PEO in Nevada [2024]

The gaming industry is big business in some of Nevada’s largest cities, from Reno to Carson City to, of course, Las Vegas. Top employers in the state include casinos and resorts of every size full of workers with different classifications, pay rates, benefits packages, and HR needs.

That’s what makes Nevada employers and professional employer organizations (PEOs) such a perfect match. 

PEOs provide comprehensive human resources services—payroll processing, benefits administration, compliance management, and more—for (primarily) small and medium-sized businesses. 

Interested in saving time and money while attracting and retaining top workers through great benefits packages? No matter your industry, here’s what’s important to know about platforms such as Rippling PEO, which offers automatic state tax registration, remote IT management, and other tools that make it easy to hire and onboard employees in Nevada and beyond.

Benefits of using a PEO in Nevada

Learn how you can cut down on manual HR tasks, access premium employee benefits, get guaranteed compliance with countless tax and labor laws, and lean on the support of an experienced HR team when you engage a powerful PEO. 

Offload administrative HR work

A PEO typically establishes a co-employment arrangement, where it becomes the administrative employer of your workers while you retain control as the worksite employer. 

A co-employment model means you still manage your employees, decide who gets hired, and choose the benefits you offer. And, of course, your business still runs all the day-to-day operations and makes strategic decisions (things like research and development, marketing, sales, and customer support).

A PEO employs your staff under its own employer identification number (EIN) so it can take certain HR tasks off your plate. You don’t have to worry about the time-consuming to-dos like benefits administration, payroll, tax payments, and so on. This gives your team more time for important, strategic work that helps your business grow and succeed.

Better employee benefits, at a lower price

Due to their co-employment status with tens if not hundreds of businesses across any given state, PEOs hold significant bargaining power to negotiate benefits costs with providers.

This leverage gives them access to high-quality yet cost-effective healthcare, retirement plans, disability and life insurance, and other benefits. Partnering with a PEO ensures that these savings are transferred to your employees, allowing your business to offer access to competitive, affordable benefits packages that attract and retain top talent. 

And when replacing an employee can cost upwards of $5,000, retention should be a leading goal for every business, no matter their industry.

Worry-free compliance with Nevada laws

Employment and labor laws in Nevada aren’t overly complex, but there is a lot to keep up with. And, as we’ll cover at the end of this section, inability to follow them to the letter can result in business-ending penalties.

A PEO ensures compliance by providing access to experts who will keep you up-to-date on the latest regulations—and by managing all the paperwork, claims filing, and payments required to stay on top of payroll services, workers' compensation insurance, and unemployment insurance. 

In Nevada specifically, here are all the areas where a PEO company is helpful in running a business:

• Payroll regulations: Though Nevada’s businesses don’t have to worry about state income tax, they do have to manage withholding and paying federal payroll taxes, paying into the Career Enhancement Program (CEP), and reporting new hires and rehires to the Nevada Department of Employment, Training, and Rehabilitation (DETR) within 20 days of employment. It’s also critical that Nevada employers correctly classify, pay, and account for taxes around seasonal or temporary workers—which can be a common occurrence in the casino and entertainment space. Rippling PEO makes navigating this and other payroll regulatory compliance a breeze with our worker classification analyzer.  
• Benefits laws: Nevada employers pay unemployment insurance tax for both federal and state and provide health insurance coverage under the Affordable Care Act (ACA). Employment is protected by the federal Worker Adjustment and Retraining Notification (WARN) Act and Family and Medical Leave Act (FMLA). Though the state doesn't require it, many employers also offer paid leave in cases of sickness, pregnancy, and bereavement. A PEO that makes great benefits affordable can help you set your Nevada business apart. 
• Labor laws: Per Nevada labor law, employers follow the National Labor Relations Act (NLRA), the federal Fair Labor Standards Act (FLSA), the Nevada State Plan issued by the Occupational Safety and Health Administration (OSHA), and OSHA-based state-wide workplace regulations set by the State of Nevada Department of Business & Industry Industrial Relations (DIR). In addition, Nevada workers’ compensation coverage is offered by DIR and required anywhere with one or more eligible employees. Nevada runs a tight ship when it comes to labor requirements. PEOs ensure you’re ready to comply with every changing law, fee, and due date. 

Employers who are late filing unemployment tax in Nevada incur a fine of $5 plus 0.1% of taxable wages for every month the report is late. Late payments are subject to 1% interest on the taxes due every month the payment is overdue.

What’s more, failure to comply with Nevada's workers’ comp requirements can result in an employer being fined up to $15,000, with additional penalties added based on the time a worker was uninsured, and even criminal prosecution. 

This highlights how devastating it can be for business owners who aren't fully prepared to manage all the requirements and regulations around payroll, benefits, and labor laws in Nevada. PEOs—which come with risk management and compliance support—can be a valuable investment.

Dedicated support team

Everyone wants the expertise of a large, highly experienced HR team. But, not everyone can afford it or spend the years it takes to build a department like that.

You don’t have to do any of that with good PEO providers. 

The collective prowess of a PEO in HR management provides businesses with a wealth of resources and guidance. When you work with a great PEO, you’re instantly connected to expertise in benefits administration, protocol evaluation, handbook development, managerial training, and much more.

What to consider when evaluating a PEO service in Nevada

Thinking about using a PEO to enhance your HR management and retain employees in Nevada? Here are the key aspects to contemplate:

• Your business needs: Assess the specific features and experiences you expect from a PEO. Due to Nevada’s extreme penalties around workers’ comp, you might prioritize robust workers’ comp filing and management features. But PEOs offer a range of services, including:
• Administering benefits
• HR outsourcing
• Onboarding and recruitment
• Processing payroll 
• Tax filing compliance
• Tracking time and attendance
• Managing risk and safety compliance
• Regulatory compliance
• Your budget: PEOs typically charge a per-employee monthly fee or a percentage of your payroll. So as your business expands, the cost associated with a PEO will, too. At the same time, businesses often realize savings of $1,775 per employee per year with a PEO due to increased retention and business growth. It’s up to you to determine if the return on investment (ROI) is right for you.

• Experience and reputation: Software review platforms like Capterra, GetApp, G2, TrustRadius, and others can provide real-life insights into what working with a particular PEO is like.
• Benefits: Consider the types of benefits a PEO provides access to and how those match up with your workforce's needs and your business goals. While many PEOs offer access to similar benefits, differences in range, flexibility, and pricing may influence your decision, so look closely.
• Renewal rates: Unfortunately, some PEOs aren't upfront about renewal rates, choosing to increase the cost of benefits once they know they have you on their platform. That’s why we recommend carefully investigating the renewal terms for benefits plans and looking for transparency about PEO renewal rates. 
• Integrations: It's essential to choose a PEO that employs technology that integrates with your existing systems. This makes for an easier launch and a more pleasant exit.
• Does the PEO specialize in specific industries? Consider whether the PEO has expertise in your specific industry, such as gaming, hospitality, or entertainment. A PEO with highly specific knowledge can provide even more valuable insights and experience.
• Does the PEO specialize in specific legal or compliance issues? If your industry has unique legal or regulatory requirements, which is certainly true when it comes to gaming in the US, you may want to seek out a PEO experienced in these areas to mitigate the risk of fines, lawsuits, and reputational damage.
• Your exit strategy: Think about the ease of ending your partnership with a PEO should you want to make HR fully internal. Some PEOs make the process complex, while others prioritize a smooth transition.

Why Rippling PEO is the right choice for your Nevada business

Rippling PEO stands out as a pioneer in modern PEO software.

Our advanced platform is the first to integrate HR, IT, and Finance into a single system—which is possible because we’re one of the only PEOs today not built on software developed in the ‘80s.

With Rippling, you get 90-second employee onboarding and effective remote IT management. This positions Rippling PEO as a leader in efficiently managing crucial compliance tasks like setting up state and local tax accounts, handling workers' compensation coverage, and providing your team with access to premium benefits at cost-effective rates.

When you partner with Rippling, you benefit from:

• An intuitive, all-encompassing platform for HR, IT, and Finance
• Automated detection and resolution of compliance issues at the federal, state, and local levels
• Access to top-tier benefits plans with predictable, competitive renewal rates
• Advanced analytics and reporting tools, which you can customize to your unique requirements
• Comprehensive management tools for remote teams, which support tax registration, paper-free onboarding, remote device management, and more
• Streamlined compliance and risk management processes, covering ACA and COBRA administration, anti-harassment training, and beyond
• An extensive collection of HR resources, guides, and templates
• An effortless and transparent process for transitioning from Rippling PEO to our workforce management platform if you ever need to offboard 

FAQs about PEOs in Nevada

What is a PEO, and how does it work?

A professional employer organization partners with businesses in a co-employment arrangement, providing a range of HR solutions, including payroll processing, benefits administration, HR task management, and compliance assistance.

Within this framework, the PEO assumes the role of the administrative employer for the company’s employees, specifically for taxation purposes.

How does a PEO arrangement affect control over my employees?

Even though a PEO oversees HR and employment-related responsibilities as a co-employer, companies still retain responsibility for their everyday operations, hiring, and all employee management.

What is a certified PEO?

A Certified PEO (CPEO) refers to a PEO that complies with specific IRS standards concerning its background, expertise, financial stability, and reporting practices.

This certification is voluntary and demonstrates that a PEO has passed thorough assessments, but it doesn't imply any form of endorsement by the IRS. In the past, certification meant the CPEO could provide certain tax benefits, but that’s no longer the case.

What size company can benefit from a PEO?

PEOs are beneficial for businesses of all sizes, but they’re particularly advantageous for small and medium-sized enterprises.

Why? Two reasons.

One, because they offer access to a level of HR support and benefits packages that are difficult for most small businesses to reach. 

And two, because they outsource HR functions so that smaller companies can dedicate more time to strategic HR initiatives that might otherwise be neglected.

How does a PEO charge for its services?

PEOs usually implement a pricing structure based on either a flat fee per employee or a percentage of your overall payroll.

The final cost to your business will be influenced by your organization's size and the specific services provided by the PEO you select.

What is the implementation process, and how long does it take to go live?

Typically, the process of partnering with a PEO starts with it working to collect vital information about your employees—think payroll data, existing benefits packages, etc.

Then, the PEO sets up all its proprietary processes to handle your HR, payroll, and benefits. This may involve integrating its technology with any that you already use. Often, this is one of the longest parts of implementation.

A PEO might also conduct sessions to familiarize your employees with the new systems and any benefits changes. We recommend taking this step if it’s offered. It may seem resource-intensive at the time, but it should make for smooth sailing in the future.

The length of this setup can vary greatly. It may extend from several weeks to months. The duration largely depends on the size of your business and the complexity of the PEO's services.

Are PEOs regulated?

Yes, PEOs are subject to regulation on the federal and state scale. Additionally, many choose to obtain accreditations from various industry bodies to bolster their credibility and adoption.

Are PEOs in Nevada required to have special certifications or licenses?

Yes, Nevada PEO services must submit an Application for Professional Employer Organization License to the State of Nevada Department of Business and Industry. 

What happens if I want to terminate my relationship with a PEO?

Ending a partnership with many PEO service providers can often be difficult as you untangle yourself from their payroll process, benefits administration, and other systems. 

Recognizing this challenge, we designed Rippling PEO for simple disengagement. You can just switch off the PEO and effortlessly transition to our comprehensive workforce management platform. This smooth changeover ensures that all your established integrations, processes, and data flows stay intact.

In what states is Rippling PEO available?

Serving every state, Rippling PEO is available wherever you are in the US.

Disclaimer: Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.