PEO vs direct benefits decision depends on company size, HR capacity, and strategic priorities. Direct benefits offer control, transparency, and plan customization but require internal management. PEOs provide simplicity and pooled buying power but limit flexibility. Most transitions make sense between 75-100 employees with adequate HR bandwidth.

This comprehensive guide walks you through planning and budgeting a PEO exit over 12 months. It covers hidden costs most companies miss, detailed sample budgets for a 75-employee company, month-by-month planning timelines, timing dependencies, real-world pitfalls, and practical advice on when to bring in external help. Perfect for HR leaders ready to transition away from their PEO.

A strategic decision framework for HR and finance leaders at 75–500 employee companies evaluating whether they've outgrown their Professional Employer Organization. Includes 15 assessment questions across cost transparency, strategic control, data access, and service quality, plus practical guidance on timing and transition planning.