1 in 3 startups in the US face penalties or compliance issues in their first three years because payroll, benefits, or HR processes were mishandled. For small teams, these aren’t just small mistakes, they eat into cash flow and distract leadership from growth.
This is why Professional Employer Organization (PEO) services have become popular worldwide. PEOs handle payroll, benefits, and compliance so that HR leaders and COOs can focus on strategy instead of admin.
Research shows that companies using PEO services are more stable and efficient. According to NAPEO, PEO clients experience an average ROI of 27%, 10–14% lower employee turnover, and are 50% less likely to shut down compared to similar businesses without a PEO. For startups managing limited budgets and investor expectations, this stability is critical.
PEO clients save $1,775 per employee per year
What Is a PEO vs EOR vs In-House HR
When evaluating HR solutions, founders often confuse PEO with EOR or assume in-house HR is the only way forward. The three are very different, and each has its place.
Comparing Staffing/HR Models
Quick view of what each model does and who it’s best for.
| Model | What It Does | Best Fit |
|---|---|---|
| PEO (Professional Employer Organization) | Co-employment model. You remain the legal employer but outsource HR functions like payroll, benefits, and compliance. | Companies with a legal entity in the country, scaling domestically. |
| EOR (Employer of Record) | The EOR becomes the legal employer in a new country where you don’t have an entity. They take on compliance, payroll, and contracts. | Companies hiring abroad without a local entity. |
| In-House HR | You manage everything internally with your own staff and systems. | Very small teams in one state/country, or companies that want full control despite higher costs. |
For US companies, use a PEO when scaling domestically with an entity. Use an EOR when entering a new market without one. Use in-house HR if you are very small or want to build everything internally despite the cost.
The Size of the PEO Market in 2025
The PEO industry has grown because the need is real and widespread. Data helps show why this model is no longer niche.
- There are 500+ PEO providers operating in the US today.
- About 208,000 small and medium-sized businesses already use PEO services.
- These companies represent around 4.5 million worksite employees under PEO contracts.
- The global market value was around US$66–70 billion in 2024, with forecasts suggesting ~11% annual growth through 2033.
For HR leaders and COOs, these numbers confirm that PEOs are widely adopted, tested, and validated by thousands of companies.
Benefits of PEO Services for Startups
The appeal of PEOs is not abstract, it comes down to measurable benefits for growing businesses.
- Cost Savings: NAPEO estimates that companies save an average of $1,775 per employee per year by using a PEO. This comes from reduced HR overhead, cheaper benefits, and fewer compliance penalties.
- Lower Turnover: Retaining talent is expensive and hard. PEO clients see 10–14% lower turnover, because they can offer stronger benefits and structured HR support.
- Faster Growth: Startups working with PEOs grow 7–9% faster than those without, because founders and HR leaders can focus on hiring and strategy instead of paperwork.
- Reduced Risk: PEOs keep businesses compliant with labor laws, tax filings, and health and safety rules, which reduces legal exposure.
- Stronger Survival Rate: Perhaps the strongest figure: PEO clients are about 50% less likely to shut down compared to non-PEO peers.
These benefits combine to create a safer and more predictable path for scale.
Companies using PEOs are 50% less likely to shut down
What PEOs Handle for Startups in Practice
Startups often underestimate the complexity of HR. A PEO covers tasks that, if missed, can lead to fines or lawsuits. For HRBPs and COOs, these are the areas PEOs usually manage:
- Payroll and taxes: Processing salaries, filing payroll taxes, and handling multi-state requirements.
- Benefits administration: Health insurance, retirement plans, dental and vision benefits, and compliance with healthcare laws.
- Workers’ compensation and risk: Managing insurance coverage, handling claims, and reducing exposure.
- Compliance support: Keeping the company up to date with changing labor laws, wage and hour rules, and safety standards.
- HR policies and handbooks: Drafting compliant employee policies and updating them regularly.
- HR systems: Providing HR software and onboarding platforms that small companies otherwise would need to purchase.
By outsourcing these, startups free leadership time and avoid the need to hire large in-house HR teams early.
How Much Do PEO Services Cost in 2025
Pricing is one of the first questions COOs and CFOs ask. While costs vary, there are well-established benchmarks that startups can use for planning.
Cost Breakdown for PEO/EOR Services
| Cost Type | Typical Range | Key Factors |
|---|---|---|
| Per-Employee Per Month (PEPM) | $100–$200 | Scope of services, benefits chosen |
| % of Payroll | 2%–6% | Varies by state, industry risk, and benefit costs |
| Annual Cost per Employee | $500–$1,500 | Depends on benefit richness and headcount |
| Hidden Costs | Setup, exit fees, benefit markups | Must be clarified in contract |
Larger companies often negotiate better rates, but hidden fees can add up quickly. Always request a full cost breakdown before signing with a provider.
Risks and When PEO Services Don’t Fit
While PEOs offer many advantages, they are not right for every situation. Leaders should consider the risks before committing.
- International hiring: PEOs generally cannot operate as legal employers abroad. If you need to hire internationally without an entity, you must use an EOR.
- Hidden fees: Some contracts include setup fees, termination fees, or pass-through benefit markups. These reduce ROI if not disclosed.
- Vendor quality: With hundreds of providers, service levels vary. Checking IRS CPEO certification, client references, and security standards is essential.
- Stage of growth: If you have fewer than 10 employees in one state, a PEO may be overkill. In-house or outsourced payroll alone might be enough.
Final Takeaway
PEO services are not just a way to outsource HR. They give startups a path to scale safely by cutting costs, reducing risk, and providing access to benefits that improve retention. For busy HRBPs and COOs, they remove the burden of payroll, compliance, and admin so leadership can focus on growth.
The decision is not whether a PEO works, it’s whether your startup has reached the stage where it makes sense.
FAQs
Q1. What is a PEO and how does it work?
A Professional Employer Organization (PEO) is a co-employment partner that helps companies manage HR functions such as payroll, benefits, compliance, and risk. The startup remains the legal employer, while the PEO handles day-to-day HR tasks to save time and reduce costs.
Q2. What is the difference between PEO and EOR?
A PEO requires your company to have a legal entity in the country. It shares HR responsibilities like payroll and compliance while you remain the employer. An Employer of Record (EOR) becomes the legal employer in a country where you don’t have an entity, allowing you to hire abroad quickly and compliantly.
Q3. How much do PEO services cost in 2025?
PEO services usually cost between $100–$200 per employee per month or 2–6% of total payroll. Some providers may also charge setup or exit fees. Costs depend on company size, benefits offered, and the number of states or countries you operate in.
Q4. What are the benefits of using PEO services for startups?
The main benefits include lower HR costs, better employee benefits, reduced compliance risk, and lower turnover rates. Studies show that startups using PEOs grow faster and are about 50% less likely to shut down compared to businesses that do not use one.
Q5. Do PEOs help with international hiring?
No, PEOs are designed for domestic operations where you already have a legal entity. For international hiring, you need an EOR (Employer of Record), which acts as the legal employer abroad and manages compliance and payroll in that country.
Q6. Is a PEO worth it for small businesses?
For startups with more than 10–15 employees or those expanding into multiple states, a PEO is usually worth it. They help reduce administrative burden and offer access to benefits that small companies cannot negotiate on their own. Very small businesses in one state may find payroll software or fractional HR services sufficient.
Q7. How do I choose the right PEO provider?
Check for IRS CPEO certification, transparent pricing, strong benefits options, and compliance coverage in all states you operate in. Ask for references and review data security standards (such as SOC or ISO compliance) before making a decision.
