Frequently Asked Questions

A PEO may fit an employer that needs payroll, benefits and HR administration under a co-employment agreement. It is not automatically cheaper. Compare total fees, benefits, retained responsibilities, service quality and exit terms against keeping your current arrangement before deciding.

Mid-year termination depends on your PEO contract, notice requirements and any early-exit fees. Before giving notice, confirm replacement benefits, payroll and tax-reporting responsibilities, workers’ compensation arrangements and data access. Coordinate effective dates to avoid coverage or payroll gaps; do not assume cancellation is unrestricted.

There is no single reliable average for every Houston employer. PEO proposals may use a per-employee fee or a percentage of payroll. Compare administration fees separately from benefit premiums, workers’ compensation and other charges, using the same census, effective date and services. Request an itemized proposal.

PEO proposals may include payroll administration, benefits administration, HR support, tax filing and platform access. The contract determines the scope; benefit premiums, workers’ compensation and onboarding or compliance services may be separate. Request an itemized proposal and identify the responsibilities your business retains.

A PEO provides contracted co-employment services; a PEO broker helps compare providers and proposals. Review which providers the broker considers, how the broker is compensated and any conflicts of interest. A broker comparison does not guarantee the lowest price or transfer your contractual responsibilities.

Yes. You maintain control over your business and your team. A PEO handles administrative tasks and compliance responsibilities, but you will still manage hiring decisions, set salaries, assign duties, and manage daily performance.

Headcount changes may affect per-employee charges, minimum fees, participation requirements and benefit eligibility. Check when changes must be reported, how payroll-based charges are recalculated and whether minimum commitments apply. Ask for written examples of both growth and reductions before signing the contract.