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Justworks Review — PEO, Payroll, and Benefits Access for Small Business HR Teams

Justworks is a professional employer organization that packages payroll processing, compliance support, HR tools, and access to large-group benefits into a single monthly per-employee fee. The PEO model means Justworks becomes the employer of record for tax and benefits purposes, which gives small businesses access to health insurance plans and 401(k) programs that would be impossible to negotiate on their own. The platform serves companies from roughly 5 to 100 employees, with the sweet spot being teams of 10 to 50 that need real benefits without an in-house HR department.

What makes Justworks worth reviewing in 2026 is its published pricing in a category where most PEOs force you through a sales call before revealing costs. At $59 per employee per month for the Basic plan and $109 for Plus, buyers can model their total HR cost before ever talking to a sales rep. My review covers where the PEO model genuinely saves money on benefits, where payroll execution holds up, and where the platform's limitations start to show as your team scales past the small business stage.

Justworks uses per employee per month (pepm), published pricing pricing, runs on cloud, supports Web, iOS, Android, and Free demo available; no free trial.

Visit Justworks websiteStart free trialJustworks pricingJustworks alternativesJustworks vs Gusto: PEO vs Payroll Platform — Which One Fits Your BusinessJustworks vs TriNet: Modern PEO vs Traditional PEO — Which Model Fits

Free demo available; no free trial. No commitment required.

Written by Maya PatelFact-checked by ChandrasmitaLast updated Mar 22, 2026

Pricing model

Per employee per month (PEPM), published pricing

Deployment

Cloud

Supported platforms

Web, iOS, Android

Trial status

Free demo available; no free trial

Review rating

Not yet rated

Vendor

Justworks

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Justworks pricing, plan structure, and what the per-employee fee covers

Justworks publishes its pricing openly at $59 per employee per month for the Basic plan and $109 per employee per month for the Plus plan. That transparency is unusual in the PEO space, where competitors like TriNet, Insperity, and ADP TotalSource require custom quotes. The Basic plan covers payroll, compliance, HR tools, workers' compensation insurance, and time tracking. The Plus plan adds medical, dental, and vision insurance, HSA and FSA accounts, life and disability insurance, 401(k), commuter benefits, and gym memberships.

For a 25-person company, the Basic plan costs $1,475 per month and the Plus plan costs $2,725 per month. Those numbers are straightforward to budget because there are no setup fees, no implementation charges, and no long-term contract requirements. Month-to-month billing is available, which reduces switching risk. The per-employee model means costs scale linearly with headcount, so there are no volume discounts to negotiate.

See the full Justworks pricing breakdown

Basic: $59/employee/month ()
Plus: $109/employee/month ()

Verified from the official pricing page on March 17, 2026. View source

Why Justworks stands out for small business PEO and benefits buyers

My take on Justworks is that it solves a very specific problem better than almost anyone else in the market: giving small businesses access to enterprise-quality benefits without the overhead of managing them.

The PEO model is not for everyone — you are co-employing your workforce, which means Justworks has a say in certain HR decisions — but for teams of 10 to 50 employees where benefits access is the primary buying trigger, Justworks delivers exactly what it promises.

Payroll is reliable, compliance support is responsive, and the published pricing means no surprises at renewal. The ceiling is real, though. Once you cross 100 employees, the per-employee cost starts to look expensive compared to managing benefits administration in-house or switching to a traditional HRIS plus a benefits broker.

If benefits access is your top priority and you do not want to manage carrier relationships yourself, Justworks earns a spot on the shortlist.

Justworks is best for

Justworks is best for small business founders, COOs, and first-time HR hires at companies with 5 to 100 employees who need enterprise-grade health insurance, dental, vision, and 401(k) benefits without the overhead of managing carrier relationships and compliance in-house.

It fits teams that want to offer competitive benefits to attract talent but lack the headcount or expertise to negotiate group plans directly.

If your primary buying trigger is benefits access and you want predictable per-employee pricing with no setup fees, Justworks belongs on your shortlist. If you already have a benefits broker and solid carrier relationships, you are paying a premium for something you do not need.

Why Justworks stands out

Justworks stands out because it makes the PEO model accessible and transparent where competitors make it opaque.

The published pricing eliminates the guesswork that plagues PEO shopping. The benefits selection through Aetna and UnitedHealthcare gives small businesses access to plans they could never negotiate independently. The payroll and compliance layer works reliably — direct deposit runs on time, tax filings are accurate, and the support team actually responds when compliance questions come up.

Compared to TriNet and Insperity, Justworks wins on simplicity and pricing transparency. Compared to Gusto and Rippling, Justworks wins on benefits access through the PEO structure. The product occupies a clear niche and executes well within it.

Commercial fit for Justworks

Commercially, Justworks positions itself as the modern PEO that removes the complexity from employment. That positioning holds for its core audience of 5-to-50-employee companies where the founder or a single HR generalist handles everything people-related.

The commercial risk is the PEO model itself — co-employment means Justworks has contractual authority over certain employment decisions, and exiting a PEO is more involved than canceling a software subscription.

Teams that value control over their employer-of-record status should consider whether the benefits access justifies the structural dependency. For most small businesses, it does — until the team grows large enough to negotiate benefits independently.

Justworks sits in the PEO Software category. Browse all peo software tools to see how it compares to the full shortlist.

Still comparing? Dig deeper:

See Justworks pricing breakdownCompare Justworks alternativesJustworks vs Gusto: PEO vs Payroll Platform — Which One Fits Your Business

Justworks in depth

Justworks is best evaluated in the context of the specific people operations workflows your team is trying to improve.

Shortlist quality depends less on surface-level feature parity and more on how well Justworks fits your operating model, reporting expectations, and the amount of change management your people team can absorb. Use this page to understand fit before moving into direct vendor comparisons.

  • Test whether Justworks supports the workflows that matter in the next 90 days.
  • Validate pricing mechanics against actual headcount, payroll, or manager usage assumptions.
  • Check whether the implementation path matches your internal resourcing and change timeline.

Justworks features: payroll, benefits enrollment, time tracking, and 401(k)

Justworks PEO model and co-employment structure

The foundation of Justworks is the professional employer organization model.

The foundation of Justworks is the professional employer organization model. When you sign up, Justworks becomes the employer of record for your employees for tax, benefits, and workers' compensation purposes. Your company retains day-to-day management control — hiring, firing, assignments, and performance — but Justworks handles payroll processing, tax filings, benefits administration, and compliance support.

This co-employment arrangement is what enables the benefits access. Because Justworks pools employees from hundreds of small businesses, it negotiates group insurance rates that individual companies could not access. The trade-off is structural dependency: exiting a PEO requires migrating multiple systems simultaneously, which is more complex than switching software vendors.

How co-employment works in practice

Employees see Justworks as their employer on tax documents (W-2s list Justworks as the employer), but your company name appears on offer letters, business cards, and day-to-day operations. The co-employment relationship is transparent to employees for practical purposes, though it appears on their tax records.

PEO exit process and what to plan for

Exiting Justworks requires setting up new payroll, benefits, workers' comp, and tax filing systems before the transition date. Most companies need 4-8 weeks to prepare. Justworks does not charge an exit fee, but the operational complexity of migrating mid-year (especially during benefits enrollment periods) can be significant.

Justworks payroll processing and tax filing

Payroll on Justworks handles salaried and hourly employees, direct deposit, tax withholding for federal, state, and local jurisdictions, W-2 and 1099 preparation, and year-end tax filing.

Payroll on Justworks handles salaried and hourly employees, direct deposit, tax withholding for federal, state, and local jurisdictions, W-2 and 1099 preparation, and year-end tax filing. The system processes payroll on a two-day cycle, with runs typically initiated on Wednesday for Friday deposit. Same-day direct deposit is available as an option.

Multi-state payroll is supported natively, which matters for distributed teams. Justworks handles state tax registration, withholding calculations, and filing for all 50 states. Garnishment processing, child support deductions, and retirement plan contribution deductions are automated. The payroll system is reliable — Capterra reviewers rate it highly for accuracy and on-time delivery.

Off-cycle payroll and bonus payments

Justworks supports off-cycle payroll runs for bonuses, commissions, and corrections without waiting for the next regular pay cycle. Off-cycle runs follow the same two-day processing timeline and include full tax calculations.

Contractor payments and 1099 processing

The platform handles contractor payments alongside employee payroll. Contractors receive direct deposit payments, and Justworks generates 1099 forms at year-end. This eliminates the need for a separate contractor payment tool for companies that use a mix of employees and contractors.

Justworks benefits administration and enrollment

Benefits on the Plus plan include medical insurance through Aetna and UnitedHealthcare, dental and vision coverage, health savings accounts, flexible spending accounts, life and disability insurance, 401(k) retirement plans, commuter benefits, and ClassPass gym memberships.

Benefits on the Plus plan include medical insurance through Aetna and UnitedHealthcare, dental and vision coverage, health savings accounts, flexible spending accounts, life and disability insurance, 401(k) retirement plans, commuter benefits, and ClassPass gym memberships. Employees enroll during onboarding or annual open enrollment through a self-service portal.

The benefits enrollment experience is straightforward. Employees see available plans, compare costs and coverage, and enroll without needing HR assistance. Plan changes during qualifying life events (marriage, birth, move) are handled through the platform. Justworks manages carrier communication, premium payments, and COBRA administration.

Medical plan options and network coverage

Justworks offers multiple medical plan tiers through Aetna and UnitedHealthcare, including HMO, PPO, and high-deductible health plans. Plan availability varies by state and employee location. Employers can choose which plans to offer and set contribution levels.

HSA and FSA account management

Health savings accounts and flexible spending accounts are available on the Plus plan. Contributions are deducted from payroll pre-tax and deposited into employee accounts automatically. Justworks partners with a third-party HSA/FSA administrator for account management and debit card access.

Justworks compliance support and employment law guidance

Compliance support is built into both the Basic and Plus plans.

Compliance support is built into both the Basic and Plus plans. Justworks' HR support team provides guidance on employment law questions, ACA compliance, workers' compensation claims, COBRA administration, and state-specific regulatory requirements. Support is available via chat, email, and phone during business hours.

The compliance layer is particularly valuable for small businesses operating in multiple states, where employment law varies significantly. Justworks tracks state-level requirements for wage and hour laws, paid leave mandates, and posting requirements. The platform also handles ACA reporting for applicable large employers on the Plus plan.

Workers' compensation insurance coverage

Workers' comp is included in both the Basic and Plus plans at no additional cost. Justworks manages the policy, handles claims processing, and adjusts rates based on your industry classification codes. For small businesses, bundling workers' comp into the PEO eliminates the need to shop for a separate policy and manage audits.

State-specific compliance tracking

Justworks monitors compliance requirements for every state where your employees are located. This includes paid sick leave laws, minimum wage updates, harassment training requirements, and workplace posting obligations. The platform alerts you when new requirements take effect in your employees' jurisdictions.

Justworks time tracking and PTO management

Time tracking on Justworks captures hours for hourly employees through a web-based clock-in and clock-out interface.

Time tracking on Justworks captures hours for hourly employees through a web-based clock-in and clock-out interface. The system calculates overtime automatically based on federal and state rules, and approved timesheets feed directly into payroll. Managers approve timesheets before each pay cycle.

PTO management handles accrual policies, request and approval workflows, and balance tracking. Employees request time off through the platform, managers approve or deny with a single click, and balances update automatically. Multiple PTO policies can be configured for different employee groups, and the system supports unlimited PTO policies as well as accrual-based tracking.

Overtime calculation rules

The time tracking module applies federal and state-specific overtime rules automatically. For states like California with daily overtime thresholds, the system calculates overtime based on daily hours rather than just weekly totals. This eliminates manual overtime calculations for multi-state teams.

PTO accrual policy configuration

PTO accrual policies can be configured by employee type, tenure, and location. The system supports annual accrual, per-pay-period accrual, and front-loaded policies. Carryover limits and maximum balance caps are configurable per policy.

Justworks integrations and platform connectivity

Justworks integrates with accounting software (QuickBooks, Xero), expense management (Expensify), and various HR and productivity tools.

Justworks integrates with accounting software (QuickBooks, Xero), expense management (Expensify), and various HR and productivity tools. The integration library is smaller than competitors like Rippling or BambooHR, reflecting Justworks' focus on being the central employment platform rather than a hub that connects to dozens of point solutions.

An API is available for custom integrations, supporting employee data sync and payroll data export. The API documentation is adequate for basic integrations but lacks the depth and webhook support that developer-heavy teams expect. For most small businesses, the pre-built QuickBooks and Xero integrations cover the primary need — getting payroll data into accounting software without manual journal entries.

Accounting software integration

The QuickBooks and Xero integrations sync payroll journal entries automatically after each pay run. This eliminates the manual data entry that accountants and bookkeepers otherwise perform. The integration maps payroll categories to chart-of-accounts line items during setup.

API access and custom integrations

Justworks provides a REST API for custom integrations covering employee records, payroll data, and time-off information. The API is suitable for basic data sync but does not support real-time webhooks, which limits its utility for event-driven automation workflows.

Justworks pros and cons: PEO benefits, payroll, compliance, and HR tools

Evaluating Justworks means separating what sounds strong in the demo from what holds up after implementation for peo software teams.

Strengths

Where Justworks earns its place on the shortlist for smb teams once practical fit matters more than feature breadth.

Justworks benefits access gives small businesses insurance options they cannot get independently

The core value proposition of Justworks is benefits access, and it delivers. Through the PEO model, Justworks pools employees from hundreds of small businesses to negotiate large-group insurance rates with Aetna and UnitedHealthcare.

A 15-person startup on Justworks Plus gets access to the same quality of medical, dental, and vision plans that a 500-person company could negotiate directly. Multiple G2 reviewers cite benefits quality as the primary reason they chose Justworks over non-PEO alternatives like Gusto or Rippling.

For founders trying to compete for talent against larger companies, this is the feature that tips the buying decision.

Justworks published pricing eliminates the PEO sales call guessing game

In a category where TriNet, Insperity, and ADP TotalSource all require custom quotes, Justworks publishes its pricing on its website: $59 PEPM for Basic, $109 PEPM for Plus.

There are no setup fees, no implementation charges, and no minimum contract term. This transparency lets buyers model their total HR cost in a spreadsheet before engaging with sales.

For finance teams and founders who need predictable costs, the pricing model removes a major friction point in the buying process. You know what you are paying before you sign anything.

Justworks payroll processing runs reliably with accurate tax filing across all 50 states

Payroll on Justworks handles direct deposit, tax withholding, W-2 and 1099 processing, and multi-state tax filings automatically. The system supports salaried and hourly employees, overtime calculations, and garnishments.

Payroll runs on a two-day processing cycle with same-day direct deposit available for an additional fee. Tax filings cover federal, state, and local jurisdictions, which matters for remote teams spread across multiple states.

Capterra reviewers consistently rate payroll reliability as one of Justworks' strongest features, with few reports of late payments or filing errors.

Justworks compliance support gives small teams access to HR expertise they lack in-house

The PEO model includes compliance support for employment law, tax regulations, and benefits administration. Justworks' HR support team handles questions about state-specific employment requirements, ACA compliance, workers' compensation claims, and COBRA administration.

For a 20-person company without a dedicated HR professional, this support layer is meaningful. You get access to compliance expertise through chat, email, and phone without hiring an employment attorney or HR consultant.

The compliance support is not a substitute for legal counsel on complex employment matters, but it covers the day-to-day regulatory questions that small businesses face.

Justworks onboarding and HR tools are simple enough for non-HR managers to use

The platform includes employee onboarding workflows, document management, PTO tracking, an employee directory, and an org chart. The interface is clean and requires minimal training — founders and office managers can run it without HRIS experience.

New employee onboarding handles offer letters, document collection, benefits enrollment, and direct deposit setup in a single flow. Employees self-serve for PTO requests, pay stub access, and benefits information.

The HR tools are not as deep as BambooHR or Rippling — there is no ATS, no performance management, and no advanced reporting — but for teams that need the basics alongside payroll and benefits, the tools are adequate.

Justworks 401(k) administration through the Plus plan includes employer match setup

The Plus plan includes 401(k) retirement plan administration through a partnership with Slavic401k. Employers can set up matching contributions, and employees can enroll and manage their accounts through the Justworks platform.

For small businesses, offering a 401(k) is a competitive advantage in hiring, but the administrative burden of setting one up independently is significant. Justworks bundles the plan administration into the Plus per-employee fee, eliminating the need for a separate 401(k) provider and the associated setup costs.

The 401(k) integration with payroll means contributions are calculated and deducted automatically each pay cycle.

Limitations

What to press on in Justworks pricing calls and technical validation before treating it as a safe choice for cloud deployment.

Justworks PEO co-employment model means giving up some employer control

The PEO structure requires co-employment, which means Justworks becomes the employer of record for tax and benefits purposes. This gives Justworks contractual authority over certain employment decisions and creates a structural dependency that is harder to unwind than canceling a software subscription.

Companies that value full control over their employer-of-record status may find the co-employment model uncomfortable. Exiting a PEO requires migrating payroll, benefits, workers' comp, and tax filings to new providers simultaneously.

Multiple G2 reviewers note that transitioning off Justworks is a multi-week project that requires careful planning.

Justworks per-employee cost becomes expensive as headcount grows past 75 employees

At $109 per employee per month on the Plus plan, a 75-person company pays $8,175 per month — over $98,000 per year — for PEO services. At that headcount, companies can typically negotiate competitive group insurance rates directly with carriers, making the PEO premium harder to justify.

The linear per-employee pricing means there are no volume discounts. Employee 75 costs the same as employee 5.

Multiple reviewers on G2 and Capterra report transitioning to a traditional HRIS plus benefits broker between 75 and 100 employees when the math stopped working in Justworks' favor.

Justworks HR tools lack depth compared to dedicated HRIS platforms

Justworks includes basic HR tools — onboarding, PTO tracking, employee directory, and document management — but it does not include an ATS, performance management, employee engagement surveys, or advanced reporting.

Teams that need recruiting workflows, review cycles, or workforce analytics will need to add separate tools alongside Justworks, which increases total software spend and creates integration complexity.

Compared to Rippling, BambooHR, or Gusto's expanded HR suite, Justworks' HR tools feel like a baseline rather than a platform you can grow into.

Justworks benefits carrier options are limited to Aetna and UnitedHealthcare networks

While the benefits access is Justworks' primary selling point, the carrier selection is limited. Medical insurance is offered through Aetna and UnitedHealthcare, which means employees in regions where those networks are weaker may have limited provider choices.

Companies that want access to Blue Cross Blue Shield, Cigna, or Kaiser Permanente networks will not find those options on Justworks.

For teams concentrated in markets where Aetna and UHC have strong networks, this is a non-issue. For distributed teams spanning multiple states, the network limitations can affect employee satisfaction with the benefits offering.

Justworks reporting and analytics are minimal for data-driven HR teams

The reporting capabilities on Justworks cover payroll summaries, benefits enrollment, and basic headcount data, but there is no workforce analytics, no custom report builder, and no compensation benchmarking.

Teams that want to analyze turnover trends, compensation equity, or benefits utilization will need to export data to a spreadsheet or a BI tool.

For a platform that costs $109 per employee per month at the Plus tier, the reporting depth does not match what you would expect. Competitors like Rippling and Paylocity offer significantly more analytical capability at comparable or lower per-employee costs.

Justworks plan structure and what buyers should verify

What the Basic and Plus plans actually include for your per-employee fee

The Basic plan at $59 per employee per month is the payroll and compliance core. It includes automated payroll with direct deposit, tax withholding and filing (federal, state, and local), W-2 and 1099 processing, workers' compensation insurance, time tracking, PTO management, employee onboarding, and access to Justworks' HR support team. For teams that already have benefits through another channel and just need payroll and compliance, this plan covers the essentials without paying for benefits you do not use.

The Plus plan at $109 per employee per month adds the benefits that make the PEO model valuable. Medical insurance through Aetna and UnitedHealthcare, dental and vision coverage, health savings and flexible spending accounts, life and disability insurance, 401(k) with employer match options, commuter benefits, and ClassPass gym memberships. The $50 per employee premium over Basic is the cost of accessing large-group insurance rates that would be unavailable to a 15-person company negotiating directly with carriers.

How Justworks per-employee costs compare to running benefits in-house

The real comparison for Justworks pricing is not just the software cost but the total cost of benefits administration. A small business managing benefits independently needs a benefits broker (typically 3–5% of premium), benefits administration software ($5–$15 PEPM), payroll software ($6–$12 PEPM), workers' comp insurance, and time spent on compliance. When you stack those costs, the Justworks Plus plan at $109 PEPM often comes in comparable or lower for companies under 50 employees.

Where the math shifts is above 50–75 employees. At that size, companies can negotiate better group rates directly with carriers, and the per-employee PEO fee starts to look expensive compared to a traditional HRIS like Rippling or Gusto plus a benefits broker. Multiple G2 reviewers note that they transitioned off Justworks between 75 and 100 employees when the per-employee cost no longer justified the PEO overhead.

Before you book a demo

Justworks demo checklist, PEO questions, and buying motion

If Justworks is on your shortlist, the evaluation should focus on the PEO model fit as much as the feature set. Here is what to confirm before committing to co-employment.

1

Verify the benefits plans available in your employees' specific locations before assuming the Plus plan will meet everyone's needs. Aetna and UnitedHealthcare network coverage varies by state and metro area. Ask Justworks for a plan comparison specific to your team's zip codes. If key employees are in regions where those carriers have weak networks, the benefits value proposition weakens significantly.

2

Model the total cost at your current headcount and at projected headcount 12 and 24 months out. At $109 per employee per month on Plus, the costs add up quickly as you grow. Calculate at what headcount it becomes cheaper to hire a benefits broker and manage benefits administration through a traditional HRIS. For most companies, the break-even point is somewhere between 50 and 100 employees.

3

Ask about the PEO exit process in detail before signing. Understand what migration looks like if you outgrow Justworks: how much notice is required, what data you retain, and whether there is a transition period where both systems run in parallel. Getting this clarity upfront removes anxiety about lock-in later.

4

Test the payroll workflow with a mock pay run if possible. Justworks does not offer a free trial, but ask for a demo environment where you can see the payroll submission, approval, and processing flow. Pay special attention to how multi-state tax calculations are displayed and how off-cycle runs work.

Browse all peo software toolsJustworks vs Gusto: PEO vs Payroll Platform — Which One Fits Your BusinessJustworks vs TriNet: Modern PEO vs Traditional PEO — Which Model Fits

Frequently asked questions about Justworks PEO, benefits, and payroll

Question 1

Is Justworks a PEO, and what does that mean for my business?

Yes, Justworks is a certified professional employer organization. This means Justworks becomes the employer of record for tax and benefits purposes through a co-employment arrangement. Your company retains day-to-day management of employees — hiring, firing, assignments, and performance — while Justworks handles payroll taxes, benefits administration, workers' compensation, and compliance. The PEO model gives small businesses access to large-group insurance rates and offloads administrative burden, but it requires sharing employer-of-record status, which some businesses find uncomfortable.

Question 2

How does Justworks pricing compare to other PEOs like TriNet and Insperity?

Justworks is the only major PEO that publishes pricing transparently: $59 per employee per month for Basic and $109 for Plus. TriNet and Insperity both require custom quotes, making direct comparison difficult. Based on third-party estimates from G2 and Expert Market, TriNet typically costs $100–$200 per employee per month depending on benefits selection, and Insperity's pricing is similar. Justworks tends to be less expensive for companies under 50 employees, but the gap narrows at larger headcounts where TriNet and Insperity can offer more customized benefits packaging.

Question 3

Can I use Justworks for payroll only without the PEO benefits?

Yes, the Basic plan at $59 per employee per month includes payroll, compliance support, HR tools, and workers' compensation without the health insurance, 401(k), and other benefits that come with the Plus plan. However, the Basic plan still operates under the PEO co-employment model — Justworks is still the employer of record for tax purposes. If you want payroll-only software without co-employment, you would need a different provider like Gusto or Rippling.

Question 4

What happens if I want to leave Justworks and switch to a different provider?

Exiting a PEO is more complex than canceling a software subscription. You need to set up new payroll, benefits, workers' compensation, and tax filing systems before the transition date. Justworks does not charge an exit fee, but the process typically takes 4–8 weeks of preparation. The best time to transition is at a benefits renewal date or the start of a new quarter to minimize mid-period disruptions. Plan to give employees advance notice about benefits changes and coordinate with new carriers for seamless coverage continuation.

Question 5

Does Justworks support remote and distributed teams across multiple states?

Yes, Justworks handles multi-state payroll, tax registration, and compliance for all 50 US states. The platform calculates state-specific tax withholdings, tracks paid leave mandates, and monitors compliance requirements for each employee's jurisdiction. This makes Justworks a strong fit for distributed teams where employees are spread across multiple states. However, Justworks does not support international employees — companies with non-US workers need a separate global employment platform like Deel or Remote.

Question 6

What health insurance carriers does Justworks offer on the Plus plan?

Justworks offers medical insurance through Aetna and UnitedHealthcare, including HMO, PPO, and high-deductible health plan options. Dental and vision coverage is also available through these carrier partnerships. Plan availability varies by state and employee location — not all plans are available in every zip code. Employees in regions where Aetna and UHC have weaker provider networks may have fewer in-network options. Before committing to the Plus plan, verify plan availability for your specific team locations.

Question 7

Does Justworks include workers' compensation insurance?

Yes, workers' compensation insurance is included in both the Basic and Plus plans at no additional cost beyond the per-employee fee. Justworks manages the policy, processes claims, and adjusts rates based on your industry classification codes and claims history. This is a significant cost advantage for small businesses, as purchasing workers' comp independently involves shopping for policies, managing audits, and handling claims administration. The bundled approach simplifies compliance and reduces the administrative burden on business owners.

Justworks alternatives worth comparing

Justworks is a strong choice for small businesses that need PEO benefits access, but it is not the right fit for every buyer. Here are alternatives worth evaluating based on where Justworks falls short.

ProductPricingDeploymentFree trialRating
JustworksPer employee per month (PEPM), published pricingCloudYes—
GustoPer-employee pricingCloudYes—
DeelPer-employee pricingCloudYes—
Prestige PEOCustom quoteCloudNo—
CoAdvantageCustom quoteCloudNo—
ScalePEOCustom quoteCloudNo—

Gusto

Gusto offers payroll, benefits, and HR tools without the PEO co-employment model. Best for teams that want full employer-of-record control with built-in payroll and benefits brokerage.

Compare Gusto

Deel

Deel helps teams run payroll, manage compliance workflows, and reduce manual processing.

Compare Deel
See all Justworks alternatives

Head-to-head comparisons

Open the comparison pages once Justworks makes the shortlist.

Comparison

Justworks vs Gusto: PEO vs Payroll Platform — Which One Fits Your Business

Justworks is a PEO: it becomes your company's co-employer and gives your team access to large-group health insurance rates, HR compliance support, and outsourced employer responsibilities. Gusto is a payroll and HR platform: you own the employer relationship and run payroll and HR yourself with modern software. This comparison covers pricing, benefits access, compliance, and when each model is worth its cost.

See Justworks vs Gusto: PEO vs Payroll Platform — Which One Fits Your Business

Comparison

Justworks vs TriNet: Modern PEO vs Traditional PEO — Which Model Fits

Both Justworks and TriNet are PEOs — Professional Employer Organizations that co-employ your workers, pool benefits, and handle HR compliance. But they deliver the PEO experience differently. Justworks is the modern PEO: transparent pricing, clean technology, self-service platform, and a focus on startups and small businesses. TriNet is the traditional PEO: industry-specific expertise, deeper HR consulting, more carrier options, and a service model built around account teams. The $218 CPC on this keyword tells you something — companies spend real money choosing between these two. Not sure which direction to go? Take the quick quiz below.

See Justworks vs TriNet: Modern PEO vs Traditional PEO — Which Model Fits

Related buyer guides

Read the Justworks category research before it becomes your default answer.

Buyer guide

Best PEO for Small Business: PEO Options for Teams Under 50

Most PEO comparisons are written for mid-market buyers with HR teams and legal review capacity. This guide is specifically for small businesses under fifty employees where the PEO cost-benefit calculation, support expectations, and contract terms look meaningfully different.

Read article