A PEO for an accounting firm with 100 employees

What pricing looks like at 100 employees

At 100 employees, the employer can seek serious direct-market benefits, workers compensation, ASO, and PEO proposals. Percentage pricing can become expensive for a high-payroll workforce, so convert every administrative quote to an annual amount and PEPM equivalent.

Office and client-site accounting work generally presents less physical exposure than trades, but traveling and clerical duties may classify differently. The comparison should still itemize class-code payroll while giving close attention to benefits, seasonal payroll, and partner treatment.

Your leverage

Require full cost and plan transparency, a named implementation team, service-level commitments, data-export terms, and a responsibility matrix. The decision is large enough to justify contract review and reference checks tied to the same states and industry.

When a PEO is the wrong answer at this size

A company with competitive direct insurance, concentrated operations, and capable internal HR may prefer an ASO or separate vendors. A multi-state company may still value a PEO, so compare actual scope and risk rather than assuming headcount dictates the structure.

Worth pricing when the firm needs a different benefit option or wants recurring payroll and HR work handled outside the partnership. Compare any association or direct health option on the same census, and preserve the current arrangement when it produces the better total result.

What an accounting firm should ask every PEO

• Busy season concentrates long weeks into a short period, and a staff accountant’s title alone does not establish the learned-professional exemption. Test both the current salary rule and the employee’s actual duties.
• Mid-size and national firms recruit seniors away with better health plans and matching, and a 12-person firm cannot source comparable benefits alone.
• Partner draws, guaranteed payments, and K-1 versus W-2 treatment complicate payroll setup, and not every PEO handles partner compensation cleanly.
• Remote preparers and seasonal contractors in multiple states create nexus, payroll-registration, leave, and worker-classification questions that need an explicit responsibility owner.

Expectations are set by what Big Four and regional firms offer: strong medical, dental, vision, 401(k) with match, and increasingly student loan support for CPA-track hires. A PEO covers the insurance and retirement portion; ask specifically how partner participation in each plan is taxed.

Common questions

Are salaried staff accountants automatically exempt from overtime?

No. Exemption requires the applicable compensation test and a duties test, and job title alone does not decide either. Ask the PEO to document its analysis of each role, but remember that administrative support does not transfer the firm’s wage-law responsibility.

Can partners participate in PEO benefit plans?

Plan terms decide eligibility, and federal tax treatment differs because bona fide partners are self-employed rather than employees of the partnership. Ask for the written owner-eligibility rule for each benefit and have the firm’s tax adviser review payroll and deduction treatment before enrollment.

Different team size?