Insperity

US professional employer organisation providing co-employed HR, payroll and pooled benefits for small and mid-sized companies

As of 31 August 2026, Insperity's pricing is not published; the vendor quotes on request. A co-employment PEO that puts your staff onto its own employment tax registrations and master health plan, so a 40 person company buys benefits at large-group rates. Softwr lists it under HR. Insperity is available on Web, iOS, Android.

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Overview

What Insperity does

Insperity is a listed American professional employer organisation founded in 1986 as Administaff and renamed in 2011. Under its Workforce Optimization service it becomes the co-employer of record for tax, benefits and compliance purposes while the client keeps day to day direction of the work. Clients get payroll processing, employment tax filing, workers compensation cover, a master medical plan, HR advice from an assigned specialist team, and the Insperity Premier portal for employee records and self service. The commercial point is benefits arbitrage and liability transfer. Insperity holds IRS Certified PEO status, which means the client is released from federal employment tax liability on wages Insperity reports and, importantly, a company joining mid-year does not restart the federal wage bases for Social Security and FUTA. State unemployment wage bases still behave differently by state, and that asymmetry is the single most expensive thing buyers overlook when they join or leave a PEO partway through a year. The master health plan also lets a 30 person firm price cover as part of a pool of hundreds of thousands of worksite employees, which is usually the reason the deal closes. Buyers are US companies of roughly 5 to 200 employees that want to stop administering benefits and employment compliance internally, plus larger firms using the lighter Workforce Synchronization option. The trade-off is control: the carrier, plan design and renewal are Insperity decisions taken across the pool, the contract is annual, and leaving means rebuilding your own registrations, carrier relationships and payroll in one move. In 2024 Insperity announced a joint product with Workday aimed at the small and mid-market, which signals that the underlying technology stack is being replaced rather than extended.

What people use it for

A 40 person US company that cannot get competitive medical rates on its own and wants pooled large-group cover
A firm hiring across several states that does not want to open and maintain employment tax registrations in each one
A founder-run business with no HR function that needs defensible advice on terminations and classification
A company that wants workers compensation, benefits and payroll under one contract rather than three vendors

Where it falls short

Concrete and checkable, so you can decide whether any of them matter to you. This is the half of a review a vendor will not write about Insperity.

Insperity employs staff only in the United States, so the moment you hire a person abroad you need a separate employer of record and end up running two employment models side by side.
Benefit plan design, carrier and network are set across the whole pool, so a client cannot chase a better local network or a cheaper plan without leaving the PEO entirely.
Leaving mid-year restarts state unemployment wage bases in several states, which produces an unbudgeted tax bill in the year you exit and effectively locks clients into January transitions.
Pricing is quoted per employee per month or as a percentage of payroll and is repriced annually alongside pooled medical renewals, so a good first-year number tells you very little about year three.
The Insperity Premier technology has lagged standalone HRIS products on reporting, workflow and integrations, which is why the company has turned to a joint build with Workday rather than closing the gap alone.

Cross-shopped

What people choose instead of Insperity

Each pairing was judged by two reviewers asking whether a buyer would genuinely weigh the two against each other. The ones that failed were deleted rather than published.

Insperityvs
TriNet
TriNet: A US PEO of similar scale that organises its plans and pricing around industry verticals, which suits technology and life sciences firms better
Insperityvs
Justworks
Justworks: Simpler and transparently priced for small US teams that want PEO benefits without a negotiated contract
Insperityvs
Rippling
Rippling: If you want to own the HR system and payroll yourself and buy benefits separately rather than transfer employment

Pricing

What Insperity costs

Taken from the vendor's own pricing page. Prices move, so check before you buy.

Workforce Optimization

On request

Full-service co-employment PEO
Master medical, dental and vision plan
Payroll and employment tax filing
Workers compensation cover
Assigned HR specialist team
Priced per employee per month or as a percentage of payroll

Workforce Synchronization

On request

Lighter co-employment for larger organisations
Client retains more benefit plan control
Payroll and compliance administration
Annual contract with renewal repricing

Capabilities

Features

Co-employment PEO
Insperity files employment taxes and holds workers compensation cover under its own registrations
Master health plan
Small employers buy medical, dental and vision at pooled large-group rates
Assigned HR specialists
A named team advises on terminations, classification, leave and handbook policy
Payroll processing
Multi-state payroll with tax filing, garnishments and year-end forms handled by Insperity
Workers compensation
Cover, claims handling and safety programmes bundled rather than brokered separately
Insperity Premier portal
Employee records, onboarding, self service, time and performance in one system
Retirement plan
A pooled 401(k) with fiduciary administration handled at the PEO level
Recruiting services
Optional sourcing and screening support charged on top of the PEO fee

Answered, with sources

Questions people ask

Each answer names the page it came from, so you can check it rather than take our word for it.

Does Insperity publish its pricing?

No. It quotes per employee per month or as a percentage of payroll after reviewing your headcount, state mix and claims history, and it reprices at each annual renewal.

Am I still the employer?

You direct the work and decide who is hired and fired. Insperity is co-employer for tax, benefits and certain compliance purposes, and it holds the registrations that wages are reported under.

Can Insperity employ people outside the United States?

No. It is a US-only PEO. International hiring needs a separate employer of record such as Deel or Velocity Global.

What happens to my benefits if I leave?

You have to source your own carriers and plans from scratch and your employees move to new networks, which is why most exits are timed for 1 January.

Keep looking

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Softwr does not host reviews and shows no star rating for Insperity, because a rating we did not collect is not ours to publish. What is here is the pricing and platform detail from the vendor’s own pages, limitations we could state concretely, and alternatives a reviewer confirmed people weigh against it. Tell us if any of it is wrong.

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