What a PEO handles
Outsource payroll, benefits, and HR — matched to the right PEO.
Too much of your week going to payroll, benefits, and HR paperwork? PEO Atlas is a free matching service that helps small and growing US businesses compare PEO and HR outsourcing providers that fit their size, state, and needs.
What a PEO handles
Everything a PEO takes off your plate
A PEO bundles the back-office work of being an employer. Here's what a provider can handle for you — pick one to see how it works.
Run payroll, file payroll taxes, W-2s, multi-state withholding.
See how →Health, dental, vision, and retirement through a pooled plan.
See how →Handbooks, notices, I-9s, and state and federal filings.
See how →Coverage, claims, and pay-as-you-go workplace safety.
See how →Offer letters, background checks, new-hire workflows.
See how →Self-service portal, PTO tracking, documents, reporting.
See how →Free matching
How PEO Atlas works
Four clear steps — and you stay in control the whole way.
Your headcount, your state, and what you need help with — payroll, benefits, compliance, or all of it. Business and need details only — never EINs or employee records.
We connect you with vetted PEO and HR outsourcing providers that fit your size, state, and goals, at no cost to you.
Compare services, fees, and benefits networks side by side. Ask about the contract, setup, and exit terms before you commit.
You decide who to work with and read the agreement before you sign. PEO Atlas never signs anything for you.
Honest pricing
Honest PEO cost ranges
Real numbers depend on headcount, the services you choose, and your state. These are typical ranges, not quotes.
Learn the basics
Start with the basics
Plain-language guides to what a PEO is, what it costs, and how to choose one — no jargon, no sales pitch.
A plain-language guide to what a Professional Employer Organization (PEO) is, how the co-employment model works, what it handles, and whether it fits a small or growing business.
Learn more → What a PEO really costsHonest cost ranges for a PEO — per-employee-per-month vs percentage-of-payroll pricing, what's bundled in, hidden fees to watch for, and how to compare quotes apples-to-apples.
Learn more → How to choose a PEO without the sales pressureHow to evaluate a PEO before you sign — accreditation, benefits network, contract terms, fees, service model, and the questions that reveal whether a provider really fits your business.
Learn more → PEO vs a payroll service — what's the difference?A plain comparison of a PEO and a standalone payroll service — co-employment vs software, what each handles, what each costs, and which makes sense for your size and needs.
Learn more → Co-employment, explained simplyWhat co-employment actually means when you work with a PEO — who's the employer of record, who controls hiring and firing, who's liable, and what stays in your hands.
Learn more → Is a PEO worth it for a small business?When a PEO makes sense for a small business, when it doesn't, the headcount where it usually pays off, and the honest trade-offs in cost, control, and benefits.
Learn more →What this service does
PEO Atlas helps you find and compare PEO and HR outsourcing providers. We are not a PEO, payroll company, benefits broker, insurance agency, tax firm, or law firm, and we do not perform HR work. Our role is simple: we help you understand your options and get matched with providers that may fit your business.
A PEO, or Professional Employer Organization, can help with the back-office side of being an employer: payroll, payroll taxes, employee benefits, HR compliance support, workers' comp administration, hiring tools, onboarding, and routine HR admin. What is included depends on the provider and the package.
If you are new to running a US business, think of it like this: your company still runs the business, manages your team, and makes decisions. A PEO can take a large part of the employer paperwork stack off your plate so you spend less time chasing forms, deadlines, and HR systems.
What a PEO can handle
Many small businesses look at a PEO when payroll is taking too long, benefits are hard to manage, or state and federal employer rules feel confusing. A PEO can bundle several employer services into one relationship, though each provider structures services a little differently.
Common areas a provider may help with include:
- Payroll processing and payroll tax administration
- Employee benefits access and benefits administration
- HR compliance support and employee handbook tools
- Workers' comp administration and related reporting
- New-hire onboarding, hiring support, and HR systems
- Time tracking, PTO tracking, and general HR admin
You can learn more about the service categories on our services page. Rules, taxes, and benefits vary by state, so what makes sense for a business in one state may not be the best fit in another.
How co-employment works — in plain English
This is the part many owners worry about first. In a PEO arrangement, the PEO becomes a co-employer for certain payroll, tax, and benefits purposes. That helps the provider administer payroll, benefits, and related employer functions.
Your business still stays in control of the company. You choose who to hire, who to let go, what people are paid, what schedules they work, and how day-to-day work gets done. The PEO does not run your business for you.
That control point matters. A good provider should explain clearly what they handle, what you still handle, and where responsibilities are shared. Always read the full contract, including fees, term length, renewal terms, and exit terms, before signing.
What it may cost
PEO pricing usually falls into one of two common models: a per-employee-per-month fee or a percentage-of-payroll fee. A rough market range is around $40-$160 per employee per month, or roughly 2%-12% of payroll, depending on the provider.
Those numbers are general ranges, not quotes. The real price depends on your headcount, your state, your industry, your claims history, and which services you want included. Benefits choices and workers' comp needs can affect pricing too.
If a quote looks confusing, slow down and ask for a clear fee breakdown. Watch for vague bundled fees, long lock-in terms, hidden setup charges, hidden exit charges, missing accreditation, or pressure to sign quickly. It is smart to ask whether the provider is IRS-Certified and whether it has ESAC accreditation. You can read more on our costs page.
How matching works with PEO Atlas
Our service is free for your business. We ask for basic business and need details only so we can point you toward providers that may fit: your business name, headcount, state, what you need help with, and your contact information.
We do not ask for sensitive payroll or employee records to start. That means no EIN, no bank account numbers, no employee Social Security numbers, no full employee roster, no income records, and no health records.
From there, you can compare options, ask questions, and decide whether you want to speak with a provider. You stay in control of the process and the final choice. If you want to start, go to get matched or see how it works.
PEO Atlas provides general information only, not HR, tax, insurance, benefits, or legal advice. For advice on your situation, talk with a licensed PEO, accountant, or attorney, especially because rules vary by state.
We help you compare PEO and HR outsourcing options for payroll, benefits, and HR admin — free — so you can choose a provider that fits your business and state.
Ready to compare PEO and HR providers?
Tell us your headcount, your state, and what you need help with. We match you, free, with vetted providers — you compare quotes and choose who to work with, and you read the contract before you sign.