9 Best PEO Services of 2026

1. 1

   ADP TotalSource

   ADP's IRS-certified PEO for small and midsize businesses, covering payroll, benefits administration, workers' compensation and compliance.

   8.6overall

   ADP's IRS-certified PEO for small and midsize businesses, covering payroll, benefits administration, workers' compensation and compliance.

   Best forEmployers with 10 to several hundred staff who want the largest certified PEO and a dedicated HR business partner.

   Adoption data

   770,000ADP's fiscal 2026 annual report says ADP TotalSource serves more than 19,000 clients and more than 770,000 worksite employees across all 50 states.

   Automatic Data Processing, Inc. (SEC Form 10-K), ADP Annual Report on Form 10-K for the fiscal year ended June 30, 2026 (2026): “With our cloud-based HCM software at the core, we serve more than 19,000 clients and more than 770,000 worksite employees in all 50 U.S. states.”

   ADP TotalSource is the PEO arm of ADP, and the company's fiscal 2026 annual report describes it as the largest PEO certified by the IRS, with more than 19,000 clients and more than 770,000 worksite employees in all 50 states. Average worksite employees rose 2% over the year to June 30, 2026. ADP's product page describes a shared-responsibility model: ADP runs benefits administration from plan negotiation to enrollment and manages risk and safety programs, compliance monitoring and HR advice are shared through a dedicated HR business partner, and the client keeps running payroll on ADP's platform with specialist support. The service is IRS-certified and ESAC-accredited. The weak point for buyers comparing costs is that ADP publishes no fees at all, so you cannot benchmark it against Justworks or Remote without a quote. Ask for the per-employee administrative fee separately from health premiums and workers' compensation.

   Strengths

   • +Largest IRS-certified PEO, with more than 770,000 worksite employees in its 10-K
   • +Average worksite employees grew 2% in fiscal 2026
   • +ADP spells out which tasks it owns and which stay with the client

   Limitations

   • −No published fees; every price is a quote
   • −Under the shared model you still run payroll on ADP's platform
   • −Pricing for very small teams is not disclosed

   SummaryADP TotalSource is the best PEO for small and midsize employers that put scale and a dedicated HR partner first. Budget time to get a written quote, since no fee is published.

2. 2

   Insperity

   A full-service PEO sold as HR360, plus HRScale on Workday technology for more complex HR needs.

   8.4overall

   A full-service PEO sold as HR360, plus HRScale on Workday technology for more complex HR needs.

   Best forMidsize employers that want hands-on HR service and the option of Workday-based technology.

   Adoption data

   310,089Insperity's 2025 annual report says it paid an average of 310,089 worksite employees per month in 2025, up 1% from 2024.

   Insperity, Inc. (SEC Form 10-K), Insperity Annual Report on Form 10-K for 2025 (2025): “Average number of WSEEs paid per month increased 1% to 310,089.”

   Insperity is one of the oldest listed PEOs, and its 2025 Form 10-K reports an average of 310,089 worksite employees paid per month, up 1% on 2024. It sells co-employment in two forms. HR360 combines Insperity's own technology, benefits and HR staff; HRScale pairs Workday technology with the same PEO service for businesses with more complex HR systems. A separate product, HRCore, offers HR technology and support without co-employment. Insperity's 10-K says its total markup is computed as a percentage of payroll cost, which means the fee grows with salaries, unlike the flat per-head fees at TriNet, Justworks or Remote. That matters for firms with high-paid staff. It also reported that rising benefit costs cut its gross profit per worksite employee by 15% in 2025, which buyers should watch at renewal. No fees are published, so get a written quote at your actual payroll.

   Strengths

   • +About 310,000 average paid worksite employees in 2025
   • +Only PEO here offering a Workday-based option
   • +Local service teams across 44 sales markets

   Limitations

   • −Markup is a percentage of payroll cost, so fees rise with wages
   • −No published prices
   • −Adjusted net income fell 71% in 2025 as benefit costs rose

   SummaryInsperity suits midsize employers that want high-touch HR service and possibly Workday technology. High-salary teams should compare its percentage-of-payroll markup against flat-fee PEOs.

3. 3

   TriNet

   A PEO founded in 1988 that bundles payroll, benefits access, HR compliance and an HR platform for small and midsize businesses.

   8.4overall

   A PEO founded in 1988 that bundles payroll, benefits access, HR compliance and an HR platform for small and midsize businesses.

   Best forProfessional services, tech and financial firms that want a flat per-employee fee with a line-item quote.

   Adoption data

   323,200TriNet's 2025 annual report says it ended 2025 with about 323,200 worksite employees and processed $70 billion in payroll and payroll taxes that year.

   TriNet Group, Inc. (SEC Form 10-K), TriNet Group Annual Report on Form 10-K for 2025 (2025): “In 2025, we processed $70 billion in payroll and payroll taxes for our clients and ended the year with approximately 323,200 WSEs.”

   TriNet has run a PEO since 1988 and its 2025 Form 10-K reports about 323,200 worksite employees at year-end and $70 billion in payroll and payroll taxes processed. That scale puts it among the three largest PEOs on this list, though total worksite employees fell 10% from 360,681 a year earlier and TriNet says client attrition drove a 5% drop in the average. Its pricing page is the most open among the quote-only vendors: TriNet charges a flat fee per employee per month rather than a percentage of payroll, shows payroll taxes stopping once wage caps are reached, and gives line-item estimates for service, tax and benefits. It works through a sample of 20 employees at a $150 rate, or $3,000 a month, but does not publish its own rates, and it requires a minimum number of worksite employees. The platform adds AI tools for employee questions. International payroll comes through partner Multiplier on separate terms.

   Strengths

   • +Flat per-employee fee, never a percentage of payroll
   • +Quotes break out service, tax and benefits costs line by line
   • +ESAC accreditation since 1995

   Limitations

   • −Total worksite employees fell 10% in 2025
   • −No published fee; a minimum worksite employee count applies
   • −Global services carry separate terms and fees

   SummaryTriNet suits growing professional firms that want a large PEO with a flat, per-head fee structure. Ask about the minimum headcount and compare the quoted rate with published fees from Justworks and Remote.

4. 4

   Paychex PEO

   Paychex's professional employer organization, which files payroll taxes under its own EIN and includes managed workers' compensation.

   8.3overall

   Paychex's professional employer organization, which files payroll taxes under its own EIN and includes managed workers' compensation.

   Best forSmall businesses already using Paychex payroll that want to move into co-employment.

   Adoption data

   2.6 millionPaychex's fiscal 2026 annual report says its HR outsourcing services, which combine ASO and PEO, supported about 2.6 million worksite employees as of May 31, 2026.

   Paychex, Inc. (SEC Form 10-K), Paychex Annual Report on Form 10-K for the fiscal year ended May 31, 2026 (2026): “We support approximately 2.6 million worksite employees with our HR Outsourcing Solutions.”

   Paychex runs one of the biggest HR outsourcing businesses in the US. Its fiscal 2026 Form 10-K says it supports about 2.6 million worksite employees through ASO and PEO combined, up from 2.46 million a year earlier, and PEO and insurance revenue grew 7% to $1.4 billion on growth in average PEO worksite employees. The 10-K does not split out PEO headcount, so the co-employment base alone is smaller than 2.6 million. On its PEO page, Paychex explains that the PEO files payroll taxes under its own EIN, gives access to large-group benefits through pooled employees, and includes and manages workers' compensation, which plain HR outsourcing leaves to the business. A calculator estimates savings by state and headcount using NAPEO research, though it is not a quote. The main gaps are no published fee and a product set still absorbing the Paycor acquisition.

   Strengths

   • +2.6 million worksite employees across ASO and PEO, the largest HR outsourcing base here
   • +PEO and insurance revenue grew 7% in fiscal 2026
   • +Workers' compensation is included rather than sold separately

   Limitations

   • −The 2.6 million figure mixes ASO and PEO, so the PEO alone is smaller
   • −No published fees
   • −Paychex is still integrating its Paycor acquisition, so expect product changes

   SummaryPaychex PEO is a natural step for small businesses already on Paychex payroll. Ask for a quote that separates the administrative fee from benefits and workers' compensation.

5. 5

   Deel PEO

   A US PEO from global payroll company Deel, with a published starting fee and 24/7 support.

   8.2overall

   A US PEO from global payroll company Deel, with a published starting fee and 24/7 support.

   Best forUS companies, including foreign firms expanding into the US, that also hire contractors or employees abroad.

   Adoption data

   40,000Deel says more than 40,000 companies use its products, a count that spans PEO, EOR, payroll and HR customers.

   Deel, PEO Services | Deel (2026): “Trusted by 40,000+ companies from startups to enterprise”

   Deel is best known for global payroll and employer of record services, and it now runs a US PEO priced from $125 per employee per month on its pricing page, next to EOR from $599. The PEO covers payroll and tax filings at federal, state and local levels, a dedicated HR Business Partner, 24/7 support by chat, email, phone and Slack, leave administration, state unemployment filings, an employee handbook and EPLI cover. Onboarding is localized by state for minimum wage rules and documents. Deel lets clients keep their current benefit plans and join its PEO plans later, which lowers the cost of switching. It requires a US legal entity. Deel says 40,000 companies use its products, but that figure covers all of them, so its adoption score is lower than the PEOs that report worksite employees in filings. At $125 it costs more than Justworks or Remote before benefits.

   Strengths

   • +Published starting fee of $125 per employee per month
   • +Option to keep your existing benefit plans
   • +Same vendor covers EOR, contractors and global payroll

   Limitations

   • −Highest published PEO starting fee on this list
   • −The 40,000 customer count is not PEO-specific
   • −Requires a US legal entity

   SummaryDeel PEO fits companies that run US staff and international hires on one vendor. Purely domestic small teams will find lower published fees at Justworks and Remote.

6. 6

   Justworks PEO

   An IRS-certified, ESAC-accredited PEO for small businesses, sold in two plans with published per-employee prices.

   8.2overall

   An IRS-certified, ESAC-accredited PEO for small businesses, sold in two plans with published per-employee prices.

   Best forUS small businesses that want the lowest published PEO fee and no base fee.

   Justworks publishes its PEO prices, which no large public PEO does. PEO Basic costs $79 per employee per month with no base fee and covers payroll and employer tax filings, access to workers' compensation, time cards and PTO, a document center, 24/7 support by phone, email and chat, harassment prevention training, HR consulting, 401(k) access and an applicant tracking system. PEO Plus, at $124, adds medical, dental and vision administration, HSA and FSA accounts, mental health and fertility benefits. Justworks is IRS-certified and ESAC-accredited and offers health plans including CHOICE reimbursement arrangements. Add-ons include time tracking at $8 per employee, international contractors at $39 each and EOR at $599. For 20 staff, Basic is $1,580 a month and Plus $2,480 before premiums. The gap is evidence of scale: Justworks publishes no customer or worksite employee count, so adoption is scored conservatively.

   Strengths

   • +Lowest published PEO fee on this list at $79 per employee
   • +No base fee on either PEO plan
   • +Health plan choices include CHOICE reimbursement arrangements

   Limitations

   • −No citable customer or worksite employee count, so adoption scores low
   • −Medical, dental and vision need the $124 Plus plan
   • −Time tracking costs $8 per employee extra

   SummaryJustworks is the best value PEO for small US teams that want to see the fee before talking to sales. Choose PEO Plus if group health insurance is the reason you want a PEO.

7. 7

   Rippling PEO

   A PEO built on Rippling's HR, payroll and IT platform, with the option to leave co-employment and keep the same system.

   8.1overall

   A PEO built on Rippling's HR, payroll and IT platform, with the option to leave co-employment and keep the same system.

   Best forStartups that may outgrow a PEO and want to keep the same HR and payroll software afterward.

   Adoption data

   20,000TechCrunch reported in May 2025 that Rippling had more than 20,000 customers across its platform, not only PEO clients.

   TechCrunch, Rippling raises $450M at a $16.8B valuation, reveals YC is a customer (2025): “It has over 20,000 customers and more than 4,000 employees.”

   Rippling PEO runs on Rippling's HR, payroll and IT platform, which its pricing page lists from $8 per employee per month plus a monthly base fee. The PEO service fee on top of that is quoted, so the published number is a floor, not the full price. The PEO page lists online benefits enrollment, automated federal and state compliance filings, EPLI and workers' compensation coverage, PHR and SHRM certified HR experts, a handbook builder with Mineral, automatic compliance training enrollment and Rightway clinical support for employees. The feature that sets it apart is the exit path: clients can leave co-employment and move to HR services or the plain platform without changing systems, which avoids the data migration most companies face when they outgrow a PEO. TechCrunch reported more than 20,000 Rippling customers in 2025, a figure that covers the whole platform. That is why its adoption score sits below the PEOs that report worksite employees.

   Strengths

   • +Move off the PEO without replacing the underlying HR system
   • +Platform price is published
   • +Same system covers payroll, devices and app access

   Limitations

   • −Published $8 price covers the platform only; the PEO fee is quoted
   • −Monthly base fee is not disclosed
   • −Customer count covers the whole platform, not PEO alone

   SummaryRippling PEO is the pick for fast-growing startups that expect to leave co-employment later. Get the PEO fee in writing, since only the platform price is published.

8. 8

   Remote PEO

   A US PEO from global employment company Remote, priced from $99 per employee per month with no setup fees.

   8.0overall

   A US PEO from global employment company Remote, priced from $99 per employee per month with no setup fees.

   Best forCompanies hiring across several US states that want a published fee and no setup or onboarding charges.

   Adoption data

   30,000Remote says more than 30,000 companies use its platform, a count that covers EOR, payroll, contractor and PEO customers.

   Remote, Remote pricing (2026): “Trusted by 30,000+ companies”

   Remote built its business on employer of record services and now sells a US PEO from $99 per employee per month, between Justworks' $79 and Deel's $125. The pricing page says the PEO lets companies hire and manage employees across US states without separate legal entities in each, with guided onboarding, payroll, compliance support at federal, state and local levels and dedicated HR and compliance experts. There are no setup or onboarding fees, the Remote platform is included, and Remote does not charge a standard deposit, though it may ask for a refundable reserve in some cases. Billing is in USD and needs a US bank account. Compared with Justworks or Deel, Remote documents less about health plan options, 401(k) and workers' compensation on its pages, so its features score is lower. Remote says 30,000 companies use its platform, across all products.

   Strengths

   • +Published fee of $99 per employee per month
   • +No setup, onboarding or platform fees
   • +No standard deposit

   Limitations

   • −Fewer documented benefits and HR features than the large PEOs
   • −Billed in USD and requires a US bank account
   • −30,000 customer count covers all Remote products

   SummaryRemote PEO is a low-cost option for multi-state US teams, with a published $99 fee and no setup charges. Confirm which benefit plans are available in your states before signing.

9. 9

   Vensure Employer Solutions

   A privately held PEO and HR services group offering PEO, ASO and EOR services, with industry programs from construction to dental practices.

   7.8overall

   A privately held PEO and HR services group offering PEO, ASO and EOR services, with industry programs from construction to dental practices.

   Best forEmployers in specialized industries that want a PEO with sector-specific programs and 24/7 live support.

   Adoption data

   1.24MVensure says it serves more than 161,000 businesses and supports more than 1.24 million worksite employees worldwide; the figure is self-reported, not from a filing.

   VensureHR, VensureHR home page (2026): “We serve over 161,000 businesses by processing $158 billion in payroll and support more than 1.24M worksite employees globally.”

   Vensure, founded in 2004, says it serves more than 161,000 businesses, processes $158 billion in payroll and supports more than 1.24 million worksite employees worldwide. Those numbers would make it one of the largest providers here, but they are self-reported on its home page rather than disclosed in a filing, and they combine PEO, ASO and global employer of record clients, so the adoption score is discounted. The service catalog is broad: PEO and ASO arrangements, group health, 401(k) and commuter benefits, workers' compensation and EPLI, OSHA training for general industry and construction, applicant tracking and onboarding, and 24/7 live support through the VensureONE platform. Industry programs cover construction, dental practices, healthcare, hotels, restaurants and others, which helps employers whose risk profile makes workers' compensation hard to place. Vensure publishes no prices, so a quote is the only way to compare it.

   Strengths

   • +Self-reported 1.24 million worksite employees and 161,000 businesses
   • +Industry programs for construction, healthcare, hospitality and more
   • +Choice of PEO or ASO from one provider

   Limitations

   • −Figures are self-reported, not audited filings
   • −No published fees
   • −Plan details and service levels are only available through sales

   SummaryVensure suits employers in trades and specialized industries that want sector-specific PEO programs. Ask for client references in your industry, since its headline figures are self-reported.

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