SWITCHING · LEAVING A PEO
Outgrown your PEO? Keep the benefits. Own the plan.
PEOs make sense at 20 employees. At 100+, you're often paying a bundled fee for things you can own outright: your health plan, your comp policy, your claims history.
ANNUAL ADMIN COST
POTENTIAL ANNUAL DIFFERENCE
$181,440
Admin fees only. Insurance premiums are quoted separately and may be higher or lower than your PEO's pooled rates. Illustrative pricing.
WHAT CHANGES
From renting your HR to owning it.
| Topic | WITH A PEO | WITH WORKLIO |
|---|---|---|
| Employer of record | The PEO, as co-employer | You |
| Health plan | The PEO's pooled master plan | Your own plan and your own claims data |
| Workers' comp | The PEO's master policy | Your policy and your experience mod |
| State unemployment | Often the PEO's account and rate | Your own account and rate history |
| Pricing | Bundled per-employee or % of payroll | Software per employee; broker pay disclosed |
| If you leave later | Re-shop everything at once | Your plans and policies stay yours |
HOW THE MOVE WORKS
Timed to your PEO renewal, with no gap in coverage.
Start 90–120 days before your PEO contract renews so benefits and comp can be quoted on your own census.
- 01Quote on your own census. Medical, comp, and EPLI priced for your company alone.
- 02Register your state accounts. We open withholding and unemployment accounts where needed.
- 03Match effective dates. New plans and policies start the day PEO coverage ends.
- 04Move payroll with YTD intact. Worklio HCM imports year-to-date wages and deductions.