Hand Off Payroll, Benefits and HR Compliance Without Overpaying for It
PEO Broker Services in Houston
Primary Care Insurance Solutions is a PEO broker for small and mid-sized Houston employers. We compare more than 25 PEOs, itemize every fee, and negotiate the proposal from your side of the table.
Co-Employment 101
A PEO Shares the Paperwork, Not Your Business
A Professional Employer Organization handles the behind-the-scenes work of having employees: payroll, benefits, HR and compliance. You and the PEO become co-employers. You keep running the company.
What You Keep
Hiring and firing decisions, work schedules and tasks, and employee performance management.
What the PEO Takes On
Paying employees and payroll taxes, benefits administration including 401(k)s, workers' comp and unemployment claims, and employment compliance.
What Co-Employment Is Not
You do not give up control of your business. A PEO is not a leasing or temp agency, and it is not a boss to your employees.
Why Houston Employers Do It
Less legal and compliance risk, and fewer admin hours, without handing over management. A PEO is an extension of your team, not a replacement for it.
Services
What a PEO Takes Off Your Plate
Five areas that eat hours every month, run by people who do nothing else, with the Texas rules that change what you owe built in.
Payroll and Tax
Processing paychecks, managing W-2s and 1099s, and filing federal and local taxes. Texas has no state income tax, but payroll is still yours to run and report correctly, and a PEO does that and keeps you compliant.
Employee Benefits
Access to benefits and group health discounts a small employer cannot reach alone, plus COBRA administration and supplemental benefits that help you attract talent.
See moreHR Support
Employee handbooks, onboarding and offboarding, HR compliance guidance, and help with conflict resolution and terminations.
Risk Management and Compliance
Workers' comp coverage and claims handling, OSHA compliance and safety training, and liability reduction support. Texas does not require small businesses to carry workers' comp, but going without it exposes you, and a PEO connects you to plans that include it. Unemployment taxes stay your obligation, and a PEO registers you with the Texas Workforce Commission, handles quarterly filings and administers claims.
Technology and Tools
Self-service portals for payroll, benefits and time off, plus PTO and timekeeping systems most small employers cannot buy on their own.
How We Work
How We Run Your PEO Search
A PEO sells you its own contract. A broker is an independent advisor who represents you and shops the whole market on your industry, size, risk level and budget. This is the order we work in.
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First, We Compare More than 25 PEOs
We put pricing models, benefit plans, admin fees, technology platforms and contract terms from more than 25 PEOs into one comparison. Our dedicated reps prioritize broker-referred clients, so underwriting, proposals and onboarding move faster than they would if you approached each provider on your own.
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Then We Negotiate the Line Items
With the proposals side by side, admin fees, benefit costs, platform access and workers' comp are all moveable. Deconstructing a proposal and pushing back on inflated costs often saves 20% or more against going direct.
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Next, We Read the Contract with You
Once the price is settled, we go through the terms that bite you later: plan design flexibility, national and regional carrier access, platform usability, and an itemized admin fee structure with every cost in writing. We also ask what owners do not know to ask. Is the admin fee based on headcount or payroll? What happens if you add five employees next quarter? Can you opt out of bundled services you do not need? And we confirm the contract puts payroll tax filing, benefits compliance and 401(k) oversight with the PEO, in writing, and honors it.
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Finally, You Choose PEO or ASO
With the comparison and the contract clear, you pick the model. An ASO administers HR tasks while you keep full employer liability. A PEO shares payroll tax and workers' comp responsibility through co-employment. We map that cost and risk tradeoff to your business before you sign anything.
Pricing
What a PEO Costs, and How to Read the Proposal
Most PEOs charge either a percentage of your total payroll or a flat monthly fee per employee, and either way the fee covers admin, payroll, benefits, compliance and platform access. Two companies with the same headcount can still get very different quotes, so read what moves the number and what to watch for in each column before you compare totals.
Percentage of Payroll
How you are charged: a share of total wages, up to 12% of wages, so the fee moves with salaries. What moves the number: payroll volume above all, then the services bundled into the base admin fee, your workers' comp and industry risk, and any customization or multi-state work. What to watch: a rigid percentage model climbs as salaries rise whether or not you receive anything more in return, and pre-selected health plans and carriers with no flexibility leave you paying for coverage that does not fit your team or its network preferences.
Flat Fee per Employee
How you are charged: a flat monthly amount per head, around $1,500 per employee per year. What moves the number: headcount first, then the services bundled in, such as advanced compliance support, recruiting and onboarding help, custom handbooks and a dedicated HR professional, plus workers' comp and industry risk, where construction, manufacturing and other high-risk industries pay more, and customization such as tech integrations, custom reporting and multi-state compliance. What to watch: an included HR platform that later bills separately for time tracking, self-service portals, reporting, or payroll and accounting integrations.
An Itemized Proposal
How you are charged: the same money, named line by line, so admin fees, payroll, benefits, compliance and platform access are each visible. What moves the number: all four drivers at once, headcount and payroll volume, services bundled in, workers' comp and industry risk, and customization and location, including the state healthcare and HR rules that shift it. What to watch: line-item cost shifting, where costs are reallocated across the proposal instead of reduced, and a contract that renews itself with no mid-year pricing audit, taking away your leverage while fees quietly rise. Requesting a fully itemized quote stops both.
FAQ
Frequently Asked Questions
Is a PEO right for my business?
Yes, if you want to save on group health insurance and your overall admin and HR costs. A PEO is an excellent option for ongoing support throughout the year, and saves you time managing your team so you can focus on your business.
Can I cancel a PEO mid-year?
Yes, you should be able to cancel your PEO mid-year, but keep in mind that some contracts have an early termination clause that would require any additional fees to apply. Be sure to read through your contract to find out if and what fees might apply.
What’s the average cost of a PEO in Houston?
Most PEOs charge around $1500 per employee every year. But those costs vary greatly based on your benefits needs and the size of your business.
What services are typically included in PEO pricing?
PEO pricing typically includes payroll administration, employee benefits management, HR compliance, tax filing, and access to an HR platform. Some PEOs charge separately for things like onboarding support, ACA compliance, or HRIS tools. This is why it is best to get an itemized quote.
What is the difference between a PEO and a PEO broker?
A PEO is a service provider while a PEO broker is an independent advisor who helps you compare multiple PEOs. A broker represents you, not multiple companies. They’re you’re best bet at avoiding costly red flags and helping you get the most competitive proposal possible.
Do I still manage my employees if I use a PEO?
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.
What happens if I grow or shrink my team during a PEO contract?
Most PEOs adjust your fees based on your headcount each month. However, contract flexibility varies. Some PEOs allow scaling up or down without penalties; others may charge fees or require notice. A broker can help you find a contract that supports growth.
Reviews
What Our Clients Are Saying
Let's Find the PEO That Fits Your Team and Your Budget
Tell us your headcount, your industry and what you need covered. We come back with itemized proposals from the PEOs that actually compete for Houston business.