A PEO lets OB/GYN practices run payroll, offer Fortune-500–level health benefits, and stay compliant across every state they operate in — through a co-employment model that gives a small employer enterprise-grade HR economics. It also pools your workers' compensation at the PEO's blended experience-mod rate, often the single biggest cost lever for OB/GYN practices. Below: what a PEO does for OB/GYN practices, the real cost structure, and how to compare providers.
PEO blended pool mod replaces your individual mod — most industries see 20–45% premium savings, often the single largest line-item value in a PEO transition.
Group health at large-employer pricing through Aetna, BCBS, UHC, Cigna — typically 15–32% below what a 10–60 EE operation can negotiate solo.
CPEO-certified PEOs file payroll tax under their own EIN across all 50 states — and assume sole liability for federal employment taxes.
Digital workflows process new hires in 2–4 days (E-Verify, background, direct deposit, benefits, taxes) vs 8–14 days for legacy paper-based HR.
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PEPM tiers, percent-of-payroll math, hidden fees, and what you should actually pay.
Go deeper on the specific PEO functions that matter most for OB/GYN practices — each with industry-specific compliance, cost, and evaluation detail.
Chris DeCarolis is Senior PEO Advisor at PEO Metrics, where he advises HR and finance leaders on PEO selection from the buyer's side of the table. With 18+ years of placement experience, a Florida 220 General Lines insurance license (G038859), and a Brown University degree behind him, Chris built his career on the conviction that the right PEO recommendation comes from understanding the buyer's operational reality — not from pre-existing PEO relationships or quota incentives.
Government and industry sources referenced throughout this guide:
Free, independent comparison of 40+ PEOs against your industry-specific needs — workers' comp, benefits, compliance, and contract terms. Delivered in 5–10 business days.
