As a lawyer, your expertise is incredibly valuable. Clients trust you to represent their best interests. Every attorney/client meeting, phone call or email exchange provides an opportunity to gather information and provide counsel. While the media pokes fun at law firms’ billable hours, clients with life altering consequences at stake depend on each minute of your expertise. Many firms have “back office” and HR responsibilities that are time-consuming and disruptive. By outsourcing HR to a PEO (professional employer organization), you can focus on what you do best: advise clients.
From 2008 to 2018, the American Bar Association (ABA) reported a 15.2% increase in the number of attorneys in the United States. Many small- and mid-sized boutique firms were founded with the mission of serving clients’ legal needs with integrity. This passion for the law is unlike building a law firm and managing a team. This is where a PEO can be an invaluable partner. They have a team of experts who provide guidance on HR programs needed to recruit and retain top talent. Let’s look at how working with a PEO could help your practice.
Robust benefits packages
The right mix of benefits can amplify your workplace culture and inspire employees to do their best. It’s also a key consideration for candidates. By offering a wide range of benefits, it demonstrates you care about employees’ health and wellness. If you’re a smaller firm, you may be paying higher premiums unnecessarily. Working with a PEO, you can leverage their buying power to access diverse benefits at competitive rates on 401(k) plans, health insurance, dental, life, voluntary benefits and more. Plus, HR experts will update you on significant trends to consider.
When you’re gearing up for an important trial, the last thing you need to worry about is how a new tax law affects your payroll. Or worse, being notified of a tax penalty. PEOs have payroll and tax administration specialists who keep track of legislative changes and understand the implications of modern work arrangements (remote, flexible hours, out-of-state employees, contractors, etc.). Managing unemployment claims, withholdings, deductions, employee classifications and tax filings can be more complex than employers realize. Leave it to the experts.
As a lawyer, you certainly understand liabilities. Using best practices when outlining employee expectations and policies can help you minimize them. PEOs offer employee training on HR topics: OSHA, FMLA, discrimination, interviewing basics, dismissal and so much more. You’ll have ongoing access to expert advice.
Law firms can be characterized by demanding, long hours and fast paced deadlines. To minimize burnout, associates need to know they are part of a greater mission. When internal policies, communications and actions align with the firm’s core values, it makes everyone feel connected to something bigger than themselves. A values-driven culture can be a powerful force for strategic partners and clients. When building your corporate culture, a PEO can provide insights and ensure it is authentic
There comes a point in every business when you must decide where to spend your time. As someone who specializes in law, it’s not efficient for you to immerse yourself in daily HR challenges. As one of the first PEOs certified by the IRS, MidwestHR, a Chicago PEO, has vast experience partnering with law firms and understanding every practice has unique needs. That’s why we offer a la carte services without a long-term contract, so partners can choose to outsource part or all of their HR functions. Our top priority is becoming a trusted partner so you can focus on growing your clientele. Feel free to give us a call to learn about what is a PEO at 630-836-3000 and cross examine us. We rest our case.