A PEO for a landscaping company with 5 employees

What pricing looks like at 5 employees

At five employees, a provider minimum or fixed monthly charge can matter more than the headline per-employee fee. Ask which employees count toward eligibility and billing, including owners, part-time staff, employees on leave, and mid-month hires. Some PEOs will not quote a group this small, while others specialize in it.

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

The most useful leverage is a clean census and competing proposals with the same scope. Compare implementation charges, minimum monthly fees, benefits participation, renewal timing, and exit terms instead of negotiating the administrative line alone.

When a PEO is the wrong answer at this size

If the team does not need the PEO benefit or workers compensation options and the owner can manage the separate vendors, payroll software plus direct insurance may provide the needed scope with less administration cost. Price both structures before deciding.

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?