PEO Exit Strategies
ALTERNATIVE SOLUTIONS
Thinking beyond PEOs to reliable alternative solutions
PROVEN APPROACH
Transitioning efficiently and successfully
By putting our established process in place, you’ll not only confirm your readiness and feasibility to leave your PEO, but it can also help ensure a smooth and successful exit. From validating your decision to leave, to outlining how to fill gaps in your operation, we’ll help you navigate the stages in the process to ensure you’re staying on track and meeting important deadlines.
CAREFUL EVALUATION
Deciding to make a change with confidence
As your business expands, your needs can change. And that may force you to reevaluate whether you still need the support and services of a PEO. Fortunately, our benefits advisors can help you consider why and when you may want to move on from your PEO.
Is your organization growing?
A PEO is typically designed to aid companies with 5-50 employees. If your business starts to grow beyond that, (e.g., 85-100 employees), you may be able to get comparable benefits, including workers’ compensation and 401(k) plans, on your own.
Do you need more control over HR operations?
If your organization manages more red tape when it comes to hiring and firing decisions or has unique HR requirements that your PEO can’t handle, it may be time to consider setting up your own HR operation. This way you can tailor HR strategies and processes that more closely align with your needs.
Do the costs of a PEO outweigh the benefits for your organization?
While partnering with a PEO can initially provide cost savings, over time expenses can increase and no longer make financial sense. Our team can help you compare what you’re paying your PEO to the investment needed to build your own HR operation – considering long-term cost efficiencies and increased control over benefits and payroll, for example.
Is regulatory compliance becoming a hassle?
As your business grows, rules and regulations can become more numerous and complex. If your PEO can’t keep up with all the legal requirements, you may need a more specialized team. In addition, the co-employment arrangement PEO’s offer does not always mitigate compliance risk the way employers expect.
Is the flexibility to customize your tech solutions limited?
As your organization scales and adapts to ongoing change, you may need to switch systems or want the ability to customize HR technology solutions. There may no flexibility to integrate new software beyond your PEO’s off-the-shelf system.
Do your employees seek more personal engagement?
If you find that employees are frustrated by the services provided by your PEO, you may want to consider how you can provide more personal support. By directly managing employee benefits, engagement initiatives, and career development, for instance, you can enhance employee satisfaction and strengthen ties with your workforce.
QUICK QUIZ
Ready to move on from your PEO?
To quickly get an idea for what your probability for success is after exiting your PEO, take our short quiz now.
THE BALDWIN GROUP INSIGHTS
Stay in the know
Our experts monitor the employee benefits space and compliance updates to provide meaningful insights and help break down what you need to know, potential impacts, and how you should respond.
Open the door to possibilities
When you decide to partner with us, you choose to deliver on your commitment to your employees with solutions as unique as they are.