A PEO for a landscaping company with 50 employees

What pricing looks like at 50 employees

A business around 50 employees should calculate whether it is an Affordable Care Act applicable large employer using the federal full-time and full-time-equivalent rules. Ask who prepares required reporting, but do not assume the PEO changes the client’s underlying status or responsibility.

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

Use a structured request for proposal. Request transparent administration, benefit premiums by tier, workers compensation rates by class code, tax treatment by state, implementation resources, and contract terms. A larger annual commitment supports a more detailed review.

When a PEO is the wrong answer at this size

If direct benefits and workers compensation are competitive and the company has strong internal HR ownership, an ASO or payroll platform may preserve more control. Model implementation and future exit costs on both paths.

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?