PEO vs ASO in Bakersfield: Which Fits Your Business?
Two proven HR models. One decision that impacts your liability, costs, and benefits. Here's how to choose.
- PEO: Co-employment with shared liability and enterprise benefits
- ASO: Full control with expert administration support
- Take the HR Risk Score to get a personalized recommendation
- Receive an HR Blueprint comparing your costs for each model
- Talk to an expert who knows Bakersfield businesses
Compare Your Options
Each model has different strengths. Here's how to choose the right one for your business.
PEO
Businesses wanting maximum liability protection and enterprise-level benefits
Pros
- Co-employment reduces your legal exposure
- Access to Fortune 500-level benefits at SMB prices
- Workers' comp under our master policy
- Strongest compliance protection
Tradeoffs
- Less control over benefits selection
- Employees are co-employed
- May cost more than ASO
Best When...
- You've had an HR lawsuit or DOL audit
- You can't afford good benefits on your own
- High-risk industry with compliance concerns
ASO
Businesses wanting full control with expert support
Pros
- You remain sole employer of record
- Keep your existing benefits and workers' comp
- Flexible service packages
- Often lower cost than PEO
Tradeoffs
- You retain all employer liability
- Benefits may cost more on your own
- Managing multiple vendors
Best When...
- You have great benefits and want to keep them
- Control is more important than liability sharing
- Starting small and want room to grow
PEO
Businesses wanting maximum liability protection and enterprise-level benefits
Pros
- Co-employment reduces your legal exposure
- Access to Fortune 500-level benefits at SMB prices
- Workers' comp under our master policy
- Strongest compliance protection
Tradeoffs
- Less control over benefits selection
- Employees are co-employed
- May cost more than ASO
Best When...
- You've had an HR lawsuit or DOL audit
- You can't afford good benefits on your own
- High-risk industry with compliance concerns
See the Numbers Before You Commit
Our HR Blueprint gives you a clear cost comparison between your current approach and each outsourcing option—so you can make an informed decision, not a guess.
- Total cost of in-house HR vs. outsourcing
- Risk exposure and liability comparison
- Benefits cost analysis and options
- ROI projections for each model
Understanding Pricing Models
How each model is typically priced and what affects your cost
PEO Pricing
PEO pricing is typically a percentage of payroll (3-15%) or a per-employee-per-month fee ($150-$250). The rate includes HR administration, benefits access, workers' comp, and compliance services. Your actual cost depends on headcount, industry risk, and benefits selection.
ASO Pricing
ASO pricing is usually a flat per-employee-per-month fee ($50-$150) for administration services. You maintain your own benefits and workers' comp policies, so total cost is the ASO fee plus your existing insurance costs.
HRO / Consulting Pricing
HRO pricing is typically structured as a monthly retainer based on the level of strategic support needed. This works well for businesses with in-house HR who need expert guidance on complex issues.
"We spent months trying to decide between PEO and ASO. The HR Blueprint showed us the numbers clearly—and we made the right choice in one meeting."
The Easeworks Way: Risk Score to Blueprint
Don't guess which model is right. Get data-driven recommendations based on your actual business.
Take HR Risk Score
5 minutes to identify your compliance gaps and risk exposure
Get HR Blueprint
Detailed cost comparison showing your options side by side
Strategy Call
Talk with an expert who explains the recommendations
Choose & Start
Pick your model and begin onboarding within 2-4 weeks
Frequently Asked Questions
Common questions about PEO and ASO Comparison
Ready to Find Your Perfect HR Fit?
Join 500+ California businesses who trust Easeworks with their HR, payroll, and compliance. Start with a free HR Risk Score—takes just 5 minutes.
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