A PEO for a law firm with 25 employees

What pricing looks like at 25 employees

At 25 employees, small differences in a per-employee fee compound into a material annual amount, and benefit participation can support more meaningful plan comparisons. Normalize percentage pricing to PEPM using actual payroll and compare the plan designs as well as premiums.

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

A complete census, loss information, and a documented request for proposal can create useful competition. Ask each finalist to model state unemployment and workers compensation explicitly and to state how benefits renewal notice works.

When a PEO is the wrong answer at this size

If an experienced internal operator already manages HR, benefits, payroll, and compliance, a PEO may duplicate part of that role. Compare the PEO with an ASO or payroll platform while keeping the existing insurance and internal expertise.

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?