Cost-Savings of a Virtual Assistant

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Compare A Virtual Assistant to a Traditional Employee

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What are the Cost Savings of using a VA?

With a Virtual Assistant, clients only pay for the actual work performed. You save the expenses of lunch or breaks, sick leave, vacation, training, insurance, etc. These calculations are based on a 25 hour work week which is equivalent to the 40 hour work week of a salaried employee.

Cost Savings Comparison
Compensation	Virtual Assistant	Salaried Employee
Base Salary of an Administrative Assistant (according to Salary.com)	$36,000 per year average	$38,400 per year average
	$30 per hour	$20 per hour
	25 hours per week	40 hours per week
Bonuses	$0	$557
Social Security	$0	$2,783
401k/403b	$0	$1,669
Disability	$0	$1,113
Healthcare	$0	$5,565
Pension	$0	$1,113
Vacation/Sick Leave	$0	$4,452

Total	$36,000 annually	$55,652 annually

What Are The Added Benefits Of Hiring A Virtual Assistant

Instead Of An On-Site Employee?

The benefits are numerous, ranging from the obvious -- no employee taxes, benefits, insurance, OSHA issues, or jeopardy of lawsuits, to the less obvious -- instant marketing support across time zones and countries, fewer management issues, and more.

OBLIGATION /BENEFIT	EMPLOYEE	V. A.
You pay only for time spent on tasks or as arranged per project and you never have to pay overtime
A sounding board if needed
Assist you in staying on track and on schedule
Handle seasonal or periodic projects, whatever is needed
No need to buy additional computer equipment or purchase and configure expensive office furniture to OSHA standards
No computer or software training needed
Convenient when your current staff gets overloaded
No time wasted on breaks or personal issues
Available specifically for you only when you need services
No extra office space is required. No extra rent and/or loss of privacy
No need to buy an extra desk, chair, phone or supplies
You must pay employer social security taxes
You must collect and pay FICA taxes
You must pay worker's compensation insurance
You must pay federal and state unemployment taxes
You must comply with OSHA
You must comply with the Federal Fair Labor Standards Act (FFLSA) including minimum wage and overtime payment
You may be required to pay medical benefits, dental benefits, and vision care benefits
You may be required to pay vacation time, sick time and holiday time
You may have to pay for other employee benefits such as 401K, retirement plans, etc.
You need to pay someone to administer the above three
You have legal responsibilities that include employee policies on working hours, sexual harassment, vacation time, sick time, leave of absence, holidays, benefits, performance reviews, grievances, terminations, substance abuse and training
If you hire someone and lay them off, your unemployment rate may increase for years to come
Firing an employee make lead to a lawsuit, if you do not have solid legal grounds

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Last Update: July 2008

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