Decision Guide
Every Easeworks model starts with the same forensic foundation — HALO IQ audits and PAGA protection. The difference is how much compliance responsibility you want to transfer. This guide helps you choose.
Four models
Each model offers a different level of compliance transfer and control. All Easeworks models include HALO IQ forensic audits and PAGA cure process support.
(Easeworks compliance-first model)
Forensic compliance audits, PAGA cure process, and a dedicated HR Business Partner who handles employee relations, policy development, and strategic planning. You keep full control of benefits and payroll vendors.
Best for: Companies with 50–200 employees who need HALO IQ-powered compliance oversight and strategic HR leadership
(Easeworks co-employment model)
A co-employment model where Easeworks becomes employer of record. Includes forensic compliance audits, PAGA protection, and full HR/payroll/benefits/workers' comp — with a dedicated compliance partner.
Best for: Employers who want maximum compliance transfer through co-employment with HALO IQ oversight
(Easeworks compliance-monitored model)
Administrative payroll and benefits processing with HALO IQ compliance monitoring, a dedicated HRBP, and PAGA cure process support — without co-employment. Full control with proactive protection.
Best for: Employers who want HALO IQ compliance monitoring and admin support while staying employer of record
A full-time HR director on your payroll. Can work well for large organizations, but one person typically can't replicate the forensic compliance infrastructure, breadth of expertise, and technology a specialized partner provides.
Best for: Companies with 200+ employees and budget for $180K–$250K in total compensation
Comparison matrix
How each model delivers compliance protection, strategic value, and operational support for California employers.
| Dimension | Fractional HR | PEO | ASO | In-House HR |
|---|---|---|---|---|
| Compliance protection level | HALO IQ forensic audits + dedicated HRBP oversight | Co-employment transfers compliance liability to PEO | HALO IQ monitoring without co-employment | Limited by one person's bandwidth and expertise |
| Monthly cost (75 employees) | $3K–$8K/mo | $4K–$12K/mo + admin fees | $2K–$6K/mo | $12K–$18K/mo (salary + benefits) |
| Strategic HR advisory | Dedicated HRBP with forensic compliance foundation | Dedicated HRBP under co-employment | Dedicated HRBP for oversight and guidance | One person wearing 5 hats |
| PAGA & wage/hour protection | HALO IQ identifies gaps + PAGA cure process | PEO shares liability through co-employment | HALO IQ monitoring + cure process support | Manual tracking — reactive by nature |
| Control over benefits & payroll | Full control — you choose vendors | PEO manages benefits + payroll under co-employment | Full control — admin handled for you | Full control but labor-intensive |
| Scalability (50 → 200+ employees) | Scales seamlessly with your growth | Structured scaling under co-employment | Scales admin and compliance monitoring | 3–6 month hiring cycle for each role |
Fractional HR — HALO IQ forensic audits + dedicated HRBP oversight
PEO — Co-employment transfers compliance liability to PEO
ASO — HALO IQ monitoring without co-employment
In-House HR — Limited by one person's bandwidth and expertise
Fractional HR — $3K–$8K/mo
PEO — $4K–$12K/mo + admin fees
ASO — $2K–$6K/mo
In-House HR — $12K–$18K/mo (salary + benefits)
Fractional HR — Dedicated HRBP with forensic compliance foundation
PEO — Dedicated HRBP under co-employment
ASO — Dedicated HRBP for oversight and guidance
In-House HR — One person wearing 5 hats
Fractional HR — HALO IQ identifies gaps + PAGA cure process
PEO — PEO shares liability through co-employment
ASO — HALO IQ monitoring + cure process support
In-House HR — Manual tracking — reactive by nature
Fractional HR — Full control — you choose vendors
PEO — PEO manages benefits + payroll under co-employment
ASO — Full control — admin handled for you
In-House HR — Full control but labor-intensive
Fractional HR — Scales seamlessly with your growth
PEO — Structured scaling under co-employment
ASO — Scales admin and compliance monitoring
In-House HR — 3–6 month hiring cycle for each role
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