Questions, answered

A Professional Employer Organization (PEO) co-employs your team for administrative purposes, so we handle payroll, benefits, workers’ comp, and HR compliance while you run your business. You keep full control of who you hire and how they work.

It’s a contractual split: Spirit HR becomes the employer of record for administrative items like payroll taxes and benefits, while you remain the worksite employer directing day-to-day work.

No. You make all the decisions about hiring, pay, and daily operations. We simply take the administrative back office off your plate.

A payroll provider processes pay. A PEO bundles payroll with benefits, workers’ comp, HR support, and compliance — backed by a dedicated team, not just software.

Yes. Spirit HR is ESAC accredited — the industry’s gold standard for financial assurance and ethical practices.

Pricing is usually a per-employee-per-month fee or a percentage of payroll. What matters more is your all-in cost today versus with a PEO — we’ll run a free cost analysis so you can compare apples to apples.

Often, yes — through group-buying power on benefits and workers’ comp, plus the time your team gets back. It depends on your situation, which is exactly what the cost analysis shows.

We believe in transparent, all-in pricing. With any PEO, ask what’s included versus billed separately — tax filings, year-end forms, HR support, and the technology platform.

Our agreements are designed to be fair and transparent. Ask our team about current terms for your situation.

Access to large-group health, dental, vision, life, disability, and 401(k) plans — often stronger than a small business can secure alone. We call it Spirit Edge.

We work with leading national and regional carriers, including Blue Cross Blue Shield in our area. Specific options vary by location.

That depends on the plan and network you choose. We help you select plans that fit your team’s needs.

Yes — we manage enrollment, employee communication, and administration end to end. (We also have a free Open Enrollment Checklist in our guides.)

We process, file, and remit federal, state, and local payroll taxes, and we produce year-end W-2s.

Through Spirit Connect, our all-in-one portal — pay stubs, tax forms, PTO, and benefits in one place, on any device.

Yes. We handle multi-state payroll along with the tax registrations and compliance that come with it.

For 2025, payroll and your W-2 stay the same; any benefit is handled when employees file their tax return. Enhanced tracking begins in 2026, and we keep clients updated as the rules take shape.

We provide the guidance, handbooks, onboarding, and reporting tools to help you stay compliant with employment law. Final legal decisions should always be confirmed with your own counsel.

Yes — a named team that knows your business and picks up the phone, not an anonymous ticket queue.

Yes. We guide you through HR issues, documentation, and terminations. (Our Offboarding & Termination Checklist is a good starting point.)

Yes — coverage, claims management, safety programs, and return-to-work support to protect your people and your premium.

We’re an especially good fit for roughly 10–150 employees, though we serve a wide range. Not sure? Take our 2-minute readiness quiz.

Implementation usually takes a few weeks depending on your size and timing. Starting at the beginning of a quarter makes tax reconciliation cleaner.

Your EIN, recent payroll history, an employee roster, and current benefit and workers’ comp details. (Our Switching to a PEO Checklist walks through it.)

Contact us and we’ll analyze your current employment costs and show you where you can save — no obligation.