HOUSTON – August 1, 2025 – Insperity, Inc. (NYSE: NSP), a leading provider of human resources and business performance solutions for America’s best businesses, today reported results for the second quarter ended June 30, 2025. Insperity will be hosting a conference call today at 8:30 a.m. ET to discuss these results and our updated 2025 outlook and will be posting an accompanying presentation to its investor website at http://ir.insperity.com.

•Q2 average paid WSEEs up 1% to 309,115

•Q2 revenues up 3% year-over-year

•Q2 net loss of $5 million; adjusted EBITDA of $32 million

•Q2 diluted EPS of $(0.14); adjusted EPS of $0.26

•YTD average paid WSEEs up 1% to 307,569

•YTD net income of $46 million; adjusted EBITDA of $134 million

•YTD diluted EPS of $1.22; adjusted EPS of $1.83

•Return to shareholders of $64 million during the first six months of 2025 through the repurchase of 225,000 shares at a cost of $19 million and $45 million in cash dividends

The average number of worksite employees (“WSEE”) paid per month increased 1% from Q2 2024 to 309,115 WSEEs. Revenues in Q2 2025 increased 3% to $1.7 billion on a 3% increase in revenue per WSEE on higher pricing and the increase in paid WSEEs.

“Despite our reported Q2 results and the associated lower guidance for this year, we have experienced recent growth momentum and are executing a plan over the balance of the year that we believe lays the foundation for accelerated growth and improved profitability in 2026,” said Paul J. Sarvadi, Insperity chairman and chief executive officer. “We are also pleased to announce that Insperity HRScale, our joint solution with Workday, has a targeted go-live date with beta clients early next year, and sales and marketing efforts have begun.”

Gross profit decreased 14% to $223 million in Q2 2025 from $260 million in Q2 2024 due primarily to higher-than-expected benefits costs. Higher Q2 2025 healthcare costs were driven by continued elevated pharmacy trends and frequency of large claim activity.

Operating expenses decreased 3% to $230 million in Q2 2025 from $237 million in Q2 2024. Operating expenses included $14 million for our Workday strategic partnership in both Q2 2025 and Q2 2024.

Reported net loss was $5 million and diluted EPS was $(0.14). Adjusted EBITDA and adjusted EPS were $32 million and $0.26, respectively.

“We have made substantial progress in executing a pricing plan and implementing benefit plan design changes that we believe will address the elevated benefits cost trend environment,” said James D. Allison, executive vice president of finance, chief financial officer and treasurer. “We have continued to manage our operating expenses while investing in the Workday strategic partnership and remain focused on aligning our cost structure with our updated HR solution portfolio strategy.”

The average number of WSEEs paid per month increased 1% from 2024 to 307,569 WSEEs. Revenues increased by 3% to $3.5 billion on a 3% increase in revenue per WSEE and the increase in paid WSEEs.

Gross profit decreased 12% to $533 million primarily due to unfavorable results from our benefits costs program, offset in part by increased pricing and slight favorability in other direct cost areas.

Operating expenses declined slightly to $472 million as compared to the 2024 period. Operating expenses included $27 million and $19 million for our Workday strategic partnership in YTD 2025 and YTD 2024, respectively.

Reported net income and diluted EPS were $46 million and $1.22, respectively. Adjusted EBITDA and adjusted EPS were $134 million and $1.83, respectively.

Cash outlays in the first six months of 2025 included the repurchase of approximately 225,000 shares of our common stock at a cost of $19 million, dividends totaling $45 million, and capital expenditures of $13 million. Adjusted cash at June 30, 2025 totaled $114 million and $280 million remains available under our $650 million credit facility.

The company also announced its updated guidance for 2025, including the third quarter of 2025. Please refer to the accompanying financial tables at the end of this press release for the reconciliation of non-GAAP financial measures to the comparable GAAP financial measures.

Average WSEEs paid — Determined by calculating the company’s cumulative WSEEs paid during the period divided by the number of months in the period.

Adjusted EPS — Represents diluted net income per share computed in accordance with GAAP, excluding the impact of non-cash stock-based compensation.

Adjusted EBITDA — Represents net income computed in accordance with GAAP, plus interest expense, income taxes, depreciation and amortization expense, amortization of SaaS implementation costs and non-cash stock-based compensation.

Insperity will be hosting a conference call today at 8:30 a.m. ET to discuss these results and the guidance discussed in this press release, and answer questions from investment analysts. To listen in, call 877-545-0523 and use conference i.d. number 606106. The call will also be webcast at http://ir.insperity.com. The conference call script will be available at the same website later today. A replay of the conference call will be available at 877-481-4010, conference i.d. number 52722. The webcast will be archived for one year.

Since 1986, Insperity’s mission has been to help businesses succeed so communities prosper. Offering the most comprehensive suite of scalable HR solutions available in the marketplace, Insperity is defined by an unrivaled breadth and depth of services and level of care. Through an optimal blend of premium HR service and technology, Insperity delivers the administrative relief, reduced liabilities and better benefit solutions that businesses need to drive performance and growth. With 2024 revenues of $6.6 billion and more than 100 sales offices throughout the U.S., Insperity is currently making a difference in thousands of businesses and communities nationwide. For more information, visit http://www.insperity.com.

The statements contained herein that are not historical facts are forward-looking statements within the meaning of Section 27A of the Securities Act of 1933 and Section 21E of the Securities Exchange Act of 1934. You can identify such forward-looking statements by the words “anticipates,” “expects,” “intends,” “plans,” “projects,” “believes,” “estimates,” “forecasts,” “likely,” “possibly,” “probably,” “could,” “goal,” “opportunity,” “objective,” “target,” “assume,” “outlook,” “guidance,” “predicts,” “appears,” “indicator” and similar expressions. Forward-looking statements involve a number of risks and uncertainties. In the normal course of business, in an effort to help keep our stockholders and the public informed about our operations, from time to time, we may issue such forward-looking statements, either orally or in writing. Generally, these statements relate to business plans or strategies, including our strategic partnership with Workday, Inc.; projected or anticipated benefits or other consequences of such plans or strategies; or projections involving anticipated revenues, earnings, average number of worksite employees, benefits and workers’ compensation costs, or other operating results. We base these forward-looking statements on our current expectations, estimates and projections. We caution you that these statements are not guarantees of future performance and involve risks, uncertainties and assumptions that we cannot predict. In addition, we have based many of these forward-looking statements on assumptions about future events that may prove to be inaccurate. Therefore, the actual results of the future events described in such forward-looking statements could differ materially from those stated in such forward-looking statements. Among the factors that could cause actual results to differ materially are:

•adverse economic conditions;

•failure to comply with or meet client expectations regarding certain COVID-19 relief programs;

•bank failures or other events affecting financial institutions;

•labor shortages, increasing competition for highly skilled workers, and evolving employee expectations regarding the workplace;

•impact of inflation and changes in U.S. trade policy;

•vulnerability to regional economic factors because of our geographic market concentration;

•failure to comply with covenants under our credit facility;

•impact of a future outbreak of highly infectious or contagious disease;

•our liability for WSEE payroll, payroll taxes and benefits costs, or other liabilities associated with actions of our client companies or WSEEs, including if our clients fail to pay us;

•increases in health insurance costs and workers’ compensation rates and underlying claims trends, health care reform, financial solvency of workers’ compensation carriers, other insurers or financial institutions, state unemployment tax rates, liabilities for employee and client actions or payroll-related claims;

•an adverse determination regarding our status as the employer of our WSEEs for tax and benefit purposes and an inability to offer alternative benefit plans following such a determination;

•cancellation of client contracts on short notice, or the inability to renew client contracts or attract new clients;

•the ability to secure competitive replacement contracts for health insurance and workers’ compensation insurance at expiration of current contracts;

•regulatory and tax developments and possible adverse application of various federal, state and local regulations;

•failure to manage growth of our operations and the effectiveness of our sales and marketing efforts;

•the impact of the competitive environment and other developments in the human resources services industry, including the professional employer organization (or PEO) industry, on our growth and/or profitability;

•an adverse final judgment or settlement of claims against Insperity;

•disruptions of our information technology systems or failure to enhance our service and technology offerings to address new regulations or client expectations;

•our liability or damage to our reputation relating to disclosure of sensitive or private information as a result of data theft, cyberattacks or security vulnerabilities;

•failure of third-party providers, such as financial institutions, data centers or cloud service providers;

•our ability to fully realize the anticipated benefits of our strategic partnership and complete the development of our joint solution with Workday, Inc.; and

•our ability to integrate or realize expected returns on future product offerings, including through acquisitions, strategic partnerships, and investments.

These factors are discussed in further detail in Insperity’s filings with the U.S. Securities and Exchange Commission. Any of these factors, or a combination of such factors, could materially affect the results of our operations and whether forward-looking statements we make ultimately prove to be accurate.

Any forward-looking statements are made only as of the date hereof and, unless otherwise required by applicable securities laws, we undertake no obligation to update or revise any forward-looking statements, whether as a result of new information, future events or otherwise.

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(1)Revenues are comprised of gross billings less WSEE payroll costs as follows:

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(1)Revenues per WSEE per month are comprised of gross billings per WSEE per month less WSEE payroll costs per WSEE per month follows:

Non-GAAP financial measures are not prepared in accordance with GAAP and may be different from non-GAAP financial measures used by other companies. Non-GAAP financial measures should not be considered as a substitute for, or superior to, measures of financial performance prepared in accordance with GAAP. Investors are encouraged to review the reconciliation of the non-GAAP financial measures used to their most directly comparable GAAP financial measures as provided in the tables below.

Following is a reconciliation of payroll cost (GAAP) to non-bonus payroll costs (non-GAAP):

Following is a reconciliation of cash, cash equivalents and marketable securities (GAAP) to adjusted cash, cash equivalents and marketable securities (non-GAAP):

Following is a reconciliation of net income (loss) (GAAP) to EBITDA (non-GAAP) and adjusted EBITDA (non-GAAP):

Following is a reconciliation of net income (loss) (GAAP) to adjusted net income (non-GAAP):

Following is a reconciliation of diluted EPS (GAAP) to adjusted EPS (non-GAAP):

The following is a reconciliation of GAAP to non-GAAP financial measures for third quarter and full year 2025 guidance:

Houston, TX – July 31, 2025 – Insperity, Inc. (NYSE: NSP), a leading provider of human resources and business performance solutions, today announced its updated HR solutions portfolio strategy, designed to meet the evolving needs of small to medium size businesses (SMB) and their employees and shape the future of HR.

With nearly 40 years in the market, Insperity’s mission is to help businesses succeed so communities prosper. Insperity continues to deliver culture-driven, people-centric solutions – combining the best of human and technological capabilities to improve the likelihood, degree, and speed of success for companies in the dynamic SMB marketplace.

Insperity is rebranding its existing category-leading solutions as Insperity HR360 and Insperity HRCore. The portfolio will also include the newly announced Insperity HRScaleTM solution that is being developed through the company’s strategic partnership with Workday. Each solution is tailored to address specific aspects of HR management, offering unrivaled, comprehensive support for businesses at every stage of growth and development.

●Insperity HR360: Insperity’s flagship PEO solution (formerly known as Workforce Optimization) is designed for small and midsize businesses seeking a comprehensive people strategy and HR expertise to manage HR efficiently and effectively to drive business results. From payroll and benefits to compliance and talent management, the Insperity HR360® solution offers a seamless blend of advanced technology, HR services, insights, and liability management. This solution empowers businesses to build a sophisticated HR function, achieving excellence in their people strategy to drive sustainable success.

●Insperity HRCore: This solution is ideal for businesses ready to upgrade their HR function. The Insperity HRCore™ solution (formerly known as Workforce Acceleration) provides foundational HR technology and support, tailored to companies seeking straightforward yet reliable HR capabilities. It enables businesses to manage their workforce more efficiently while laying the groundwork for a more sophisticated HR function as their needs evolve.

●Insperity HRScale: Developed for midsized businesses through a strategic partnership with Workday, this solution is designed to combine the HR expertise of Insperity’s full-service PEO offering with the advanced capabilities of Workday Human Capital Management (HCM), with a focus on affordability, ease and speed of deployment, and agility as companies scale. Insperity HRScale will be available to early adopter customers in 2026. For more information on Insperity HRScale, please visit here.

These premium HR solutions expand Insperity’s addressable market and provide the opportunity to help more SMBs and their employees.

Insperity’s additional product portfolio is dedicated to solving complex challenges for companies and improving the lives of business owners and their employees.

Insperity offers a variety of additional services to help business owners, including direct-placement recruiting, employment screening, retirement plan administration, and business insurance products and services. New offerings to help businesses are evaluated on an ongoing basis and added to the portfolio. Recently, Insperity added:

●Insperity Contractor Management powered by Wingspan addresses the evolution of the workforce and increase in independent contractors that receive a 1099. This solution allows this growing number of clients to more effectively manage and pay their 1099 talent. Wingspan also makes available to these 1099 workers additional benefits and services that they may be unable to access effectively on their own.

Insperity addresses employees’ total well-being by offering solutions and components that aim to improve the lives of employees and their families while alleviating administrative burdens for employers, including health benefit plans sponsored by Insperity, 401(k) retirement plans, supplemental insurance, voluntary benefits, and employee well-being tools and services. Employees and their families also benefit from:

●Insperity Perks+™ program offers enrolled employees with a marketplace of discounted products and financial management tools, helping enrolled employees achieve financial stability and peace of mind.

Since 1986, Insperity’s mission has been to help businesses succeed so communities prosper. Offering a suite of the most comprehensive, scalable HR solutions available in the marketplace, Insperity is defined by an unrivaled breadth and depth of services and level of care. Through an optimal blend of premium HR service and technology, Insperity delivers the administrative relief, reduced liabilities and better benefit solutions that businesses need to drive performance and growth. With 2024 revenues of $6.6 billion and more than 100 sales offices throughout the U.S., Insperity is currently making a difference in thousands of businesses and communities nationwide. For more information, visit http://www.insperity.com.

Investor Relations Contact:
James D. Allison
Executive Vice President of Finance,
Chief Financial Officer and Treasurer
281-348-3140
Investor.Relations@Insperity.com

News Media Contact:
Cynthia Murga
Director, Public Relations
713-324-1414
Media@insperity.com