PEO vs payroll: Which one does your business need?

When you outsource your company’s payroll, both PEOs and specialist payroll providers are a viable option. But what are the core differences between the two and — most importantly — how do you know which one is right for your business?

In this article, we’ll explore these differences in detail, including when you might need one over the other — and how to make the right choice based on your unique needs.

So, whether you’re a startup planning your first international hire or a mid-size business optimizing your HR stack, this is what you need to know to make an informed decision.

First, what is a PEO?

A professional employer organization (PEO) is a HR partner that handles your company’s payroll, as well as many other of your HR responsibilities. These include:

• Benefits administration
• HR compliance
• Risk management
• Employee onboarding and offboarding
• Workers’ compensation
• Tax filing

It’s crucial to note that, when you partner with a PEO, you enter into a co-employment agreement. This is different to working with an employer of record (EOR), where the EOR provider is the legal employer of your team member.

See also: Does your business need a PEO or an EOR?

What is a payroll provider?

Meanwhile, a payroll provider is a dedicated outsourced solution that runs payroll on your behalf. It doesn’t typically handle any other HR tasks, such as the ones mentioned above.

In terms of payroll, the extent of the services provided depends on the provider. Generally, though, most payroll providers calculate and distribute your employee salaries, deduct taxes, and manage payroll compliance.

Unlike a PEO (or an EOR), there is no employment arrangement; the payroll provider is just an outsourced partner. You remain fully responsible for compliance, HR operations, and employee management.

See also: Does your business need a payroll provider or an EOR?

PEO vs payroll: A side-by-side comparison

So, when does a PEO make sense?

A PEO is usually ideal if:

You lack in-house HR expertise across the board. A PEO offers bundled services to handle compliance, taxes, benefits, and onboarding — reducing your administrative burden.

You need help staying compliant. Employment laws are complex and constantly changing. A PEO helps mitigate legal risk by keeping you compliant.

You want to offer competitive benefits. PEOs often pool multiple clients to negotiate better benefits packages (like health insurance or retirement plans) at scale. However, note that some payroll providers — like Remote — can also manage your benefits.

You’re growing quickly and need HR infrastructure. Instead of building your HR stack piecemeal, a PEO gives you a plug-and-play solution to support your growth.

And when is a payroll provider the better fit?

A payroll provider may be more suitable if:

You already have an HR or legal team in place. If you just need expert help running payroll accurately and efficiently, a payroll provider gives you tools — without taking over other HR functions.

You operate in one country and have few compliance complexities. A simple business setup with domestic employees may not require the full-service approach of a PEO or an EOR.

You want more control over HR policies and processes. Since you retain full employer responsibilities, you have complete autonomy over your HR operations.

You’re cost-conscious. Payroll services are typically less expensive than a full-service PEO because you’re not paying for bundled HR support.

What if you’re hiring abroad?

If you’re hiring (or plan to hire) across borders, the complexity only increases; think multiple currencies, tax regimes, employment laws, and benefits expectations.

And there’s another problem: you can only use a PEO or a payroll provider if you already have a legal entity set up in the country (or countries) you’re hiring in.

If you don’t, and you need to set one up, this can be costly and time-consuming.

This is where an EOR may be a more suitable option, either permanently or as a temporary solution. As mentioned, the EOR acts as the legal employer in the countries you hire in, and handles payroll, compliance, and all other HR functions. Learn more about EORs.

How to choose between a PEO and a payroll provider

This, of course, depends on your circumstances and your HR goals. As a starting point, though, here are a few questions to help you decide:

1. What’s your current team capacity?
   
   

• If you have limited HR and legal resources, you may need a PEO.
• If you already have a strong internal HR team and you just need payroll support, a payroll provider may be more suitable.
  
  

2. Where are your employees located?
   
   

• If your employees are in one country — or you have your own legal entities where you hire — then either a PEO or payroll provider may be suitable.
• If your plan is to hire in multiple locations and you don’t have entities there, then an EOR may be more suitable — even if it’s temporary.
  
  

3. Do you need help with benefits and compliance?
   
   

• If yes, then a PEO may be more suitable.
• If not, a payroll provider may be enough. However, some providers (like Remote) also offer benefits and compliance support as part of their payroll offering.
  
  

How can Remote help?

When comparing PEOs vs payroll, it isn’t necessarily about which service is “better.” Instead, it’s about which one best aligns with your current needs, team structure, and hiring plans.

At Remote, we offer a dedicated global payroll solution, full EOR services, and — in the US — full PEO services. This means that, whatever your needs and goals, we have the right solution for your business, regardless of where you want to hire and when.

To learn more about how we can help — and to see which approach is the most suitable for you — speak to one of our friendly experts today.