Everything you need to know
about leaving a PEO.
Straight answers to the questions we hear most from business owners, CFOs, and HR leaders considering a PEO exit.
How much does your PEO exit analysis cost?
Nothing. Our initial analysis is 100% free with no obligation. We extract your PEO invoice data, map your census, and build a full market comparison — at no cost to you. If you decide to move forward with a transition, we earn standard broker commissions from carriers and providers. You never pay us directly.
How long does the analysis take?
Typically 1–2 weeks from the time we receive all documents on our required documents list. We deliver a comprehensive workbook with rate cards, enrollment data, invoice history breakdowns, and side-by-side market comparisons so you can see exactly where you stand.
What do I need to provide to get started?
We need the following required documents to run your analysis:
Most of these can be pulled from your PEO portal in minutes. If you need help locating anything, we'll walk you through it.
What size companies do you work with?
We work with companies ranging from 40 to 1,500+ employees. The sweet spot for PEO exits is typically companies with 40–200 employees — large enough to get competitive standalone rates, but often still stuck in a PEO arrangement they've outgrown. That said, we've helped companies across the full range find meaningful savings.
What if the analysis shows we should stay with our PEO?
Then we'll tell you that. Our job is to show you the real numbers so you can make the best decision for your company. If staying with your PEO is the right move, you'll know with certainty instead of guessing — and you'll have hard data to negotiate a better renewal.
How do you handle companies whose PEO won't share claims data?
This is extremely common — most PEOs won't share claims data. We built a proprietary AI-driven analysis that uses your census demographics (age, gender, location, dependent structure) to model optimal funding mechanisms — fully insured, level-funded, or self-funded — without needing claims history. It's one of the things that sets us apart.
How much do companies typically save by leaving a PEO?
Our clients typically save $90,000 to $100,000+ per year due to reduced fees and better market rates. Savings come from eliminating bundled admin markups, accessing competitive carrier pricing, optimizing funding mechanisms, and selecting technology that fits your actual needs rather than paying for a one-size-fits-all platform.
Which PEOs do you help companies leave?
All of them. We have experience with ADP TotalSource, TriNet, Insperity, Engage, Justworks, Rippling, and many others. The forensic analysis process works the same regardless of which PEO you're currently using — we extract the data, map the costs, and run the market comparison.
Will my employees' benefits be disrupted during the transition?
Minimizing disruption is a top priority. We coordinate timing with your PEO termination date, ensure continuity of coverage, and manage the entire enrollment process so employees experience a seamless transition with no gaps in benefits. Most employees notice an improvement — better portal experience, more plan choices, and often better coverage.
Can we leave our PEO at any time?
Most PEO contracts have specific termination windows and notice periods — typically 30–60 days before your renewal date. We'll review your agreement, identify your options, and time the transition to align with your renewal cycle for maximum savings. Even if your renewal is months away, starting the analysis now gives us time to build the strongest market comparison.
How long does the full transition take?
Plan for a minimum of 90 days from initial analysis to go-live on standalone benefits. If someone tells you they can do it faster, be skeptical — rushed exits create sloppy, painful experiences not just for your HR team, but especially for your employees. Benefits gaps, payroll errors, missed enrollments — that's what happens when corners get cut. We take the time to do it right.
The 90-day minimum includes the analysis phase (1–2 weeks), market RFP and carrier selection (2–4 weeks), HRIS and payroll evaluation (2–3 weeks), and implementation, enrollment, and coordination with your PEO termination timeline. Starting early gives us the most leverage — even if your renewal is months away, beginning the analysis now means we build the strongest market comparison and avoid any rushed decisions.
What do we transition to after leaving the PEO?
A standalone setup tailored to your company: your own group medical, dental, and vision plans through major carriers; a modern HRIS and payroll platform; standalone workers' comp and EPLI; and ongoing benefits administration support. Everything is selected through a competitive RFP process — you get the best options the market has to offer, not whatever your PEO chose for you.
On the technology side, we work with all of the top national payroll and HRIS partners — Paylocity, Gusto, ADP Workforce Now, Paychex Flex, UKG, Paycom, and others. Because of our relationship with these providers, our clients receive special discounting you wouldn't get if you called them directly. You also get senior implementation specialists who are dedicated to our clients — not a junior rep working 50 accounts at once. It's a fundamentally better experience from day one.
What about payroll and HRIS? Can you help us find the right system?
Absolutely — HRIS and payroll selection is one of the most important parts of a PEO exit, and it's a core feature of our process. Most companies leaving a PEO are also leaving behind an outdated or rigid technology stack they never chose in the first place. Our team works with trusted industry partners who interview your HR, finance, and operations teams to understand the technology and systems you use today — then match you with platforms that are excelling in modern HRIS, payroll, time tracking, and workforce management. The goal is to bring your company onto a technologically advanced system that actually fits how you work, not a one-size-fits-all PEO platform. It's one of the biggest upgrades our clients experience.
Do you only handle benefits, or the full transition?
The full transition. We handle medical, dental, vision, life, disability, workers' comp, EPLI, HRIS and payroll technology selection, and ongoing support — everything your PEO currently bundles, unbundled and optimized. Backed by IMA Financial Group, the 2nd largest independent brokerage in the country, we have access to every major carrier and platform nationwide.
What happens after we transition? Do you disappear?
The opposite. Leaving a PEO isn't a one-year event — it's the first step in a long-term relationship. We want to be your benefits team for the long haul, not just the team that got you out the door. Once your transition is complete, we build a multi-year strategy designed to maximize every dollar you spend on benefits, year over year.
That means managing annual renewals, running open enrollment, handling employee questions, negotiating with carriers on your behalf, and continuously monitoring the market to make sure you're always in the best position. As your company grows and your needs evolve, we adjust the strategy. Think of us as the benefits department you never had to hire — and one that gets smarter about your business every year.
Do you work with companies in my state?
Yes. We serve companies in all 50 states. Through IMA Financial Group, we have nationwide carrier access, licensing, and market expertise — no matter where your company is located.
What makes LeavePEO different from other benefits brokers?
Most brokers don't specialize in PEO exits. We do — it's all we do. That means we've built proprietary processes for extracting PEO invoice data, cross-referencing census information, modeling funding mechanisms without claims data, and managing every piece of the transition. Combined with the carrier access and negotiating leverage of IMA Financial Group, it's a combination no one else offers.
Still have questions?
We're happy to talk through your specific situation. No pressure, no sales pitch — just a straightforward conversation about your options.
Ready to see the numbers?
Get a free, no-obligation PEO exit analysis. We'll show you exactly what your PEO costs and what the open market can offer.