Headcount
Pricing scales with the number of W-2 employees we support. More employees generally means a lower per-employee rate.
How pricing works.
No hidden rate cards, no "call for pricing" runaround. Here is exactly how HR outsourcing is priced, what drives your number, and how we show you yours.
The model
One administrative fee, everything else passes through.
PEO and HR-outsourcing pricing across the industry follows one of two structures: a percentage of payroll (commonly 2–6%) or a flat per-employee-per-month administrative fee. That fee covers the service — payroll processing, compliance, your dedicated HR advisor, benefits administration.
Everything else — wages, payroll taxes, workers' comp premiums, benefits premiums — is a pass-through. You'd pay those costs with or without us; the question is whether group buying power and active risk management make them smaller. That's what the comparison measures.
Cost drivers
What drives your number.
Workers' comp class codes & claims history
An office team and a roofing crew carry very different risk. Your industry class codes and loss history shape the workers' comp portion of any quote.
Benefits participation
Whether you offer medical, what plans you choose, and how many employees enroll all affect the total. Benefits premiums are a pass-through — not our fee.
Compliance complexity
California employers with 50+ employees carry more regulatory surface — PAGA exposure, Cal/OSHA, leave laws. The work involved drives scope.
Services in scope
Payroll-only looks different from a full embedded HR partnership with a dedicated advisor, compliance monitoring, and training.
Your number
How we get to your number.
1
Start with the HR Risk Score
10–15 minutes, free, no sales call required. It tells both of us where your gaps and exposure actually are — so the conversation starts with facts.
2
Share what you pay today
Current payroll invoices, workers' comp policy, benefits bills, and roughly how much staff time HR consumes. Real inputs, not estimates.
3
Get the line-by-line comparison
Your current costs next to the Easeworks number, item by item — admin fee included, nothing folded in or hidden. Then you decide.
Before we begin
Fair questions.
01 Why isn't there a price list on this page?
Because any flat number we published would be wrong for most companies. Two 80-employee businesses can have very different costs depending on workers' comp class codes, claims history, and benefits. Publishing a teaser rate and surprising you later is exactly the game we refuse to play — instead, this page tells you how the number is built, and the comparison shows you yours.
02 What does the line-by-line cost comparison look like?
We map what you pay today — payroll processing, workers' comp, benefits administration, HR staff time, compliance consulting — against what the same coverage costs through Easeworks, line by line. You see exactly where the money moves before you decide anything.
03 We're already with a PEO. Is it worth comparing?
Usually, yes. PEO administrative fees and workers' comp rates vary widely, and many companies haven't re-shopped in years. The comparison uses your current invoices, so it's a real apples-to-apples view — not an estimate.
Start with your number, not ours.
The risk score quantifies your exposure first. If the math makes sense, the cost comparison comes next.