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PEO Comparison · 2026

PrestigevsG&A Partners

Two PEOs we evaluate for clients. Same category, different fit. Here's the honest side-by-side — built from the actual proposals on our desk.

Prestige Retention
95%
Top 1% — all 3 PEO gold standards
vs
G&A Retention
92%
2 of 3 gold standards (no CI)
Bottom line

Where Prestige pulls ahead

For mid-market employers — particularly above 50 employees — Prestige delivers a deeper offering at a lower per-employee cost.

01
HRA support (G&A doesn't allow them)
Prestige administers HRA accounts — including HealthEquity compatibility — alongside FSA and HSA. G&A's tax-advantaged stack is FSA + HSA only: no HRA option for prospects who want one.
02
Higher voluntary life GI
Prestige's voluntary term life goes to $500K with guaranteed issue (5x salary or $500K via MetLife/Guardian); Guardian basic term reaches $750K. MassMutual whole life adds $100K GI on top. G&A's voluntary life is age-banded with materially lower published GI.
03
Claims dispute coordinator
Prestige assigns a dedicated person to advocate for your group in carrier claims disputes. G&A doesn't offer this role.
04
Three gold standards (vs two)
Prestige holds ESAC + IRS-CPEO + CI certifications — only ~9% of PEOs hold all three. G&A holds two (no Workers Comp Risk Mgmt cert).
Feature delta

What each one has that the other doesn't

Where the offerings diverge in ways that matter to a benefits-conscious employer.

Only with Prestige

12 differentiators
  • Customized benefits and services at 150 EEs+ — Prestige negotiates plan design, carrier mix, and service scope for groups above 150 employees. G&A doesn't customize at this size — prospects get the standard package regardless of leverage.
  • HRA compatibility (HealthEquity) — Prestige administers HRA accounts; G&A doesn't allow HRAs at all. For prospects who want pre-tax HRA dollars on top of FSA/HSA, this is a hard block on G&A.
  • Higher dental annual maximum — MetLife PPO with a $5,000 annual max option, plus DHMO and Guardian/Solstice multi-carrier choice. G&A's dental tops out at the same ceiling but most plans cap at $1,000–$2,500.
  • FinFit Financial Wellness Program — pay advance, debt management, financial coaching, savings tools. G&A has no financial wellness equivalent.
  • Higher voluntary life guaranteed issue — $500K voluntary term GI (5x salary cap, MetLife/Guardian); Guardian basic term up to $750K; MassMutual voluntary whole life $100K GI with cash value. G&A's age-banded voluntary life publishes no equivalent GI ceiling.
  • Three-carrier disability stack — MetLife + Guardian + Aflac STD/LTD, multiple plan tiers per carrier. G&A runs a single STD/LTD vendor with three flat tiers.
  • Claims dispute coordinator — dedicated advocate when a carrier denies a claim. G&A doesn't offer this role.
  • CI Workers Comp Risk Mgmt certification — the third gold standard G&A doesn't hold (Prestige is in the ~9% of PEOs with all three).
  • Charles Schwab 401(k) investment options via BlueStar Retirement Services — fund menu depth on top of the Slavic plan structure.
  • Compliance runs through attorneys — legal-grade ERISA, ACA, COBRA, HIPAA, Form 5500, FMLA support bundled in.
  • Motivity caregiver support — backup/elder/childcare resource concierge. G&A has no equivalent.
  • Wellness depth — Rally, Monument Online Alcohol Therapy, Quit-for-Life, gym reimbursement, nutrition program — alongside the standard EAP.

Only with G&A

3 differentiators
  • Unum EAP Medical Bill Saver — bundled at no extra cost; Unum negotiates 38–55% off non-covered medical/dental balances over $400. Prestige's EAP is generic and adds $34.45/ee/yr if elected.
  • Optional accounting & bookkeeping bundle — separately priced add-on covering FP&A, AP workflow, and financial dashboards. Prestige doesn't offer accounting services.
  • Documented PEO→ASO conversion path — clear off-ramp for groups outgrowing PEO economics, kept on the same admin platform.
For benefits coverage and HR services specifically — the core PEO offering — Prestige matches or exceeds G&A on every dimension.
Interactive · cost projection

What does it actually cost?

Move the slider to see how annual PEO cost compares at your employee count. Both PEOs use tiered admin PEPM that drops as headcount rises. Medical/dental/vision pass through both sides; EPLI excluded from both until parity data lands.

Annual PEO cost projection

Assumes all full-time. Part-time employees would price at ~50% per industry convention.
50 Employees
550100200500
G&A Partners
$60,000
$100/ee/month (50-99 tier) × 50 employees × 12 months
Prestige
$48,744
$81.24/ee/month (51-99 tier) × 50 employees × 12 months
Annual savings with Prestige
$11,256
18.8% lower than G&A
G&A Partners $60,000
Prestige $48,744
Note on pricing methodology Both PEOs are linearly interpolated between known anchor points — not exact published rates at every employee count. G&A anchors: $80 PEPM at 150 WSE, $55 PEPM at 500 WSE (midpoint of $50–60 range); smaller-group rates extrapolated. Prestige anchors: tier midpoints from the BIH ROI calculator across 5–300 ee, with a $200K/year negotiated rate at 500 ee. Pricing is admin only — EPLI excluded from both sides until parity data lands. Medical / dental / vision pass through both sides. Use as directional only — request a real quote for binding pricing.