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No matter the size of your business, workers’ compensation insurance is crucial for protecting both your company and your employees. If an employee gets injured on the job, knowing they’re financially supported can alleviate a massive burden. Not only will they be able to get the medical care they need, but you and your company will be covered as well.


The cost of workman’s compensation is dependent on several factors. For small businesses, however, it can be even higher than it is for larger corporations. Keep reading for 5 ways to reduce workers’ comp premiums for your small business.

1. Take preventative measures before an injury occurs

Before a work injury occurs, it’s a great idea to implement safety training programs for your employees. Small businesses are typically less likely to offer safety trainings, which can contribute to higher premium costs. Safety programs are imperative for getting the entire company on the same page when it comes to safety protocol. Simply being aware of common causes for injuries and how to prevent them can be a game-changer for workplace safety.

2. Partner with a PEO

Professional employer organizations (PEOs) help companies manage benefits, payroll, and workers’ compensation. Outsourcing to a PEO can be incredibly helpful—particularly for small businesses that may not have the manpower to handle those administrative tasks hassle-free on their own.


PEOs often offer pay-as-you-go workman’s comp programs, so you’ll never pay more for premium costs than you need to. These programs can also be tailored to exactly what your company needs—no matter how many employees you have or how long you want coverage.

3. Give your injured employees the care they deserve

While implementing safety training programs can help reduce the likelihood of workplace injury, accidents still happen. If an employee does become injured at work, be sure to give them the support they deserve. Ensure they receive the medical care they need, and remain in contact with them throughout their healing process. Making sure your employees know you’re there to support them in whatever way you can while they’re recovering is crucial.

4. Have a return-to-work program in place

Typically, the longer a workman’s comp insurance claim stays open, the more costly it becomes. Additionally, the longer an injured employee is away from work, the less likely they are to return at all—ultimately increasing your costs as an employer in the long run.

If one of your employees gets injured on the job, do what you can to ensure their timely return to work. 


First and foremost, be sure they’ve received the medical care they need and that their recovery is going smoothly. If that’s the case, a return-to-work program might look like allowing them to come back to work part-time while they continue to heal. Maintaining open communication with your injured employees and actively helping them get back to work is important for boosting their morale.

5. Empower your supervisors to be great leaders

Provide your supervisors with leadership training and the education they need to create a great workplace environment. An injured employee who doesn’t enjoy their job or feel appreciated by their supervisor may take their time reaping the benefits of workers’ compensation insurance from the comfort of their home. A welcoming work environment and supportive leadership can make a massive difference in how quickly your employees want to come back to work after an injury.

A final note

Injury prevention, pay-as-you-go plans, and supporting your employees in getting back to work as soon as they’re able are great ways to help reduce workers’ compensation premiums. Keep these 5 things in mind to help minimize your workman’s comp costs for your small business.

Workers’ compensation is a crucial part of running a business—no matter the size of your company. Whether you have one employee or one hundred, workers’ compensation insurance can protect you and your business financially if someone gets injured at work. Depending on what type of business you own, however, you may feel that workers’ comp is more expensive than it’s worth. Let’s dive a little deeper into why it’s so important, and how you can integrate workers’ comp estimations into your business strategy.

Why is workers’ comp necessary for your business?

Financially speaking, workers’ compensation is the best way to protect yourself and your business if one of your employees gets injured at work. Without workers’ comp, an employee who either gets injured on the job or becomes ill as a direct result of their work can legally sue you for damages. This means you could be paying out of pocket for their medical expenses, rehabilitation costs, and any wages lost from being unable to work.


Additionally, giving your employees the peace of mind that they’re covered financially if they get hurt shows them that they’re valued as a part of your team. The safer they feel when they show up to work, the more likely they are to stay with your company even if they do get in an accident on the job. Boosting company morale is a great way to keep hard-working employees on your team.

How to integrate estimations into business strategy

Because workers’ compensation is an important part of owning a company, it’s essential to integrate workers’ comp estimations into your business strategy.


Depending on the industry you’re in, there may be certain factors holding you back from getting workers’ compensation insurance. If you’re a business owner whose employees primarily work in an office setting, you may feel that workers’ comp is unnecessary. Accidents do happen, however, and it’s crucial to be covered when they do. Plus, for office workers, your workers’ compensation rates will typically be lower than for employees who work in a riskier field.

Have safety training programs in place

Before you’re even faced with a workplace injury, consider implementing safety training programs to help mitigate the risk of accidents at work. Integrating the cost of safety trainings into your business strategy can help keep your workers’ compensation costs as low as possible.

Utilize pay-as-you-go options

For business owners who hire primarily short-term workers for specific projects or contracts, you might feel it isn’t worth it to have a traditional workers’ compensation plan. You do have other options, though. Some companies offer a pay-as-you-go approach to workers’ comp, allowing you to pay for only what you use, based off of your payroll. This means you’ll be able to calculate exactly how much you need to pay instead of guessing and potentially paying more than necessary.


Pay-as-you-go workers’ compensation also allows business owners to offer short-term compensation. If you own a construction company, for instance, and you hire workers for individual projects, you can rest assured that they’ll be covered without needing to keep that coverage for longer than necessary.

A final note

Integrating workers’ compensation estimations into your business strategy can help keep you on top of costs. Keep these ideas in mind for saving as much money as possible on workers’ compensation. The more thoroughly you can plan in advance, the more you’ll save in the long run. Don’t miss out on the benefits of having workers’ compensation for fear of spending too much—no matter what type of business or how many employees you have.

If you’re a business owner, understanding the necessity for workers’ compensation is imperative. Depending on the size of your organization, it may not be legally required. However, it might still be a good idea to protect your employees as well as your business in the event that someone gets injured at work.


Workers’ compensation insurance varies greatly from state to state. What does this mean for you as a business owner in terms of coverage and cost? Keep reading to learn more about regional differences in workers’ compensation insurance.

The importance of workers’ compensation insurance

Even with just one employee working for you, workers’ compensation insurance can play a big role in protecting you and your company financially. Not having some type of workers’ comp in place could be detrimental if an accident does occur at work.


If one of your employees gets injured on the job, without workers’ compensation, you could be held responsible for damages. This means you could be legally obligated to pay out-of-pocket for their medical care, any lost wages, and any other expenses related to the incident.

Why does it differ from state to state?

Many factors can contribute to workers’ compensation insurance differing regionally. Each state has its own specific requirements which are either determined by that state’s rating bureau or, more commonly, by the National Council on Compensation Insurance (NCCI).

Consider risky industries or businesses

The type of business you run and how much risk is involved does play a big role in the cost of workers’ compensation. Though this doesn’t always differ depending on location, companies that drill for oil, for instance, may see higher rates than a tech company whose employees typically sit at a computer for the majority of the day. The type of industry most commonly seen in certain areas can impact the average cost of workers’ comp in that region.

State regulations and how well your company follows them

State regulations can also affect workers’ compensation rates. These regulations typically come from the state itself, the Occupational Safety and Health Administration (OSHA), or the US Environmental Protection Agency (EPA).


As a business owner, it’s crucial to consider what potential safety risks or hazards your employees could face. Do you have rules set in place to help protect them from those risks? Generally speaking, if you follow the rules and regulations set into place by your state and an employee is still injured on the job, you should still be covered by workers’ comp. The better your track record of following those rules, the lower your premium costs will be.

Healthcare costs

The cost of healthcare also plays a role in workers’ compensation premiums. States that have higher healthcare costs may see higher rates for workers’ comp in order to cover those costs if an injury occurs. Some states or businesses, however, offer wellness programs to help reduce the cost of healthcare. In those instances, it may actually lower the cost of workers’ compensation premiums.

Understanding regional differences

There are many factors that can impact workers’ compensation from state to state. As a business, it’s important to dive deep into the regulations put into place by your own state to gain a firm understanding of what’s required.

If you’re looking for a way to simplify your workers’ comp insurance, consider working with a PEO or professional employer organization to help you streamline the process. They’ll help you get the coverage you need no matter where you’re located, how many employees you have, or how long you need to be covered.

No matter how careful you are at work, accidents happen every day. If you’re a business owner, having a workers’ compensation policy to protect your employees in the event of an injury is crucial. In most states, it’s legally required. Even if it isn’t a requirement where you live, it’s better to play it safe.


Filing a workers’ compensation claim can be complex. It’s important to fully understand the process in order to ensure your employees get the support they need. Keep reading for 4 best practices for handling workers’ compensation cases.

1. Always put the safety of your employees first

If one of your employees gets injured on the job, the most important thing you can do is prioritize their safety and well-being. Be sure that they get the medical care they need right away. After they’ve received any necessary medical attention, begin the workers’ compensation claim process.


Whether someone has been injured or not, it’s a great idea to regularly implement safety trainings in your office as well. Scheduling refresher courses regularly allows your employees to stay up-to-date on protocol, ultimately helping prevent accidents and injuries in the future. It’s a good idea to include both written and visual content to help all of your employees retain as much of the information as possible.

2. Report incidents right away

Be sure to report the incident to the insurance carrier right away in order to get the workers’ compensation process started as quickly as possible. The sooner you get the details and file the claim, the sooner your employee can receive the financial compensation they deserve.

3. Document the injury with as much detail as possible

When you’re documenting the injury, it’s imperative to provide as much information as possible. Interview any witnesses to the incident as soon as you can so that the details are still fresh in their minds. The employee who was injured will also need to provide detailed information about the incident—such as when and where it happened, how it happened, and if anyone else was present. Depending on the situation, it may be possible for them to complete and submit the forms on their own.

4. Stay in contact with your insurance carrier throughout the process

The claim process itself can sometimes take months, and in many cases, more information will need to be submitted as time passes. If your employee received medical care or is going through a rehabilitation process, those records will need to be sent to the insurance company. As an employer, staying in contact with the insurance carrier throughout the entire process will help keep things on the right track until the issue is resolved and the claim is either approved or denied.

Keep these 4 best practices in mind next time you’re handling a workers’ compensation case. If you’re looking for a hassle-free experience with workers’ compensation, consider small business workers’ comp insurance that offers a pay-as-you-go approach. You’ll be able to customize your workers’ comp insurance in a way that makes the most sense for your company.

No matter what size your company is, workers’ compensation—or workman’s comp—is necessary for protecting your employees as well as your business itself. While larger corporations typically have the financial means for coverage, it can be more challenging for smaller businesses to manage the cost.

If you’re a small business owner, keep reading to learn more about the basics of workman’s compensation for small businesses.

Why is workers’ compensation a necessity?

Most states legally require workers’ compensation insurance for businesses, though the exact requirements vary from state to state. Workman’s comp is crucial for protecting workers if they get injured on the job. It typically covers the cost of medical care, rehabilitation, lost wages, disability benefits, and death benefits.


Work-related injuries and illnesses are typically covered, though there can be exceptions. If intoxication or misconduct played a role in the accident, for instance, it’s unlikely that the employee would be eligible for coverage. To begin the documentation process of a workman’s comp claim, employees who are injured at work must report the accident as soon as possible. The incident and injury should be detailed as thoroughly as possible to help ensure the employee is eligible for benefits.


Not only is workman’s compensation crucial for protecting employees medically and financially, but it also helps protect the business. Having workers’ comp in place can decrease the likelihood of your company being sued in the event an employee is injured at work. It’s also possible that without workers’ compensation insurance the business owner would be required to cover the cost of medical care.

How does it look different for small businesses?

Workers’ compensation is a legal requirement for businesses in most states, regardless of how large or small the company is. Even if you have just one employee, you’re most likely required to have workman’s comp. While it can be challenging for some small businesses to bear that financial burden, there are some great options available for coverage.


Partnering with a professional employer organization (PEO) offers alternative solutions to traditional workers’ compensation. Some PEOs specifically provide workman’s comp for small businesses, offering pay-as-you-go programs. OCMI customizes their programs to meet your needs as a small business. Their workers’ compensation plans allow you to pay as you go—without the steep upfront premiums—so you only pay for what you need in terms of benefits.


Handling workers’ compensation can be complex—particularly for small businesses that may not have the manpower or resources to spend a lot of time figuring it out. Working with a PEO allows you time and freedom to focus on your work—the growth of your business and satisfaction of your employees—while a team of professionals takes care of the legalities of workers’ comp.


It’s always a good idea to compare features and pricing to ensure your company has the coverage you and your employees need. If you own a small business, consider partnering with a PEO that offers a flexible approach to workman’s compensation.

If you own a business and have employees working for you, workers’ compensation insurance is imperative. Not only is it a legal requirement in most states, but it helps protect your employees as well as your business in the event someone gets injured on the job. Accidents happen every day, and knowing that you’re covered if one of your employees gets injured at work can alleviate stress and save money while they focus on healing.


Accurately calculating the cost of your workers’ comp for each employee is crucial not only for ensuring you find the best coverage and rates, but also for protecting you in the event of an audit. Keep reading for 5 tips for ensuring accurate input for your workers’ comp calculator.

1. Double-check your payroll estimates

Calculating the cost of workers’ compensation can be complex, so double-checking every step of the process is important—starting with payroll. You’ll need to consider how many full-time employees you have versus how many part-time and seasonal workers are a part of your company. The more precisely you can determine the annual pay for each employee, the more accurate your workers’ compensation costs will be.

2. Classify your employees correctly

Unless your state has their own classification system, workers’ compensation class codes are typically established by the National Council on Compensation Insurance (NCCI). Class codes are determined based on how high risk the type of work is. Knowing who establishes class codes in your state and ensuring that you’ve classified your employees accurately is necessary for calculating your cost of workers’ compensation.

3. Be sure the premium rate for each employee is accurate

The premium rate for each employee will vary depending on how they’re classified by the state or NCCI. In general, the higher the risk involved with a particular job, the higher the insurance premium will be for that specific job. The class code associated with someone in construction, for instance, likely means a higher rate than the class code of someone who works in an office.

4. Include deductions

Take deductions into account when you’re calculating the cost of workers’ compensation for each of your employees. Additional pay such as tips, overtime, or severance shouldn’t be included in an employee’s annual pay when calculating their insurance cost. Your state will have their own rules and regulations when it comes to deductions, and each business will have their own requirements. Be sure to confirm what applies to your own unique situation before diving into the math.

A final note

If you own a business and manage employees, having workers’ compensation insurance is crucial. Calculating your workers’ compensation costs, however, can be complicated. If you’re looking for a simplified approach, consider partnering with a PEO to help make the process as seamless as possible. If you’re calculating the cost yourself, be sure to keep these 4 tips in mind for ensuring accurate input for your workers’ comp calculator.

DANIA BEACH, Fla. — Inc. Magazine has unveiled its prestigious Inc. 5000 list for 2023, and we’re excited to announce that OCMI Workers Comp has earned the No. 4727 spot. This recognition reflects our impressive three-year revenue growth of 84%, showcasing our commitment to helping businesses succeed.
The Inc. 5000 is a coveted annual list that highlights the fastest-growing private companies in the U.S. It offers valuable insights into the thriving independent entrepreneurial sector, where innovative businesses like Facebook, Chobani, and Microsoft once gained their first national recognition.
Our Mission: “We aim to streamline small business management by offering specialized P.E.O. programs that grant easy access to workers’ compensation insurance, payroll services, and comprehensive HR management.”
Oscar Montenegro, Founder and CEO of OCMI Workers Comp, shared his vision: “Understanding our clients’ business needs is paramount to our success. My experience as a commercial contractor revealed the insurance, payroll, and HR challenges in construction companies. We focus on easing these burdens, especially for small businesses in blue-collar industries. Our goal is to ensure no one loses their business due to a lack of workers’ comp.” At OCMI, we offer innovative Pay-As-You-Go PEO Programs as an alternative to traditional Workers’ Comp plans in Florida. Partnering with us empowers you with control, visibility, cost savings, and risk mitigation. With our expertise and advanced technology, we customize solutions for your specific needs, allowing you to concentrate on business growth.
OCMI Workers Comp offers over 100 unique programs, eliminating deposits, audits, and unnecessary hassles. Our “pay-for-what-you-use” approach ensures you only pay for necessary coverage. Workers’ compensation insurance is not only a wise business decision but also a legal requirement. Recognizing that not all business owners have readily available lump sum payments, our flexible programs alleviate this financial burden on your business.
This year’s Inc. 5000 class represents companies that have achieved remarkable revenue growth while navigating challenges like inflationary pressures, rising capital costs, and workforce shortages. The top 500 companies alone reported a stunning median three-year revenue growth rate of 2,238%, collectively adding 1,187,266 jobs to the economy over the past three years. Scott Omelianuk, Inc.’s editor-in-chief, noted, “Running a business has only gotten harder since the end of the pandemic. To make the Inc. 5000—with the fast growth that requires—is truly an accomplishment. Inc. is thrilled to honor the companies that are building our future.”
More about Inc. and the Inc. 5000
To explore the complete Inc. 5000 results, including company profiles and a customizable database, please visit The top 500 companies are also featured in the September issue of Inc. magazine, available on newsstands starting Tuesday, August 23.
Methodology: Companies on the 2023 Inc. 5000 are ranked according to percentage revenue growth from 2019 to 2022. To qualify, companies must have been founded and generating revenue by March 31, 2019. They must be U.S.-based, privately held, for-profit, and independent—not subsidiaries or divisions of other companies—as of December 31, 2022.
About Inc.: Inc. Business Media is the leading multimedia brand for entrepreneurs. Through its journalism, Inc. aims to inform, educate, and elevate the profile of our community: the risk-takers, the innovators, and the ultra-driven go-getters who are creating our future.
For more information, please visit

HR vs. Hiring Manager

Are the roles of a Human Resources department and Hiring Manager the same?


Human Resources vs. Hiring Manager. Welcome to the HR Chronicles, where we explore the wild and wonderful world of human resources!


Today’s topic is sure to provoke debate. Professionals and job seekers may disagree: Is HR the same as a hiring manager?


It’s a question that has long puzzled those navigating the realms of recruitment and personnel management. Are they two sides of the same coin, or are they distinct entities with their own unique roles and responsibilities? 


Join us on this quest for answers. We will delve into the HR vs. hiring manager conundrum. We come armed with wit, wisdom, and a healthy dose of humor.


Fasten your seatbelts! We are about to start a journey of exploration. It will question your beliefs and make you laugh. Let’s explore and discover the reality of this office puzzle!

What is Human Resources?

Well, my dear readers, imagine a magical realm where people are the most prized assets of an organization, and their happiness, productivity, and well-being are cherished above all else. 


That, my friends, is the fantastical world of human resources, often referred to as HR! But what exactly is HR, you ask? Well, grab your popcorn and get ready for a whimsical journey as we unravel the mysteries of HR.


HR, in a nutshell, is like the wizard behind the curtain, pulling all the strings to create a harmonious and efficient work environment. 


It’s the powerhouse that handles all things people-related in the workplace, from hiring and onboarding to benefits administration, performance management, employee relations, and everything in between. 


HR professionals are the maestros of the workplace symphony, ensuring that the policies, procedures, and practices are in tune with legal requirements, company culture, and employee needs.


Think of HR as the go-to experts for all things human in the workplace. They are the fairy godmothers and godfathers who sprinkle their magic dust to ensure that employees are happy, engaged, and well taken care of. They are the master problem-solvers, mediators, and confidants, always ready to swoop in with their wand of HR wisdom to resolve any workplace challenge.


But HR is not just about serious business! Oh no, they also know how to have fun. They are the party planners, organizing office events, celebrations, and team-building activities that bring joy and laughter to the workplace. 

They are the fashion police, making sure that everyone is dressed to impress in their office attire. They are the gurus of workplace policies, creating guidelines on everything from vacation time to office snacks (yes, even the donut-to-employee ratio!).


In a nutshell, HR is like the beating heart of an organization, keeping the rhythm of the workplace alive and kicking. They are the ultimate champions of people, making sure that employees are heard, supported, and appreciated. They are the advocates of fairness, diversity, and inclusion, creating a workplace where everyone can thrive.


So, there you have it, my curious readers! HR is not just an ordinary department, but a magical world where people and policies come together to create a harmonious and enchanted workplace. 


Hats off to the HR wizards and warriors who keep the workplace magic alive! And remember, if you ever need a sprinkle of HR wisdom or a dash of HR humor, look no further than the HR Chronicles for your dose of HR enlightenment. Until then, keep HR-ing and keep the magic alive!

HR and Hiring Manager - Are They Twins or Distant Cousins?

When it comes to the world of human resources and recruitment, the roles of HR and hiring manager often get entangled in a web of confusion. Are they two peas in a pod, or are they more like distant relatives who only meet at family reunions?


Let’s break it down and see if we can untangle this mystery.

HR - The Jack-of-All-Trades

Human resources, often abbreviated as HR, is like a Swiss Army knife of the workplace. They handle a wide array of tasks, from employee onboarding and benefits administration to performance management and employee relations. 


HR professionals are the go-to experts for anything related to people management, and they ensure that the organization’s policies and practices align with legal requirements and industry standards. 


They are the ultimate resource for employees and managers alike, providing guidance, support, and solutions for all things HR-related.

Hiring Manager - The Talent Whisperer

On the other hand, hiring managers are like the talent whisperers of the organization. They are responsible for identifying, attracting, and selecting the best-fit candidates to join the team. 


Hiring managers work closely with HR to create job descriptions, advertise open positions, review resumes, conduct interviews, and negotiate job offers. 


They are the gatekeepers of talent acquisition, entrusted with finding the perfect match between the company’s needs and the candidate’s qualifications.

HR and Hiring Manager - The Dynamic Duo

While HR and hiring managers have distinct roles, they often work hand-in-hand as a dynamic duo in the recruitment process. 


HR sets the stage by creating policies, procedures, and guidelines for recruitment, ensuring compliance with legal requirements and company policies. 


Hiring managers bring their expertise to the table by providing insights on job requirements, interviewing candidates, and making the final hiring decision. Together, they form a formidable team that helps organizations build their dream workforce.

So, Are They the Same?

In a nutshell, HR and hiring managers are not exactly the same, but they are two sides of the same coin. 


While they have different areas of expertise and responsibilities, they are interdependent and collaborate closely to ensure successful recruitment and talent management processes. HR provides the framework, while hiring managers execute the recruitment strategy within that framework.

Conclusion - Solving the HR vs. Hiring Manager Mystery

In conclusion, the HR vs. hiring manager debate can be compared to a puzzle with two pieces that fit perfectly together. 


They may have distinct roles, but they are both essential cogs in the recruitment and talent management machinery. 


So, the next time you’re pondering the differences between HR and hiring managers, remember that they may not be identical twins, but they are definitely cut from the same cloth.


As we wrap up our exploration of this HR mystery, we hope we’ve shed some light on the topic and brought a smile to your face along the way. Remember, HR and hiring managers may not have capes, but they are the unsung heroes of the workplace, working tirelessly to create successful recruitment and talent management strategies. 


Stay tuned for more HR Chronicles, where we’ll continue to unravel the enigmatic world of human resources one blog at a time. Until then, keep laughing and keep HR-ing!

What Use a PEO?

Hello, savvy business folks! Are you tired of juggling a million tasks at once? Do you sometimes wish you had a clone (or three) to help manage your HR, payroll, and benefits? 


Well, have no fear – a PEO is here! 


That’s right, a professional employer organization (PEO) can help take the load off your shoulders and let you focus on what you do best – running your business like a boss. 


From managing employee benefits to handling compliance issues, a PEO can be a godsend for small to mid-sized businesses looking to streamline their operations and save some serious time (and sanity). 


So grab a cup of coffee, sit back, and let’s dive into why a PEO might just be the best thing to happen to your business since sliced bread (or at least the invention of the paper clip).

What is a PEO?

Well, well, well – looks like we’ve got a curious cat in the house! So you want to know what a PEO is, huh? Don’t worry, my inquisitive friend, I’ve got you covered. 


A PEO, short for professional employer organization, is basically like having your own HR department, but without all the headaches and heartaches. 


They can handle everything from payroll and taxes to employee benefits and compliance, leaving you free to focus on the important stuff – like binge-watching your favorite show on Netflix. 


Think of it like having your own personal genie, but instead of granting wishes, they make your life as a business owner so much easier. And who wouldn’t want that, am I right?

How Does a PEO Work?

Alrighty, let’s get down to brass tacks, shall we? So how exactly does a PEO work? 


Well, my dear friends, it’s all about teamwork. You see, when you partner with a PEO, you’re essentially sharing the responsibility of being an employer. 


That means they handle all the boring, tedious stuff that comes with managing your workforce – like payroll, taxes, benefits administration, and compliance – while you get to focus on the fun stuff, like building your empire (or at least trying to keep the break room clean). 


It’s a win-win situation, really – you get to offload all the mundane tasks that suck up your time and energy, while your PEO gets to show off their impressive HR skills and make you look like a rockstar. And let’s be real, who doesn’t want to look like a rockstar?

What Types of Businesses Benefit From PEOs?

Ah, the age-old question – who exactly benefits from a PEO? 


Well, my dear business-savvy friends, the answer is simple – pretty much everyone! Okay, maybe not everyone, but definitely a lot of folks. 


PEOs are particularly beneficial for small to mid-sized businesses who are looking to save some serious time, money, and sanity. 


They can be especially helpful for businesses that don’t have an HR department (or only have a small one), as they can provide a whole range of HR services that would otherwise be too expensive or time-consuming to handle in-house. 


But even larger companies can benefit from a PEO, as they can help streamline HR processes, reduce administrative burdens, and provide access to more affordable employee benefits. 


So whether you’re a tiny startup or a massive corporation, a PEO just might be the missing piece of the puzzle you’ve been looking for.

How Much Does a PEO Cost?

Ah, the million-dollar question (or, depending on the size of your business, maybe just the thousand-dollar question) – how much does a PEO cost? 


Well, my curious friend, the answer is…it depends. I know, I know, that’s not a very satisfying answer, but hear me out. 


The cost of a PEO can vary depending on a whole bunch of factors, like the size of your business, the services you need, and the level of customization you’re looking for. But generally speaking, PEOs charge a percentage of your payroll – usually around 2-10% – in exchange for their services. 


So yeah, it’s not exactly cheap, but think of it as an investment in your business’s future (and your own sanity). 


Plus, when you consider all the time and money you’ll save by not having to handle HR tasks in-house, it might just be worth its weight in gold (or at least silver). So go ahead, give your wallet a pep talk, and take the plunge – your future self will thank you.

What is a PEO Workers Comp?

Well, well, well, look who’s back for more PEO goodness! You’re like a kid in a candy store, aren’t ya? But hey, I don’t blame you – this stuff is fascinating (no, really, it is. I’m contractually obligated to say that). 


So, what is a PEO workers’ comp, you ask? 


Well, my curious friend, it’s just another one of the many ways a PEO can make your life as a business owner easier. 


You see, when you partner with a PEO, they can handle your workers’ compensation insurance for you. That means they’ll take care of all the paperwork, claims, and legal mumbo-jumbo (yep, that’s a technical term) that comes with ensuring your employees are covered in case of injury or illness on the job. 


And trust me, that’s a big load off your shoulders. Plus, because PEOs often have access to better rates and plans than individual businesses, you might even end up saving some money on your workers’ comp premiums. 


So go ahead, take a load off, and let your PEO handle the heavy lifting. Your back (and your wallet) will thank you.

Benefits of Using a PEO?

Oh boy, where do I even begin with the benefits of using a PEO


There are so many, it’s like trying to count all the grains of sand on a beach (but way less annoying). 


For starters, partnering with a PEO can save you time, money, and headaches by taking care of all the nitty-gritty HR tasks that come with running a business. 


From payroll to benefits to compliance, they’ve got you covered (literally and figuratively). Plus, because PEOs work with multiple businesses, they have access to economies of scale that can help lower your costs and increase your purchasing power. And if that’s not enough to make you want to jump for joy (or at least do a little happy dance), PEOs can also provide access to more affordable and comprehensive employee benefits, as well as offer HR support and guidance when you need it most. 


So really, the benefits of using a PEO are endless. They’re like a superhero for your business – cape not included (but highly encouraged).