CA PAGA lawsuits up 6x — Avg. employer settlement: $1.23M. — $1.23M avg. cost.
Get Protected
The PEO Partnership That Actually Protects Your Business
Full-service HR, payroll, benefits, compliance, and risk management under a national co-employment model—built for employers who can't afford reactive HR.
TL;DR — What is a PEO?
A PEO (Professional Employer Organization) is a co-employment arrangement where Easeworks becomes your employer of record for tax, benefits, and workers' comp purposes—while you retain full control of day-to-day operations, hiring, and management decisions. This model consolidates HR, payroll, benefits, and risk management under one partner, reducing compliance exposure and administrative burden for employers with 20-250+ employees.
What is the difference between an EOR and a PEO?
The key difference is the legal employment relationship. A PEO (Professional Employer Organization) uses co-employment where the client company remains employer of record. An EOR (Employer of Record) assumes full legal responsibility for employees, including tax filings and compliance, allowing companies to hire in new states without establishing local entities.
| Feature | PEO (Co-Employment) | EOR (Full Legal Employer) |
|---|---|---|
| Legal Employer | You and the PEO | The EOR |
| Tax Filings | Shared under PEO EIN | EOR handles all filings |
| Best For... | Companies with existing local entities | Rapid expansion into new regions |
| Liability | Shared Risk | EOR assumes primary legal risk |
- PEO Benefit: Access to Fortune-level benefits plans and consolidated HR management
- EOR Benefit: Hire employees in any state without establishing a local entity
- Both Models: Reduce compliance burden and administrative overhead for growing SMBs
Last Reviewed: December 2024
What is the difference between an ASO and a PEO?
The main difference is co-employment. In a PEO model, you share employment tax liabilities with the provider. In an ASO model, you retain full ownership of your Tax ID (EIN) while the ASO handles administration. Choosing between an ASO and PEO depends on your desired liability shift and benefits control.
| Feature | ASO (Administrative Services) | PEO (Co-Employment) |
|---|---|---|
| Tax ID (EIN) | You keep your own EIN | Shared under PEO's EIN |
| Employment Liability | You retain full liability | Shared with PEO |
| Benefits Access | You source your own plans | Access to master health plans |
| Best For... | Companies wanting admin support only | Companies wanting full HR outsourcing |
- ASO Advantage: Maintain full control of your EIN and employment decisions
- PEO Advantage: Access Fortune-level benefits and shared compliance liability
- Easeworks Offers Both: We help you choose the right model for your business needs
Last Reviewed: December 2024
What You Get With Easeworks PEO
Everything your HR function needs—powered by one partner, one platform, and one dedicated HR Business Partner.
Employer of Record
- Tax filings across all 50 states
- Payroll compliance + W-2 administration
- Shared liability under co-employment
HR & Compliance Management
- National HR handbook + policy development
- Multi-state compliance oversight
- Real-time issue detection + prevention
Payroll & Benefits Administration
- Fortune-level benefits plans
- Fully managed payroll + tax deposits
- COBRA, ACA, ERISA compliance
Workers' Comp & Risk Management
- WC coverage + claims handling
- Safety + regulatory guidance
- Lower exposure with shared responsibility
How the PEO Model Works
A national co-employment structure that consolidates HR, payroll, benefits, and risk management—while you maintain control of your employees and operations.
| Function | Easeworks (PEO) | You (Client) |
|---|---|---|
| Payroll + tax filings | Fully managed nationwide | — |
| Benefits administration | Plans, renewal, compliance | — |
| Workers' comp insurance & claims | Covered + handled by Easeworks | — |
| Policies, documentation, compliance | Provided + kept up to date | — |
| Hiring, supervision, discipline | — | Your team controls |
| Business operations & culture | — | You own 100% |
Who PEO Is Best For
Growing Employers
- 20–250+ employees
- Scaling teams or multi-state expansion
- Need structure + compliance without overhead
High-Regulation Industries
- Healthcare, construction, manufacturing
- Financial services + tech
- Municipal + quasi-government agencies
Companies Wanting Consolidation
- One partner for payroll, HR, benefits, WC
- One system + one point of accountability
- Lower compliance exposure
Frequently Asked Questions
PEO Services by Location
Find PEO services tailored to your local market with California-specific expertise.
PEO Bakersfield
PEO services for Bakersfield, CA businesses
PEO Kern County
PEO services for Kern County employers
PEO Pricing California
Understand PEO pricing for California businesses
PEO vs ASO vs HRO
Compare all HR partnership models
What Is a PEO?
Complete guide for California employers
PEO Alternatives
Explore ASO, HRO, and other options
Ready to Explore PEO for Your Business?
See your HR risks instantly or talk with a real HR strategist.