TriNet Reviews

We recently had an instance of separation from the parent company retirement program and the migration from their platform to a new, stand-alone platform took months longer than expected.

The recent change in market/economic conditions has caused a loss of Human Capital within TriNet causing some extended wait times and a slight loss in communication as compared to 4+ months ago.

When we first signed on, the insurance carrier transfers during the fall was a bit difficult for some and could have been given more guidance on that.

Wish there were more carrier options for our area for healthcare benefits.

Wish the credit threshold for payroll and commissions was higher to avoid doing a separate wire as getting a reverse wire set up with major banks is very difficult.

When you dial into the 800 number for assistance, they really want you to speak with your rep but sometimes the rep is busy and we need an answer quickly.

The TriNet Expense app could be more user friendly.

When asking for guidance on particular issues, they can be vague.

Turn around time can sometimes be slow.

Fees go up every year.

In almost all cases the response for questions asked and things needed has been quick.

I have to deal with management from another state that is one of our investors and at times the questions or items they needed were not able to be answered through Trinet but I do not believe this was Trinet's fault.

My consultant/representative is wonderful and very quick to respond and helpful.

Phone number that can be used when calling from outside the U.S. could be provided

Specific support to employees requiring clarity in how they file for unemployment in their state

Support is highly dependent on the quality of your representatives. Our current advisor, Becky, has done a very good job but we have had representatives in the past that have not provided proper advice on specific matters, which has resulted in some inefficiencies.

Signing into the portal can be more frustrating than it should be.

The re-enrollment was a little confusing and required phone support which they were happy to provide.

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The biggest disappointment is the rates on our health insurance compared to my husband's company. My husband's company is also with TriNet, in the same town, about the same size, our demo graphs may be older, however, he is 8 years older then I and his company pay half as much for a better plan (Kaiser HMO1 vs Kaiser HMO3). It's not right no matter how TriNet tries to explain it away.

Tiffany, our Client Success Partner is particularly useless, as was her predecessor. TriNet will mess up benefit deductions and take 4 months to correct them. The annual CA Labor and IWC posters we need in Spanish, every year it's a battle we still do not have 2020 correct posters.

Our health insurance is no longer a savings. I received a quote TriNet would not match; therefore it would be more efficient to go back to performing HR, payroll, and insurance on our own. Come next Jan 1st this is likely what we will do.

Because TriNet corporate employees cannot be named as trusted advisors at a client location, HR Passport is not designed well to accommodate the former corporate employee who later becomes an employee of a client. With the number of work-site employees now co-employed under the TriNet umbrella, this issue needs to be corrected, as it will happen with more frequency.

Promptness of working on terminations

Providing the right number of posters

Allowing the Admin User Company to correct PTO in the system directly and not relying on TriNet to correct the starting balances.

Allowing the Admin User Company to enter deductions into the system directly and not relying on TriNet to do it.

The payroll is a bit restrictive. I couldn't seem to get my first PR Rep to understand a deduction I needed for the company officer on the payroll. I gave up then was shortly transferred to a new rep. I haven't brought up the issue again.

Currently not using the Paid Time off module. I was given 2 choices and have not chosen either yet. I am still approving time off internally, but the application on the paychecks works fine.

May be cost prohibitive for some small companies.

If the representative is away, new ones might not always know the situation.

General contact email isn't often helpful.

The new reports system isn't as good as the one before.

Based on years in business, there are a number of PEO functionality and services that are not in place or just starting to be considered. Example: This is our HRIS and TriNet is not positioned to connect with other 3rd party vendors that we use. We either have to manually upload the report to a 3rd party or pay extra for API development. My experience at other companies with a PEO, it is the PEO's role (ie. ADP PEO does this).

Legal guidance - (handbook development, legal guidance, org changes guidance) these are services that you have to ask for, hope for, and ultimately use an external counsel. (ADP does this work for you as a co-employer.)

Recommend Stratustime - but it is not integrated with TriNet. So we have to manually upload data. This is the time and attendance product and labor-intensive!

Resources for TriNet Business partner is challenging for them, so as a client, we have to wait until the TriNet BP can get someone in-house to give them info and directions (Legal, STD info, TriNet platform, etc.).

We have to micromanage to ensure that when things deviate from the usual/normal, those things get taken care of correctly.

The front line workers tend to not be the best trained so we sometimes have to ask to speak to managers or other people to ensure that the information we receive is correct.

TriNet is pretty siloed, so it can be hard to get information from more than one department if there is an issue that spans more than one department (401k issue that needs the 401k team and payroll team to work together as an example).

Benefits- TriNet benefits are a bit tough. The site used to create and compare models in preparation to select a funding strategy is severely outdated and not user friendly. Additionally, for two years running, we have seen increases in our plan rates of 15%+ which is unmanageable in the long term for a smaller company like us.

HR Support- In the last year, we have had 3 different HR Partners assigned to us. Two of the three created more problems than they solved and proved to be quite disorganized, unreliable, and lacked the knowledge to support our business effectively. That being said, Whitney M. is supporting us currently and she has been great to work with!

Resources for Employees- TriNet has many resources for Employers on how things work, but I've noticed that many times when we request promotional materials for employees, they don't exist (i.e. a flyer for the EAP or tips on utilizing benefits properly, etc.).

Site search could be improved.

Turnover with company representatives.

When our payroll is larger than usual, the process and deadlines for submitting it can be stressful.

It would be helpful to be able to talk directly to certain experts that are addressing our questions rather than always having to communicate through our appointed representative.

Transition services from your current system is a nightmare. They are not well equipped to do this well.

If you are a government contractor and all of the rules and regs that go with that, this PEO is NOT for you.

Customer service is laughable.

The TriNet timekeeping system and its integration back into their payroll platform is terrible and that is being generous.

When I request information from my rep, there are time when they place the burden of research back on me instead of doing the leg work themselves.

I would like to see better response times when I have questions.

TriNet Expense, used for reimbursement of employee expenses, is significantly behind top class providers, such as Concur or Expensify. TriNet would be better off partnering with an existing quality provider.

While responsive to questions, the account management or client management process seems nonexistent.