax filings reliably; workflow flexibility appears limited
Benefits access	Access to large-group benefit plans typically available only to larger enterprises, improving offer competitiveness	Offers access to large benefit networks, though plan choice may skew toward standard options
Worker’s comp	Coverage for workers’ compensation integrated into the PEO model, with flexibility such as pay-as-you-go available to match workforce fluctuations	Includes coverage and risk services, but pay-as-you-go flexibility isn’t emphasized
HR advisory	Certified HR and risk-management professionals available to advise on employment law, workplace policies, and operational compliance	Gives access to certified HR support
ACA & COBRA administration	ACA reporting and COBRA management are handled within the PEO framework, reducing internal overhead	Manages required filings, but automation depth varies by setup
Compliance monitoring	Offers automated alerts and built-in workflows that flag local minimum-wage changes, state tax registrations, and other regulatory risks	Covers major laws and tax requirements; state-specific alerts are not highlighted
HR platform integration	Platform unites HR, payroll, IT device/app management, and spend under one system of record	Combines HR, payroll, and benefits; IT and finance tools available through marketplace partners
Flexibility	Option to toggle the PEO model on and off while retaining the HR/IT platform and data, enabling operational flexibility as their business evolves	Scales well for larger firms, but may require migration to exit the PEO model

Where ADP TotalSource falls short:

Limited automations with no event-based triggers
Complex interface with steep learning curve
Recruitment tools not as comprehensive as some competitors

7. TriNet

TriNet’s PEO offering focuses on providing small and mid-size businesses with access to attractive benefits packages. The platform also offers payroll administration, time and attendance tracking, and automated onboarding support.

Many table-stakes features, like payroll management, recruitment, and HR advisory services, aren’t included in basic packages, meaning you’ll pay extra. TriNet also offers basic, but limited, reporting and integrations with third-party apps.

TriNet feature snapshot

Feature	Details	TriNet
50-state availability	Supports operations in all US states, enabling a single partner for payroll, benefits, and HR compliance across jurisdictions	Nationwide PEO coverage across all major industries; service delivery appears tailored by vertical rather than unified through a single system
Payroll	Automates payroll across federal, state, and local levels, handling taxes, filings, and remittance	Runs compliant payroll and tax filings for multi-state teams, though automation and workflow control are less customizable than platform-based systems
Benefits access	Access to large-group benefit plans typically available only to larger enterprises, improving offer competitiveness	Offers industry-specific benefit plans through national carriers
Worker’s comp	Coverage for workers’ compensation integrated into the PEO model, with flexibility such as pay-as-you-go available to match workforce fluctuations	Includes coverage and risk services aligned to industry norms; custom configuration and policy linking across entities are not emphasized
HR advisory	Certified HR and risk-management professionals available to advise on employment law, workplace policies, and operational compliance	Provides dedicated HR experts with industry knowledge; support may be more consultative than system-driven
ACA & COBRA administration	ACA reporting and COBRA management are handled within the PEO framework, reducing internal overhead	Manages benefit compliance through TriNet’s internal teams; minimal automation and self-service tools
Compliance monitoring	Offers automated alerts and built-in workflows that flag local minimum-wage changes, state tax registrations, and other regulatory risks	Addresses federal and state employment requirements with industry-aligned guidance
HR platform integration	Platform unites HR, payroll, IT device/app management, and spend under one system of record	Centralizes HR, payroll, and benefits under TriNet’s portal; but no broader in-house coverage across IT or finance tools
Flexibility	Option to toggle the PEO model on and off while retaining the HR/IT platform and data, enabling operational flexibility as their business evolves	Designed for long-term PEO relationships within defined industries

Where TriNet falls short:

Basic HR functionality not suited for complex workflows
Minimal learning management and task management features
Limited integrations with third-party apps and tools

How to choose a PEO provider

When choosing a PEO provider, start by considering the type of support your organization needs. Many PEOs offer an extensive array of services, making it easy to get lost in features and tools that may not actually benefit your company.

Not sure which services your organization needs? Ask the HR team which tasks they find most frustrating or take the most time away from important strategic work.

Payroll capabilities

Payroll administration is one of your business’ most important responsibilities. Not only does late or inaccurate pay lead to stress for your employees, but failure to properly report, withhold, and deposit payroll taxes can lead to penalties from the IRS.

A PEO that manages all aspects of payroll administration, from scheduling payruns to completing the required Form 941 or Form 944, can remove a significant administrative burden from your HR team.

Management of employee benefits

Small and midsize businesses sometimes struggle when negotiating employee benefits packages due to their size and lack of comparative bargaining power. The result? Employees pay more for less comprehensive health coverage or fewer savings options.

PEOs, which partner with multiple organizations, have greater negotiating power with insurers and other providers. This means richer benefits for your employees at a lower cost.

Number of employees

The size of your headcount can also have cost implications. Some PEOs charge a flat annual or monthly fee based on the size of your payroll, but others charge a per-employee fee.

Why Rippling PEO is your best choice

There’s only one truly integrated PEO provider: Rippling. Compared to other outdated systems, Rippling offers a next-generation platform for growing businesses — and you can turn Rippling’s PEO product on or off as it suits your needs. Plus, Rippling has over 650 integrations with the most popular apps and tools, fitting seamlessly into whatever systems and workflows your team has in place.

Rippling PEO offers automated compliance monitoring that covers local, state, and federal levels. It provides real-time alerts regarding labor law changes through Mineral, and offers actionable guidance to promptly address potential compliance issues. Rippling PEO also automatically sends electronic labor law posters to your employees — directly to their Rippling account. This proactive approach streamlines compliance management and, in turn, safeguards your business from potential legal and financial consequences.

With Rippling PEO, managing benefits compliance is simple. In case of on-the-job injuries, Rippling’s workers' comp policy helps safeguards employers and the Rippling PEO team helps with claims administration, ensuring a smooth process.

With Rippling you can:

Access talented HR advisors and big-company benefits, likely for less than you pay now. You can also pay as you go for workers’ compensation insurance and get access to EPLI coverage to protect your growing business.
Protect your business with automated, worry-free compliance. Rippling PEO supports your federal, state, and local labor compliance with ACA and COBRA administration, mandatory workplace posters, minimum wage compliance, and more. It also handles automatic state and local payroll tax account creation and ongoing annual SUI rate management for you.
Manage a distributed team from anywhere. From automatic state tax registration to remote laptop management, Rippling PEO makes it easy to hire and onboard people anywhere.
Easily move on and off Rippling PEO. With other PEOs, that requires a painful switching process. With Rippling, all you need to do is turn off the PEO and transition seamlessly to our integrated HR platform. All your data and systems stay intact and your employees keep using Rippling the same way they did before. Rippling PEO is the only PEO made to scale with your growing business.

“I don't need to obsess about HR. The fact that we were able to automate and move on to the PEO, add in spend management and performance management and all of these other things through Rippling — I don't know how to prescribe a quantifiable value to that. I can spend time on things that are gonna have exponential ROI relative to me worrying about how we do state compliance. None of that drives value in my business. It's completely freed up my time to focus on the stuff that is actually going to take this business to the next level.

Dan Krzmarzick

Co-founder and CFO at Revology

Scale faster on Rippling

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PEO services FAQ

What are the differences between Rippling HR Services and a PEO?

A PEO generally uses a co-employment model to provide administrative HR support, sharing responsibilities and risk with your organization. Rippling HR Services can support many of the same tasks but remains entirely separate from your organization with no sharing of liability when it comes to compliance matters. Rippling HR Services tend to offer more flexibility and control, however companies don’t benefit from cost savings the way they can with a PEO.

What is the difference between a PPO and a PEO?

A PEO and a preferred provider network (PPO) serve two very different purposes. A PEO provides support with certain HR tasks, such as payroll, benefits administration, and tax compliance. A PPO is a type of insurance network that allows members to receive services from designated providers without a referral in exchange for higher out of pocket costs.

Who should use a PEO?

You should use a PEO if your business needs comprehensive HR support, but you prefer to outsource the function for cost or convenience reasons. It’s best suited to teams that spend too much time on payroll, compliance, and onboarding instead of strategy. If you’re hiring across states, growing fast, or struggling to stay on top of labor laws, a PEO can take over the administrative load so you can focus on running the business.

Meet the platform powering your PEO

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Disclaimer

Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.

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The Rippling Team

Global HR, IT, and Finance know-how directly from the Rippling team.

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