How much does Insperity cost?

PEO fees like Insperity's run $40 to $160 per employee a month. What changes your price is below.

Insperity is a PEO. It becomes a co employer of your staff and handles payroll, benefits and HR. It does not publish fees, and guides say it prices at the premium end. Across the industry, PEOs charge $40 to $160 per employee a month, or 2 to 12 percent of total payroll. The industry average is about $1,395 per employee a year.

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A fair price is $4,800 to $19,200.

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Low$12,000High

Your estimateUS average

$4,800to$19.2K

Middle of the range: $12,000

$0$12,960$25,920

Normal range Middle

What you are paying for

10 staffUS range for this job.$4,800 to $19,200

Standard PEO servicePlan.Base price

US priceSoftware is priced the same across the US.US price

Middle of rangeHalfway between low and high.$12,000

How we calculate this

Prices are for the United States in 2026 from published cost guides, checked September 2026. This is an estimate, not a quote.

Middle $12,000$4,800 to $19.2K

What PEOs like Insperity charge

Per employee fee	$40 to $160 a month, across the industry.
Percent of payroll	2 to 12 percent of total payroll.
Industry average	About $1,395 per employee a year.
Insperity gross profit per worker	About $332 a month in early 2026.
Benefits	Health plan premiums are paid on top of the fee.

What pushes a quote up

Pricing model	A flat fee per head, or a share of payroll.
Staff pay levels	On a percent of payroll deal, higher pay means a bigger fee.
Industry risk	Riskier work raises workers compensation costs.
Benefits plan	Richer health plans cost more.
Company size	Bigger groups have more room to negotiate.

What Insperity's own reports say it earns per worker

Insperity is a public company, so it reports its results. In early 2026 it made about $332 a month in gross profit for each worker it covers. At the end of 2025, that figure was about $183. Gross profit is what Insperity keeps after paying its costs for payroll taxes, benefits and insurance, so it is a rough guide to what its service costs you on top of those.

Its mid 2026 results also said revenue per worker rose 3 percent on higher pricing. That tells you prices are going up at renewal. If you are a client, compare your renewal quote with other PEOs before you sign.

Why there is no price list

Insperity sells through its sales team, so the price is set on a call, not on a web page. The rep sizes you up, asks about budget and timing, and writes a quote to fit. That is why two buyers of the same size can land on different numbers, and why this page leans on buyer reports and analyst data instead of the vendor.

Because the bill is per employee, per month, the quote grows with every seat you add. Count the seats you will really use before the call.

How to judge the quote in your hand

Ask for the fee split out: the admin fee, the benefits cost and the workers compensation cost.
Ask for the all in number: licence, setup, training and support for year one.
Ask what renewal looks like in year two and three, in writing.
Get a second quote from a rival and say so on the call.
Buy at quarter end, when reps chase targets.
Cut seats and modules you will not use in the first 90 days.

Ways to pay less

Ask about any sign up credit. Insperity offered new clients up to $450 per full time employee from May 1 to June 30, 2026.
Pay yearly if the discount is real, not just a rounding of the monthly price.
Start on the lowest tier and upgrade when you hit a wall.
Ask for the setup fee to be waived or split over the year.
Check the free trial or demo before you sign anything.

Before you decide

A PEO makes most sense for small companies that want big company benefits without an HR team. You get access to group health rates that can be cheaper than what a small employer finds alone. It makes less sense once you can buy your own benefits and have HR staff in house.

Plan the exit before you join. Leaving a PEO means leaving its health plans, so time any move to your plan renewal. Ask how much notice is needed and what help you get moving payroll out.

Finally, check who does what. In a PEO your staff are co employed, which changes how some filings and claims work. Ask for a plain English list of who handles each task, and keep it with your contract.