For many growing companies, a Professional Employer Organization (PEO) can be a valuable early-stage partner. PEOs offer bundled HR services, benefits administration, and compliance support, usually at a time when internal resources are limited. But as your business evolves, so should your HR strategy and your journey of how to leave a PEO.
If you’re considering the move to Paylocity and still working within a PEO model, it’s time to ask: Is your PEO still the right fit?
More importantly, do you know how to leave a PEO without disrupting your operations?
At EmphasisHR, we help growing companies successfully transition out of the PEO model while unlocking the full potential of the Paylocity platform. Here’s what you need to know.
Why Companies Outgrow Their PEO
PEOs are designed for scale, but not your scale. As your company grows, the limitations of a PEO can start to hold you back:
- Lack of flexibility: PEOs bundle services, which can limit customization.
- Limited visibility: You may have access to your technology but not the full reporting and configuration capabilities.
- Hidden costs: PEO pricing can be opaque, with costs embedded in bundled fees.
- Loss of control: Your employee policies, benefits, and even payroll processing are often under the PEO’s control, not yours.
If you’re experiencing any of these pain points, it’s likely time to transition away and find learn more on how to leave a PEO.
Why Paylocity + EmphasisHR Is a Smarter Alternative
If you’re considering the move to Paylocity, smart move. But if you’re still operating under a PEO, you’re not getting the full value of HR technology.
EmphasisHR is mutually exclusive to Paylocity. That means we’re not just familiar with the system, we’re built around it. Our team of certified Paylocity experts will help you:
- Take full ownership of your Paylocity account
- Customize your system to fit your business
- Leverage automation and analytics
- Navigate compliance and HR strategy without the limitations of a PEO
Unlike PEOs, we don’t bundle and hide. We empower and optimize.
How to Leave a PEO: A Step-by-Step Guide
1. Review Your Current Contract
PEOs often require a 30- to 90-day notice period. Look for termination clauses, offboarding processes, and any early termination fees.
2. Choose the Right HR Partner
This is where EmphasisHR comes in. We provide tailored HR outsourcing, payroll support, compliance, and employee relations, without taking control away from you.
3. Transition Employee Benefits
One of the most complex parts of leaving a PEO is setting up your own benefits. We manage this process from end to end to ensure continuity and compliance.
4. Reclaim Your Technology
Most PEOs “co-employ” your staff and technically own your technology portal. We’ll help you transition to Paylocity, giving you complete access to tools, workflows, and data.
5. Communicate With Your Team
We provide templates and guidance for internal communications, so your team is informed and supported throughout the change.
What You Gain by Leaving the PEO
By transitioning from a PEO and partnering with EmphasisHR, you’ll gain:
✅ Cost Transparency: Know what you’re paying for, and why
✅ Control: Own your HR systems, policies, and decisions
✅ Flexibility: Choose services that meet your business’s evolving needs
✅ Scalability: Grow with a platform that grows with you
Our clients consistently say, “We didn’t realize how much control we were missing until we left the PEO.”
Let Us Do the Work
EmphasisHR is purpose-built for growing companies on the Paylocity platform. Our strength is experience. Our mission is simple: Let us do the work so you can focus on growing your business.
If you’re wondering whether your PEO still makes sense, or how to leave a PEO without disruption, we’re here to help.
✅ Schedule your free consultation today and learn what’s possible when you take back control of your HR.
