A PEO for a landscaping company 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.

Workers compensation exposure includes mower and equipment injuries, heat illness, driving with trailers, and chemical application. Class 0042 rates vary by state, and carriers price tree work or hardscape installation differently, so accurate operation descriptions matter.

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 seasonal onboarding, multi-crew payroll, workers compensation, or H-2B recordkeeping creates a measurable administration problem. A small seasonal operator should compare the annual PEO cost, including off-season minimums, with landscape payroll and direct insurance alternatives.

What a landscaping company should ask every PEO

• Headcount can triple between February and June, and every seasonal rehire needs onboarding, I-9 verification, and comp coverage from the first day of the season.
• H-2B visa crews come with wage rate requirements, recruitment documentation, and timing rules that a payroll clerk cannot improvise.
• Heat illness prevention rules in several states (California, Oregon, Washington among them) require written plans, training, and shade and water documentation.
• Crews that start from the yard, load equipment, and drive to multiple sites need a clear rule for compensable travel and portal-to-portal time.

Use the actual seasonal census to model eligibility, participation, employer contribution, and waivers. Ask for plan documents for every option and a fee schedule that shows what is charged for seasonal and part-time employees, including those who do not enroll.

Common questions

How do PEO fees work for a seasonal workforce?

Ask what is charged for an employee who works April through October and what account-level charges continue in the off-season. Providers may bill only for active employees or may apply monthly minimums or annual fees. Model the invoice month by month across the operating season.

Can a PEO administer H-2B payroll requirements?

The visa program itself (petitions, recruitment, prevailing wage determinations) belongs to you and your immigration counsel. What the PEO must do is pay the certified wage rate correctly, track hours against the program rules, and produce the payroll records an audit will request. Confirm the PEO has current H-2B clients in landscaping before assuming any of that.

Different team size?