A PEO for a law firm with 10 employees

What pricing looks like at 10 employees

At ten employees, the fixed base charge is spread across more workers, but benefits participation and employer-contribution rules can materially change the quote. Require the provider to show which employees are eligible, who must enroll, and how waivers affect pricing.

Office-based legal work generally presents less physical exposure than field trades, but the quote still needs the correct attorney and clerical classification for the state. Benefits, owner payroll treatment, and wage classification are often more consequential comparison lines.

Your leverage

Use the same census for several PEOs and for a broker-sourced benefits alternative. Require administration, benefits, workers compensation, taxes, and incidental fees to be shown separately so a favorable insurance line does not hide an expensive service fee.

When a PEO is the wrong answer at this size

A contractor-heavy or part-time workforce may receive limited value from PEO benefits while still generating administrative charges. Confirm how each worker is treated before comparing the PEO with payroll software or an ASO.

Worth pricing when a firm wants to compare a PEO-sponsored benefit option or reduce recurring payroll and HR administration. A broker, payroll platform, and direct policies may preserve more control when the firm already has competitive benefits and a capable internal operator.

What a law firm should ask every PEO

• Associate and paralegal recruiting increasingly requires health, dental, vision, and a 401(k) with match, which small firms struggle to source at reasonable rates.
• Partner compensation (draws, guaranteed payments, K-1 vs W-2 status) complicates payroll setup and not every PEO handles it cleanly.
• Employment claims can create reputational and financial exposure for a law firm, so compare the PEO's handbook support, HR process, and EPLI terms with standalone alternatives.
• Staff overtime classification (exempt vs non-exempt paralegals) is a recurring audit risk.

Benefits-rich expectations and low utilization of HR support otherwise. The 401(k) question matters: ask whether the PEO plan is a multiple-employer plan and what happens to it if you leave.

Common questions

Can partners be on the PEO alongside W-2 staff?

Usually yes for benefits, with caveats. Partners who are not W-2 employees may be able to participate in some PEO benefit plans but not others, and the tax treatment differs. Get the specific partner-participation rules in writing from any PEO you shortlist.

Does using a PEO create any conflict with attorney-client confidentiality?

No. The PEO co-employs your staff for payroll, benefits, and HR purposes only. It has no access to client files or matter information, and the co-employment agreement can state that explicitly.

Different team size?