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HR GLOSSARY

Staying on top of the latest HR terms and jargon can be a challenge in your field of expertise. We understand as an HR professional you’re always looking to expand your skills and knowledge, which is why we’ve compiled an extensive HR glossary.

The glossary is your go-to resource to help sharpen your acumen in this field. From commonly used HR words to more obscure Human Resources terms, the HR glossary covers it all. Whether you’re a seasoned pro or just starting out, our library is a handy tool to have in your arsenal.

Co-employment

What is Co-Employment?

Co-employment is a contractual relationship, in which a business and a professional employer organization (PEO) share certain employment responsibilities. This strategic arrangement allows organizations to delegate specific HR functions while maintaining control over their core business operations and day-to-day management decisions.

In a co-employment relationship, the client company (worksite employer) and the PEO (administrative employer) share legal responsibilities for the workforce. In a co-employment relationship, you share certain employer responsibilities with the PEO that cannot be achieved through typical HR outsourcing. This partnership creates a unique dynamic where employees have two employers simultaneously, each with distinct roles and responsibilities.

Co-employment is an arrangement between two different businesses to share responsibilities for an employee. A business will normally handle the day-to-day employment decisions, while a professional employer organization (PEO) is responsible for tasks such as HR, payroll, or recruiting.

The Evolution of Co-Employment

Co-employment has evolved significantly since its inception in the 1980s. Initially designed to help small businesses access better employee benefits and reduce administrative burdens, the model has expanded to serve businesses of all sizes. There are 500 PEOs in the U.S. that provide payroll, benefits, compliance assistance and other HR services more than 200,000 primarily small and mid-size businesses employing 4.5 million people.

The growth of co-employment has been driven by several factors:

  • Regulatory Complexity: Increasing employment law complexity has made compliance challenging for many businesses
  • Cost Pressures: Rising healthcare and benefits costs have pushed companies to seek economies of scale
  • Technology Advancement: Modern HR technology platforms have made co-employment arrangements more efficient
  • Globalization: International expansion has created demand for global employment solutions

Modern co-employment arrangements leverage advanced technology platforms to provide seamless integration between client companies and PEOs. These platforms enable real-time data sharing, automated compliance monitoring, and streamlined administrative processes.

Key Components of Co-Employment

Legal Framework

Co-employment operates under a carefully structured legal framework that defines responsibilities and liabilities. The arrangement is governed by:

  • Service Agreements: Detailed contracts outlining each party’s responsibilities
  • IRS Regulations: Tax compliance requirements for both employers
  • State Employment Laws: Varying regulations across different jurisdictions
  • Industry Standards: Best practices established by organizations like NAPEO

Shared Responsibilities

In a typical co-employment arrangement, responsibilities are divided as follows:

Client Company (Worksite Employer) Responsibilities:

  • Day-to-day management and supervision
  • Hiring and termination decisions
  • Work assignments and performance management
  • Workplace safety and conditions
  • Business operations and strategy

PEO (Administrative Employer) Responsibilities:

  • Payroll processing and tax administration
  • Benefits administration and management
  • Workers’ compensation coverage
  • Employment law compliance
  • Risk management and safety programs

Technology Integration

Modern co-employment relies heavily on integrated technology systems:

  • Human Resources Information Systems (HRIS): Centralized employee data management
  • Payroll Integration: Seamless payroll processing and reporting
  • Benefits Platforms: Online enrollment and management systems
  • Compliance Tracking: Automated monitoring and reporting tools

Benefits of Co-Employment

Cost Savings and Efficiency

Co-employment arrangements provide significant cost advantages:

  • Administrative Cost Reduction: Eliminate internal HR overhead costs
  • Benefits Cost Savings: Access to group purchasing power for insurance and benefits
  • Compliance Cost Reduction: Avoid penalties through expert compliance management
  • Technology Cost Savings: Access to enterprise-level HR technology without capital investment

Businesses that use a PEO grow two times faster than those that don’t, demonstrating the operational efficiency gains from co-employment arrangements.

Access to Expertise

Co-employment provides access to specialized HR expertise:

  • Employment Law Specialists: Stay current with changing regulations
  • Benefits Consultants: Design competitive benefits packages
  • Safety Professionals: Implement comprehensive workplace safety programs
  • Compensation Experts: Develop competitive pay structures

Enhanced Employee Benefits

A co-employment arrangement often comes with access to high-quality, cost-effective health insurance, as well as dental care, retirement benefits and other employee perks. This access to Fortune 500-level benefits packages helps smaller companies employee attraction and talent retention.

Risk Mitigation

Co-employment arrangements help mitigate various business risks:

  • Employment Law Compliance: Reduce legal exposure through expert guidance
  • Workers’ Compensation: Professional claims management and safety programs
  • Unemployment Claims: Expert handling of unemployment insurance matters
  • Audit Support: Professional assistance with government audits and investigations

Types of Co-Employment Arrangements

Full-Service PEO Model

With this PEO model, a company enters into the co-employment agreement and engages in a full-service program, taking full advantage of all that the professional employer organization has to offer. This comprehensive approach includes:

  • Complete HR outsourcing
  • Full benefits administration
  • Payroll and tax management
  • Compliance and risk management
  • Employee relations support

Partial Co-Employment

Some organizations opt for partial co-employment arrangements:

  • Payroll-Only Services: Focus on payroll processing and tax compliance
  • Benefits-Only Arrangements: Concentrate on benefits administration
  • Compliance-Focused Partnerships: Emphasize regulatory compliance support

International Co-Employment

Global co-employment arrangements help companies expand internationally:

  • Employer of Record (EOR) Services: Local employment compliance in foreign countries
  • Global Payroll Management: Multi-country payroll processing
  • International Benefits: Cross-border benefits administration
  • Visa and Immigration Support: Assistance with international workforce mobility

Implementation Best Practices

Due Diligence and PEO Selection

Choosing the right PEO partner requires thorough evaluation:

  • Financial Stability: Review audited financial statements and credit ratings
  • Accreditation Status: Verify ESAC accreditation and IRS certification
  • Industry Experience: Assess expertise in your specific industry
  • Technology Capabilities: Evaluate platform functionality and integration options
  • Client References: Speak with current and former clients about their experiences

Contract Negotiation

Key contract elements to address:

  • Termination Clauses: Clear exit procedures and notice requirements
  • Liability Allocation: Specific responsibility definitions
  • Data Security: Comprehensive data protection measures
  • Service Level Agreements: Performance standards and metrics
  • Pricing Structure: Transparent fee arrangements and cost escalation terms

Change Management

Successful co-employment implementation requires effective change management:

  • Employee Communication: Clear explanation of the arrangement and benefits
  • Training Programs: Education on new processes and procedures
  • Transition Planning: Phased implementation to minimize disruption
  • Ongoing Support: Continuous assistance during the adjustment period

Know all about change management in HR in this blog.

Common Challenges and Solutions

Challenge: Loss of Control Concerns

Solution: Establish clear governance structures and communication protocols. A PEO is a co-employer, meaning that the PEO is the administrative employer of your workforce for tax purposes, but you retain the authority to run your business and make day-to-day decisions.

Challenge: Employee Resistance

Solution: Implement comprehensive change management programs that emphasize benefits to employees, such as improved benefits packages and enhanced HR support.

Challenge: Integration Complexity

Solution: Work with PEOs that offer robust technology platforms and dedicated implementation support. Establish clear timelines and milestones for integration activities.

Challenge: Cost Management

In co-employment arrangements, particularly with PEOs or staffing agencies, service fees can end up making the relationship too expensive.

Solution: Conduct thorough cost-benefit analyses and negotiate transparent pricing structures. Consider the total cost of ownership, including hidden costs and long-term benefits.

Compliance and Risk Management

Regulatory Compliance

Co-employment arrangements must comply with various regulations:

  • Department of Labor (DOL) Requirements: Wage and hour compliance
  • Equal Employment Opportunity (EEO) Laws: Non-discrimination compliance
  • Occupational Safety and Health Administration (OSHA): Workplace safety standards
  • State-Specific Regulations: Varying requirements across jurisdictions

Risk Assessment

Working in a co-employment relationship with a PEO is low risk, especially if the PEO is certified by the IRS and accredited by the Employer Services Assurance Corporation (ESAC). However, organizations should still conduct regular risk assessments:

  • Financial Risk: Monitor PEO financial stability
  • Compliance Risk: Regular audits of compliance procedures
  • Operational Risk: Assess service delivery quality
  • Reputational Risk: Monitor PEO performance and client satisfaction

Insurance and Liability

Key insurance considerations in co-employment:

  • Workers’ Compensation: Primary coverage typically provided by PEO
  • General Liability: Shared or separate coverage arrangements
  • Professional Liability: Protection for both parties
  • Cyber Liability: Data security and privacy protection

Check out this blog on risk management in HR.

Industry-Specific Applications

Healthcare Organizations

Healthcare co-employment arrangements focus on:

  • Clinical Compliance: Specialized knowledge of healthcare regulations
  • Credentialing Support: Assistance with provider credentialing processes
  • Medical Malpractice: Coordination with professional liability insurance
  • HIPAA Compliance: Expertise in healthcare privacy requirements

Technology Companies

Tech companies benefit from co-employment through:

  • Stock Option Administration: Complex equity compensation management
  • International Expansion: Global employment compliance support
  • Rapid Scaling: Flexible HR support for growth phases
  • Specialized Benefits: Technology-focused benefits packages

Manufacturing Sector

Manufacturing co-employment emphasizes:

  • Safety Programs: Comprehensive workplace safety management
  • Union Relations: Expertise in collective bargaining agreements
  • Shift Management: Complex scheduling and overtime compliance
  • Environmental Compliance: Specialized regulatory knowledge

Measuring Success in Co-Employment

Key Performance Indicators (KPIs)

Track these metrics to assess co-employment effectiveness:

  • Cost per Employee: Total co-employment costs divided by employee count
  • Employee Satisfaction: Regular surveys on HR service quality
  • Compliance Metrics: Audit results and regulatory violations
  • Time to Productivity: Speed of new hire onboarding and integration
  • Retention Rates: Employee turnover before and after co-employment

Return on Investment (ROI)

Calculate ROI by comparing:

  • Cost Savings: Reduced internal HR costs and improved operational efficiency
  • Revenue Impact: Business growth enabled by improved HR operations
  • Risk Reduction: Avoided compliance penalties and legal costs
  • Productivity Gains: Increased focus on core business activities

Continuous Improvement

Regular assessment and optimization:

  • Quarterly Reviews: Assess service delivery and satisfaction
  • Annual Audits: Comprehensive evaluation of the co-employment arrangement
  • Benchmarking: Compare performance against industry standards
  • Process Optimization: Continuous improvement of workflows and procedures

Future Trends in Co-Employment

Technology Advancement

Emerging technologies shaping co-employment:

  • Artificial Intelligence: AI-powered HR analytics and decision support
  • Blockchain: Secure and transparent employment record management
  • Internet of Things (IoT): Enhanced workplace safety monitoring
  • Machine Learning: Predictive analytics for workforce planning

Globalization and Remote Work

The rise of remote work has transformed co-employment:

  • Virtual Workforce Management: Supporting distributed teams
  • Cross-Border Employment: Navigating international employment laws
  • Digital Nomad Support: Flexible employment arrangements for mobile workers
  • Global Compliance: Managing multi-jurisdictional regulatory requirements

Specialized Services

Co-employment is evolving to include more specialized services:

  • Diversity, Equity, and Inclusion (DEI): Comprehensive DEIB program management
  • Mental Health Support: Employee wellness and mental health services
  • Sustainability Programs: Environmental and social responsibility initiatives
  • Gig Economy Integration: Managing mixed workforce models

Building a Successful Co-Employment Partnership

Relationship Management

Successful co-employment requires strong relationship management:

  • Regular Communication: Scheduled check-ins and updates
  • Performance Reviews: Formal evaluation of service delivery
  • Issue Resolution: Clear escalation procedures for problems
  • Strategic Planning: Long-term partnership development

Governance Structure

Establish clear governance frameworks:

  • Steering Committees: Joint oversight of the co-employment arrangement
  • Service Level Agreements: Defined performance standards
  • Change Management: Procedures for modifying the arrangement
  • Dispute Resolution: Formal processes for addressing conflicts

Continuous Learning

Invest in ongoing education and development:

  • Industry Updates: Stay current with co-employment trends
  • Best Practices: Learn from successful implementations
  • Training Programs: Develop internal co-employment expertise
  • Professional Development: Enhance team capabilities

Global Considerations

International Co-Employment

Global co-employment arrangements require additional considerations:

  • Local Employment Laws: Compliance with country-specific regulations
  • Cultural Differences: Understanding local business practices
  • Currency and Tax: Managing multi-currency payroll and taxation
  • Data Privacy: Compliance with international data protection laws

Cross-Border Challenges

Key challenges in international co-employment:

  • Regulatory Complexity: Navigating multiple legal systems
  • Communication Barriers: Language and cultural differences
  • Time Zone Coordination: Managing global teams across time zones
  • Local Partnerships: Building relationships with local service providers

Conclusion

Co-employment represents a strategic approach to HR management that can provide significant benefits for organizations of all sizes. By partnering with qualified PEOs, companies can access specialized expertise, reduce costs, and focus on their core business activities while ensuring compliance and risk management.

The success of co-employment arrangements depends on careful planning, thorough due diligence, and ongoing relationship management. This arrangement is advantageous to organizations that want to mitigate some of the costs and liability associated with being an employer.

As the business landscape continues to evolve, co-employment will likely become even more important for organizations seeking to remain competitive while managing the complexities of modern employment. The key to success lies in selecting the right PEO partner, establishing clear expectations, and maintaining open communication throughout the relationship.

For organizations considering co-employment, it’s essential to conduct thorough research, engage legal and financial advisors, and develop a comprehensive implementation plan. With proper planning and execution, co-employment can become a valuable strategic tool for achieving business objectives while maintaining operational excellence.

Frequently Asked Questions (FAQs)

What is co-employment?

Co-employment is a contractual relationship where a business and a professional employer organization (PEO) share certain employment responsibilities. The client company maintains control over day-to-day operations while the PEO handles administrative functions like payroll, benefits, and compliance.

How does co-employment differ from traditional HR outsourcing?

Unlike traditional HR outsourcing, co-employment creates a legal employer relationship where both the client company and PEO share liability and responsibility for employees. This shared arrangement provides more comprehensive services and risk mitigation than typical outsourcing.

What are the main benefits of co-employment?

Key benefits include cost savings through economies of scale, access to specialized HR expertise, enhanced employee benefits packages, risk mitigation through professional compliance management, and the ability to focus on core business activities.

Who is responsible for hiring and firing in co-employment?

The client company (worksite employer) typically retains control over hiring and termination decisions, as well as day-to-day management and work assignments. The PEO handles administrative aspects like payroll processing and benefits administration.

What types of businesses benefit most from co-employment?

Small to medium-sized businesses often benefit most from co-employment arrangements, as they gain access to enterprise-level HR services and benefits without the overhead of large internal HR departments. However, larger organizations also use co-employment for specialized needs.

How do I choose the right PEO partner?

Select a PEO based on financial stability, industry experience, accreditation status (ESAC and IRS certification), technology capabilities, service offerings, and client references. Conduct thorough due diligence and evaluate multiple options.

What are the potential risks of co-employment?

Potential risks include loss of control over certain HR functions, employee resistance to change, integration challenges, cost management issues, and dependency on the PEO’s performance. These risks can be mitigated through careful selection and contract negotiation.

How is co-employment different from employee leasing?

Co-employment involves shared responsibility between the client company and PEO, while employee leasing typically involves the leasing company taking full employer responsibility. Co-employment provides more control and flexibility for the client company.

Can co-employment arrangements be terminated?

Yes, co-employment arrangements can be terminated, but the process and timeline depend on the contract terms. Most agreements include specific termination clauses, notice requirements, and procedures for transitioning employees back to the client company.

How does co-employment affect employee benefits?

Co-employment typically improves employee benefits by providing access to group purchasing power and professional benefits administration. Employees often receive better healthcare, retirement plans, and other benefits through the PEO’s larger risk pool.

What compliance responsibilities remain with the client company?

While the PEO handles many compliance aspects, the client company retains responsibility for workplace safety, employment practices, discrimination prevention, and ensuring proper work conditions. Both parties share overall compliance responsibility.

How does co-employment work for international operations?

International co-employment involves partnering with PEOs that have global capabilities or local presence in target countries. This arrangement helps navigate local employment laws, payroll requirements, and cultural considerations while maintaining compliance.