PEO Alternative
Keep the benefits your employees rely on, drop the per-employee-per-month fees, and take back control with a direct carrier strategy.
A PEO co-employs your workforce and bundles HR, payroll, and benefits into one package — but that convenience comes with steep per-employee-per-month (PEPM) fees and almost no transparency into what you are actually paying for benefits. As you grow, those PEPM fees scale with your headcount, and you remain locked into the PEO's carrier relationships with little control over plan design or renewals.
We benchmark your current PEO costs against the open market and build a direct carrier strategy that eliminates PEPM markups. Our team manages the entire transition — sourcing coverage from 100+ carriers, setting up standalone benefits, and coordinating enrollment so there is zero gap for your employees. Most employers leaving a PEO save 15-30% while gaining full transparency and control.
Dropping PEPM fees and moving to a direct carrier strategy typically saves employers 15-30% annually.
Reclaim full control of your workforce, your data, and your benefits decisions without co-employment risk.
We manage benchmarking, sourcing, and enrollment so your employees experience no gap in coverage.
Most employers leave a PEO to eliminate high per-employee-per-month fees, gain transparency into their benefits costs, and regain control over plan design and carrier relationships.
No. Nyala Health sources standalone coverage from 100+ carriers and coordinates enrollment so there is zero gap in your employees' coverage during the transition.
Employers typically save 15-30% annually by dropping PEPM fees and moving to a direct carrier strategy, while gaining full cost transparency.
A typical transition runs 60-90 days. We benchmark your current costs, source replacement coverage, and manage the timeline so nothing falls through the cracks.
We help you plan for standalone payroll and HR administration as part of the transition, so you have the right systems in place before you exit the PEO.