What does a PEO cost?

PEO administrative fees are typically structured in one of two ways:

• Per‑employee‑per‑month (PEPM) pricing — typically $40–$160 per employee per month

• Percentage of total payroll pricing — typically 2%–12% of gross payroll

The total cost of a PEO relationship depends on workforce size, industry risk, benefits selections, and what is included versus billed separately. NAPEO research puts the average all-in cost at about $1,395 per employee per year — for a 20-person company at $50K average wages, that works out to roughly $1,500–$3,300 per month in administrative fees depending on benefits and workers' comp risk.

The two PEO pricing models

Per‑Employee‑Per‑Month (PEPM)

• Fixed monthly administrative cost per employee

• Predictable budgeting regardless of wages

• Often preferred by companies with stable headcount or higher average salaries

Percentage of Payroll

• Administrative fee calculated as a percentage of gross payroll

• Scales up or down as payroll changes

• Can be cost‑effective for variable pay, seasonal staff, or lower‑wage workforces

What’s included vs billed separately

What is usually included in the PEO administrative fee

• Payroll processing and tax filing

• HR compliance guidance and resources

• Workers’ compensation administration and claims support

• Benefits administration

• Unemployment claims assistance

• Access to an HR technology platform

What is usually billed as pass‑through cost

• Employee benefits premiums

• Workers’ compensation insurance premiums

• Payroll taxes

These costs exist with or without a PEO — the difference is how they are managed, priced, and supported.

Why PEO quotes vary so much

PEO pricing can differ significantly between providers due to:

• Industry risk and claims history

• Workforce mix and turnover

• Benefits plan design and contribution strategy

• Number of operating states and compliance complexity

• What services are bundled versus charged separately

If a quote looks unusually low, it’s important to understand what assumptions were made and what may be excluded.

How to compare PEO costs accurately

When reviewing PEO proposals, employers should compare:

1. The pricing model being used

2. What services are included in the base fee

3. Workers’ compensation assumptions

4. Benefits structure and renewal history

5. Contract terms, minimums, and exit provisions

True comparison requires looking beyond the headline number.

Frequently asked questions

Is a PEO more expensive than payroll software?
Payroll software covers payroll only. A PEO includes payroll plus benefits administration, workers’ compensation support, and HR compliance resources that are otherwise managed separately.

Do PEO costs change if my headcount changes?
Yes. Pricing typically adjusts as employees are added or removed, depending on the pricing model used.

Are there hidden fees with PEOs?
Unexpected costs usually come from misunderstanding what’s included versus billed separately, not from the pricing model itself.

Can I leave a PEO if pricing no longer works?
Most agreements allow for exit, but contract terms vary. It’s important to understand renewal timing and transition requirements. Compare PEO quotes side-by-side, free to you, with an independent Texas PEO broker.