From applicant tracking, onboarding and single-source sign-on to a human resource operating system, PEOs can help provide employers with technology solutions that they oftentimes may not even know that they need. A PEO can provide technology and systems that allow for an employer to gain access to better reporting and analytics about their employees that can often be difficult to compile from manual or disparate systems.

Because PEOs legally become the employer of record or taxpayer employer of their client companies’ employees, they are able to sponsor several employee welfare plans. This is particularly valuable to firms with fewer than 100 employees. In the open marketplace, these groups have been subject to new regulations in conjunction with the Patient Protection and Affordable Care Act (PPACA). The size of the PEOs qualify these firms as “large employers” so they are able to leverage that size to offer significantly more benefit options at often better rates. The ability to offer competitive benefit packages can help employers attract and retain quality employees. From an administrative standpoint, the eligibility tracking, enrollment, communication and administration of these plans is shifted to the PEO.

Many PEOs and insurance companies allow for the workers' compensation insurance to be excluded from the co-employment relationship. AcriSource can help evaluate and determine the right option(s) for each company. With access to over 500 insurance providers inside the Acrisure Partner network, we work with brokers to determine the right course of action and the policy that fits each client's needs. Generally, a PEO plan will allow for better pricing because of the volume of business they have inside their own program. This is often the best route as it allows for "pay as you go" options and typically requires no down payment and results in reduced audit concerns. This can have a beneficial impact on a company’s cashflows.