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PEO SoftwareUpdated Oct 8, 2026

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. Under the PEO model, Justworks becomes the employer of record for tax and benefits purposes, giving small businesses access to health insurance plans and 401(k) programs they could not negotiate on their own. Companies with roughly 5 to 100 employees use the platform, and teams of 10 to 50 that need real benefits without an in-house HR department get the most value.

Justworks pricingJustworks alternatives
Written by RajatRajatEditorThe PeopleOpsClub research desk compiles pricing, packaging and implementation detail from vendor documentation and product help centres, and hands it to a named analyst for review before publication.|Fact-checked by ChandrasmitaChandrasmitaFact-checkerChandrasmita verifies pricing claims, compliance data, and feature accuracy across HR software categories. She brings direct experience in people operations and HR technology procurement at global organisations.

Pricing model

Per employee per month (PEPM), published pricing

Deployment

Cloud

Platforms

Web, iOS, Android

Free trial

Free demo available; no free trial

Legal name

Justworks

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

Justworks publishes its pricing openly at $79 per employee per month for PEO Basic and $109 to $124 per employee per month for PEO Plus (sources conflict on the current Plus rate). 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, PEO Basic costs $1,975 per month and PEO Plus costs $2,725 to $3,100 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
PEO Basic: $79/employee/month
PEO Plus: $109-$124/employee/month (sources conflict)

Pricing last checked on September 25, 2026. View source

Editorial verdict

Where Justworks stands out among small business PEO and benefits tools

Justworks 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.

Founders who want benefits access and predictable per-employee pricing with no setup fees get the most from Justworks. Companies that already have a benefits broker and solid carrier relationships are paying a premium for something they 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 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

Justworks operates as the modern PEO that removes the complexity from employment, and that holds up 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, at least until the team grows large enough to negotiate benefits independently.

Browse all PEO software tools

Justworks is one of few PEOs with public rates: $79 per employee per month on PEO Basic and $109 to $124 on PEO Plus (sources conflict), with no setup fee and month-to-month terms. Medical coverage runs through Aetna and UnitedHealthcare, so network strength where employees live matters.

Still comparing? Dig deeper

Justworks pricingJustworks alternativesJustworks vs RipplingJustworks vs Gusto (2026): PEO or Payroll at 10-50 Staff

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

01

Justworks PEO model and co-employment structure

The foundation of Justworks is the professional employer organization model. When a company signs up, Justworks becomes the employer of record for its employees for tax, benefits, and workers' compensation purposes. The company retains day-to-day management control (hiring, firing, assignments, and performance), while 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.

02

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. 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, and 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. That means companies with a mix of employees and contractors do not need a second contractor payment tool.

03

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. 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.

04

Justworks compliance support and employment law guidance

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 useful 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.

05

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. 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.

06

Justworks integrations and platform connectivity

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 for smb teams

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 medical, dental, and vision plans of the same quality that a 500-person company could negotiate directly. Multiple G2 reviewers say benefits quality is why they picked 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: $79 PEPM for PEO Basic and $109 to $124 PEPM for PEO 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, so 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 before signing

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 to $124 per employee per month on PEO Plus, a 75-person company pays $8,175 to $9,300 per month, or about $98,000 to $112,000 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 to $124 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.

Interested in Justworks?

Leave your details and we'll connect you with Justworks so they can share current pricing, packaging, and what the buying process looks like.

Justworks plan structure and what buyers should verify

PEO Basic versus PEO Plus: what your per-employee fee actually buys

PEO Basic at $79 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, PTO management, employee onboarding, and access to Justworks' HR support team; time tracking costs $8 per employee per month extra. 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. Teams that do not want co-employment at all can use the Payroll plan at $50 per month plus $8 per employee.

PEO Plus at $109 to $124 per employee per month adds the benefits that make the PEO model useful. 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 $30 to $45 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

Comparing Justworks pricing fairly means looking past the software cost to 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, Justworks PEO Plus at $109 to $124 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 sign

Questions to ask Justworks before you commit

Evaluating Justworks means weighing the PEO model fit as much as the feature set. Confirm the following 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 skips the 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 tools

Our evaluation

How we evaluated Justworks

Rajat worked through Justworks directly. Every figure below was checked against Justworks's published pricing on September 25, 2026. Follow the link and check it yourself — if the vendor has moved since, that date tells you how stale this page is.

Plans as published

PlanList price
PEO Basic$79/employee/month
PEO Plus$109–$124/employee/month (sources conflict); insurance premiums extra

Trial: Free demo available; no free trial

What the list price doesn't cover

No published volume discounts means linear cost growth that outpaces alternatives at scale

The biggest hidden cost in Justworks pricing is the lack of published volume discounts. At $109 to $124 per employee per month on PEO Plus, a 75-person company pays $8,175 to $9,300 per month, or $98,100 to $111,600 annually, before insurance premiums. At that headcount, companies can typically negotiate competitive group insurance rates directly with carriers through a benefits broker, which makes the PEO premium harder to justify. Multiple G2 reviewers report transitioning to a traditional HRIS plus benefits broker between 75 and 100 employees when the per-employee cost no longer justified the PEO overhead. Model your costs at projected headcount 12 and 24 months out, and ask Justworks for a quote above 50 employees.

PEO exit complexity when you outgrow the model

Exiting Justworks requires simultaneously setting up new payroll, benefits, workers' comp, and tax filing systems — a process that takes 4 to 8 weeks. Justworks does not charge an exit fee, but the operational complexity of migrating mid-year can be significant. Benefits continuity is the biggest risk: if you leave during the plan year, employees transition to new benefits plans with potentially different networks, deductibles, and coverage. The optimal exit timing is at annual benefits renewal to minimize disruption. Factor the transition timeline and effort into your long-term cost model.

What we'd confirm on a demo

Verify the benefits plans available in your employees' specific locations

Justworks offers medical through Aetna and UnitedHealthcare, but network coverage varies by state and metro area. Ask 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. Distributed teams should verify plan availability for every employee location before assuming the Plus plan will meet everyone's needs.

Model the total cost at current headcount and projected headcount 12 and 24 months out

At $109 to $124 per employee per month on PEO Plus, plus insurance premiums, costs add up quickly as you grow. Calculate the annual cost at 25, 50, 75, and 100 employees. At some point, typically between 50 and 100 employees, it becomes cheaper to hire a benefits broker and manage benefits through a traditional HRIS. Knowing that break-even point in advance lets you plan the transition before costs become unsustainable.

Ask about the PEO exit process before signing up

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. Justworks does not charge exit fees, but the operational complexity of the transition is significant.

Free templates for this

Frequently asked questions on Justworks' PEO model, benefits, and payroll

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

Yes. Justworks is a certified professional employer organization, which means it becomes the employer of record for tax and benefits purposes through a co-employment arrangement. The 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.

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

Justworks is the only major PEO that publishes pricing directly, at $79 monthly per employee for PEO Basic and $109 to $124 for PEO Plus. TriNet and Insperity both require custom quotes, making direct comparison difficult. Third-party estimates put TriNet's PEO admin fee at about $80 to $150 per employee per month, and Insperity sits within the wider full-service PEO range of about $60 to $200. Justworks tends to cost less for companies under 50 employees, but the gap narrows at larger headcounts where TriNet and Insperity can offer more customized benefits packaging.

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

Yes. PEO Basic at $79 per employee per month includes payroll, compliance support, HR tools, and workers' compensation without the health insurance and other benefits that come with PEO Plus. However, PEO Basic still operates under the co-employment model, with Justworks acting as employer of record for tax purposes. If you want payroll without co-employment, Justworks also sells a Payroll plan at $50 per month plus $8 per employee, and providers like Gusto or Rippling offer payroll-only software.

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

Exiting a PEO takes more work than canceling a software subscription. New payroll, benefits, workers' compensation, and tax filing systems all need to be set up 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, which limits mid-period disruptions. Plan to give employees advance notice about benefits changes and coordinate with new carriers so coverage continues without a gap.

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.

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.

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 works well for small businesses that need PEO benefits access, though it does not suit every buyer. A few alternatives are worth a look.

ProductPricingFree trial
JustworksThis toolPer employee per month (PEPM), published pricingYes
OasisCustom quoteNo
Infiniti HRCustom quoteNo
ScalePEOCustom quoteNo
CoAdvantageCustom quoteNo
Amplify PEOCustom quoteNo

Oasis

Custom quote

Oasis is a professional employer organization that operates as a subsidiary of Paychex, one of the largest payroll and HR companies in the United States.

Compare

Infiniti HR

Custom quote

Infiniti HR is a professional employer organization focused on small businesses with 5 to 200 employees that need full-service HR outsourcing without hiring an in-house HR team.

Compare

ScalePEO

Custom quote

ScalePEO is an ESAC-accredited PEO for small businesses, offering Aetna and MetLife benefits and Slavic401k retirement plans.

Compare

CoAdvantage

Custom quote

CoAdvantage is a PEO for service-industry businesses, known for workers' comp and risk management alongside payroll and benefits.

Compare

Amplify PEO

Custom quote

Amplify PEO is a regional professional employer organization that runs payroll, benefits, compliance and workers' comp for small businesses.

Compare
See all Justworks alternatives

Head-to-head

How Justworks compares

vs RipplingJustworks vs RipplingJustworks is a PEO built for straightforward, transparent benefits access. Rippling is a unified HR-IT-Finance platform with PEO capability. If you're choosing between them, the real question is whether you need a PEO specifically or a full HR operating system.vs GustoJustworks vs Gusto (2026): PEO or Payroll at 10-50 StaffJustworks PEO costs $79-$124 per employee a month and adds large-group health plans; Gusto is $49 plus $6 per person. With Gusto you keep your own benefits. At 25 people that is $1,975+ against $199-$380. The gap only pays off if benefits access matters.vs TriNet ZenefitsJustworks vs TriNet: Modern PEO vs Traditional PEO — Which Model FitsBoth 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.

Before you decide

The research that changes how buyers shortlist PEO Software.

01
Buyer guide

What Is Co-Employment? The Legal Model Behind PEO Services

Co-employment is the legal arrangement at the core of how PEO services work. Understanding it matters before you sign a PEO contract — it determines what the PEO controls, what liability you retain, and what happens when the relationship ends.

02
Buyer guide

PEO vs ASO: Co-Employment vs Administrative Services Only

A PEO co-employs your workforce. An ASO provides HR administration services without becoming the employer of record. The difference has real consequences for liability, benefits access, and how your employment taxes are filed.

03
Buyer guide

PEO vs Payroll Provider: Full HR Outsourcing vs Payroll-Only

A payroll provider processes your payroll. A PEO co-employs your workforce and bundles payroll with benefits, compliance, and HR support. The right choice depends on how much HR infrastructure you want to outsource and how much you want to own.

04
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.