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The deck is stacked against small businesses.
Small businesses have their hands full finding and serving their customers. They don’t have the time or resources to hire an internal team of experts to work on back office tasks that legally they’re required to perform. Even if they did, small businesses don’t have the scale to keep them busy.
Big Business HR
- HR Director
- Payroll admin
- Benefits administrator
- Training and development
Small Business HR
- An owner
- Maybe an HR person with a dozen other jobs
Sharing resources through coemployment
What if small businesses could share experts and tools specifically designed to solve their HR, benefits, payroll and compliance problems. Enter PEOs. PEOs use coemployment to band together to share HR and Benefits resources, as well as to offload some employer-based risk.
noun [ U ]
A contractual relationship where businesses share certain employment responsibilities and liabilities.
It’s not just tools - it’s the people.
With a PEO, you aren’t just buying different instruments. You have the musicians in the seats and the conductors working the symphony for you. Here’s how the expert muscle makes beautiful music for your business:
Look, no product is right for everyone.
Here are some common traits we’ve noticed in companies that really thrive in a PEO engagement vs. the companies that tend to experience a bit more friction.
The good fit
Interested in not only giving benefits to their employees, but making them affordable.
Mainly full-time employees
<3 full time HR employees
The bad fit
Not currently in a position to give their employees benefits.
Mainly part-time employees
Full HR staff
As with anything in life, there are trade-offs. Here’s what employers tend to give up when they join a PEO and what they receive in return
Best in class templated policies and compliance
A dedicated part-time HR expert
Access to Fortune 500 level benefits
A (bit of) flexibility with your policies
An admin fee
Your name on your employee’s W2
There are 487 PEOs in the US - Decent is the only one to directly administer the health plan offered. We cut out the middleman which lets us offer health plans about 35% below market rate and admin fees at about 1/10th the industry average.Learn more about our health plan
NAPEO - National Association of Professional Employer Policy Organizations
As a coemployer there are a handful of things that PEOs are legally required to handle for their clients. Payroll is one of them. If you’re in love with your current payroll set up, I would reach out to a benefits broker and an outsourced HR organization to help you close some of the gaps that PEOs tend to take care of.
A PEO manages the details of offboarding employees. While they need technical clearance to release an employee from your joint employment, a PEO would never do so without direct instruction from the client employer.
Nope. The health plan is only offered to “employees” of the PEO.
The PEO files your state, local and federal taxes for you. In the process, the PEO’s name appears on the employee’s W2. This tends to prompt some questions so we make sure to keep your employees up to date with some education throughout onboarding and timely reminders later on around tax time.
They will if you’re transitioning onto the PEO mid-year. Your previous payroll provider will handle filing your taxes for the portion of the year you’re not with your PEO. (we’ll provide you with a guide to get that all handled).
Decent’s mission since Richard Luck and I founded the company five years ago has been to deliver affordable health insurance for all. Starti