Named Top U.S. PEO Brokerage of 2026 (#6) →
PEO for law firms
Compete with Big Law
for the associates you need.
For boutique, regional and mid-size law firms with 5–500 employees. Compare 40+ vetted PEOs on benefits that hold up against AmLaw offers, 401(k) plans for high earners, partner coverage and EPLI, then onboard to the best fit without becoming a PEO expert. Free comparison, no obligation.
Built for:
Boutique & specialty firms
Regional & mid-size firms
Litigation & plaintiff firms
Multi-office practices
Your PEO shortlist
38-person firm · 2 offices · 14 attorneys
Illustrative example
PEO A
Best fit
Match
94%
Benefits vs. AmLaw
Comparable
K-1 partner coverage
Included
401(k) profit sharing
Built in
All-in / employee / mo
$1,392
Exit fee
None
PEO B
Shortlisted
Match
83%
Benefits vs. AmLaw
Basic tier
K-1 partner coverage
Included
401(k) profit sharing
Built in
All-in / employee / mo
$1,318
Exit fee
$3,000
PEO C
Shortlisted
Match
76%
Benefits vs. AmLaw
Comparable
K-1 partner coverage
Not offered
401(k) profit sharing
Built in
All-in / employee / mo
$1,355
Exit fee
None
Every fee decoded by P.A.U.L. · Gaps and exit terms flagged before you sign
Compare leading PEOs with confidence, including
Sound familiar?
You bill the hours.
HR shouldn't eat them.
Small and mid-size firms compete with AmLaw firms for the same associates, without an AmLaw HR department. Here's what managing partners and firm administrators tell us most, and where the right PEO fits.
“We train associates, then Big Law hires them.”
Associates weigh your offer against AmLaw benefits, not just base pay. A PEO's large-group buying power gives your firm health, dental, vision and retirement plans that can hold up next to the big firms, so you keep the talent you develop.
“Our best paralegal just left for a bigger firm.”
Paralegals, legal assistants and billing staff have options too. Stronger benefits and consistent HR practices give your staff more reasons to stay, and smoother onboarding gets replacements productive faster.
“Every hour on HR is an hour we can't bill.”
When a managing partner or firm administrator handles payroll, benefits and compliance, the firm pays in non-billable time. A PEO takes on that administration so attorneys stay on client work.
“Our attorneys want more than a basic 401(k).”
High earners hit contribution limits fast and expect profit-sharing and safe harbor features. Many PEOs offer 401(k) plans built for that, or can carve out the 401(k) if your firm already runs its own plan.
“Can our partners get on the health plan?”
Equity partners paid through K-1s aren't W-2 employees, and PEOs handle partner coverage differently. We show you which PEOs can cover partners, and how, before you sign.
“One harassment claim could cost us more than a case.”
Law firms aren't immune to employment claims, and defending one is expensive and public. The right PEO brings documented policies, manager training and access to EPLI coverage.
Why law firms use a PEO
Think of a PEO as co-counsel
for your back office.
When a matter needs depth you don't have in-house, you bring in co-counsel and keep the client relationship. A PEO (Professional Employer Organization) does that for HR: it pools your firm with thousands of other employees for large-group benefits, workers' comp and HR expertise, while you keep every hiring, compensation and partnership decision.
24%
associate attrition at firms with 100 or fewer attorneys in 2025, vs. 16–18% at larger firms
83%
of associates who left a firm in 2025 did so within five years of being hired
$225K
Big Law first-year associate base salary since late 2023, the offer your associates compare you to
12%
lower employee turnover for businesses that use a PEO
Sources: NALP Foundation (April 2026), Bloomberg (December 2025) and NAPEO.
What you get
Big-firm benefits, boutique-firm overhead.
Benefits that compete with AmLaw firms, with large-group pricing
401(k) with profit sharing and safe harbor options, or a carve-out for your own plan
Partner coverage options for K-1 equity partners, where the PEO allows
EPLI and HR policies, with documented handbooks and manager training
Multi-office, multi-state payroll for attorneys and staff
Onboarding and HR administration off the firm administrator's desk
Free for law firms
See which PEOs fit your firm.
Share your headcount, offices and partner structure. We'll line up vetted PEOs side by side, every fee decoded, before your next lateral hire.
Why compare here first
Redline your PEO
before you sign.
You'd never let a client sign a contract you hadn't redlined. Your PEO agreement deserves the same review: benefits, partner eligibility, retirement plans, pricing and hidden fees vary widely. PEO Marketplace does the discovery, evaluation and onboarding work, so you land on the best-fit PEO without becoming a PEO expert.
Discover
PEOs that understand law firms
P.A.U.L., our AI PEO assistant, screens 40+ vetted PEOs by headcount, offices, partner structure and benefit goals, so you only evaluate PEOs built for firms like yours.
Evaluate
Every proposal, read like a contract
Admin fees, benefits, workers' comp and setup costs decoded line by line in one standardized format, with auto-renewals and exit terms flagged.
Onboard
Switch without disrupting the firm
We guide census, plan selection and go-live timing around your payroll cycle, fiscal year and open enrollment, so the transition stays smooth for attorneys and staff.
Free for law firms
Paid by the PEO you ultimately choose
Like a recruiter, our fee comes from the PEO you ultimately pick. Our team's side-by-side comparison costs you nothing, and the first 50 businesses get free beta access to the platform.
What it looks like
A 38-person firm with two offices
A common picture: a litigation boutique with 14 attorneys and 24 staff across two offices, losing third-year associates to AmLaw firms, partners paid through K-1s and a firm administrator running payroll and benefits alone. Here's how the managing partner's year changes once the right PEO is in place. More real outcomes in our case studies.
Illustrative example based on common law firm setups.
Before
Benefits that lose associates to Big Law
Partners unsure if they can join the plan
Basic 401(k) with no profit sharing
Firm administrator handling HR alone
After
Large-group plans that help retain associates
Partner coverage confirmed before signing
401(k) with profit-sharing options
HR administration handled through the PEO
Before you sign anything
6 questions every law firm should ask a PEO
We check every one of these for you, and lay the answers out side by side.
How do your benefits compare with what AmLaw firms offer associates?
Can our K-1 equity partners join the health plan, and how are they priced?
Do you offer 401(k) profit sharing and safe harbor, or can we carve out our own plan?
Is EPLI included, and what are the limits and deductible?
Can you run payroll in every office and state where our attorneys work?
What are the all-in costs per employee, and what are the exit terms?
Your options
Three ways to buy PEO services.
Only one compares them all for you.
Going direct to a PEO
Traditional broker
PEO Marketplace
PEOs you compare
One by one
The few they work with
40+ vetted PEOs, side by side
Your time
Slowest
Faster
Fastest
Proposals
Their format
Each PEO's own format
Standardized format, decoded line by line
Quote paperwork
You gather it
You gather it
Done for you, or guided DIY if you prefer
Cost to your business
Free
Usually free
Free, paid by the PEO you choose
Contract review
On your own
Varies
Before you sign
After you sign
The PEO's service team
Varies
Quarterly advocacy check-ins
Platform launch · December
Pre-register for the PEO Marketplace platform.
Everything the PEO market has been missing, from A to Z: smart shopping, side-by-side comparisons and contract signing on one platform, taking the whole PEO process from weeks to hours. Pre-register today as a business, a partner or a PEO. The first 50 businesses get free access to the beta launch.
✓ Free beta access for the first 50 businesses
✓ First in line when the platform opens in December
✓ Launch updates only. No spam, unsubscribe anytime
Need a PEO right now? Our team can run the comparison for you today →
Early access
Reserve your spot
Who's registering?
For employers
Shopping for a PEO or reviewing the one you have? The first 50 businesses to pre-register get free access to the beta launch of the marketplace.
Free beta access is limited to the first 50 businesses that pre-register.
Law firm FAQ
PEO for law firms:
what managing partners ask first.
Reviewed by PEO Marketplace, a licensed Florida insurance agency (#L129491). Last updated October 2026.
What is the best PEO for law firms?
There isn't one best PEO for every firm. The right fit depends on your headcount, offices, partner structure, retirement plan needs and how your benefits need to compare with larger firms. We screen 40+ vetted PEOs on those factors and compare the best fits side by side. Under 50 people? See PEOs for small business.
How can a small law firm compete with Big Law for associates?
Mostly on benefits, culture and career path, since Big Law base salaries are hard to match. A PEO helps on the benefits side: large-group health, dental, vision and retirement plans that are hard to get as a small firm. Paired with real responsibility and a strong culture, that makes your offer more competitive.
Can law firm partners get health insurance through a PEO?
Often, but it depends on the PEO. Equity partners paid through K-1s aren't W-2 employees, and PEOs set different rules for covering them. Ask each PEO how partners are covered and priced before you choose.
Can a PEO offer a 401(k) with profit sharing for attorneys?
Many can. PEO 401(k) plans often include safe harbor and profit-sharing features that help high earners save more. If your firm already runs its own retirement plan, many PEOs can carve out the 401(k) so you keep it and use the PEO for everything else.
Does a PEO include EPLI for law firms?
Many PEOs include employment practices liability insurance (EPLI) or offer it as an option, along with handbooks and manager training. Limits, deductibles and covered claims vary, so compare EPLI terms side by side.
Does a PEO work for multi-office and remote firms?
Yes. A PEO runs payroll, tax filings and HR compliance in every state where your attorneys and staff work, on one platform. That matters as firms add offices or remote associates. Growing past 100 people? See PEOs for mid-market companies.
Do we keep control of compensation and partnership decisions?
Yes. You keep hiring, associate compensation, bonuses, partnership decisions and every client matter. The PEO handles payroll, benefits, tax filings and HR administration as a co-employer.
How much does a PEO cost for a law firm?
Expect an admin fee per employee or a percentage of payroll, plus benefits and workers' comp. With high attorney salaries, percent-of-payroll pricing can cost far more than per-employee pricing, so compare all-in cost side by side. For a quick estimate, try our PEO cost calculator.
Can a PEO help a law firm reduce associate turnover?
It can help. Stronger benefits, smoother onboarding and consistent HR practices give associates and staff more reasons to stay. NAPEO research finds businesses that use a PEO have 12% lower employee turnover.
Is PEO Marketplace free for law firms?
Yes. Comparing PEOs with our team is free for law firms. Like a recruiter, we're paid by the PEO you choose. The platform itself is free for the first 50 businesses during the beta, with paid plans announced at launch. Firms on a full-service PEO (PEO, health and workers' comp) are backed by our $500 per employee per year savings guarantee.
Keep exploring
Your next step.
Proof
See real results
Case studies with the before-and-after numbers, line by line.
Read the case studies →
Free tool
Estimate your PEO savings
Run your own numbers in the free PEO Calculator.
Open the calculator →
PEO 101
What is a PEO?
A plain-English guide to how a PEO works and what it costs.
Read the guide →
peo-marketplace
Get back to your clients.
Compare vetted PEOs side by side, see every fee, and onboard to the best fit without becoming a PEO expert. Free for law firms.
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