PEO exit, on a deadline you didn’t set.
Timed to your PEO's notice window. The work is not hard. The sequence is, and getting it wrong is expensive.
No missed paycheck.
No gap in coverage.
Your own system on day one.
- PEO exit, all-in, from $55k
Our playbook
Registrations first, because they take longest.
Each step shows who does it.
Map the deadline
Notice date, contract terms, plan year and state filing lead times set the date, not preference.
- People Street
- You
Register
State tax and unemployment accounts open first, because every other step waits on them.
- People Street
Plan benefits
Your broker quotes against your census, you choose the plans, and coverage has no gap.
- Your broker
- You
- People Street
Build and load
Your HRIS configured and permissioned, with year-to-date payroll loaded and reconciled.
- People Street
Parallel and cut
A parallel payroll compared line by line, then the last PEO cycle and your first, with hypercare.
- People Street
- You
Every step is timed back from go-live.
What it costs
PEO exit, all-in, from $55k
Under 50 people, sized to your team on a fit call.
- Covers
- One entity, up to 3 states
- Your HRIS
- Built in
- Who owns it
- Your lead, with a named backup
PEO exit from $55k, all-in, priced by complexity, for one entity and up to 3 states. Your new HRIS is built in, because leaving a PEO means running your own system on day one.
What’s included
Everything the exit needs, with your new HRIS built in.
- Your HRIS implementation
- An exit calendar built backwards from your PEO's notice date
- A parallel payroll run, compared line by line before you go live
- An employee communications plan
- Benefits coordination onto your new broker or carrier package
- Your current-year payroll and employee data, loaded and reconciled
Extra entities, states beyond 3, carriers, prior years of data or custom integrations are quoted in writing.
Who hits this wall
Three things start a PEO exit.
The renewal quote arrived.
PEO pricing scales with headcount whether or not the service does. The number that looked reasonable at thirty people rarely does at ninety.
An investor asked a question.
Co-employment complicates diligence. A data room where the employer of record is somebody else raises questions, better answered before the raise than during it.
You outgrew the service tier.
Attentive support at thirty employees becomes a ticket queue at ninety, and what you need changed is what the shared model cannot change.
What people ask when the clock is already running.
How long does a PEO exit take?
Timed to your PEO's notice window. State registration lead times are usually the binding constraint, which is why we open those first.
What happens to our benefits?
We plan the move off your PEO's benefit plans with your broker and carriers, timed to avoid a gap in coverage.
Will our people notice?
They will notice new insurance cards, possibly a new deductible year, and a different payroll portal. What they should not notice is a missed payment or a gap in coverage, and that is entirely a sequencing question rather than a luck one.
Which platform should we land on?
Usually Rippling, because HR, payroll, benefits and device access arriving together is exactly what a PEO exit needs. HiBob works where the people team is the primary user, though the payroll join needs designing. We implement both and will say which fits.
What does the exit cost?
From $55k, all-in, for one entity and up to 3 states, with your new HRIS built in. Extra entities, states beyond 3, carriers, prior years of data or custom integrations are quoted in writing.
People Street coordinates the PEO exit and does not provide tax, legal or benefits advice; Client should rely on its own tax advisor, counsel and broker for those decisions. Terms
Guides
How to leave a PEO20 minutes. No deck. No pitch.
You talk. We map what you’re running and where to start. The fixed quote follows the call, in writing.