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  • The hospitality industry operates on customer satisfaction, attention to detail, and delivering exceptional service every day. Whether you’re operating a hotel, restaurant, resort, or event venue, your business thrives on the strength of your people. And managing those people effectively is no small task. 

    From unpredictable staffing needs and high turnover rates to strict compliance requirements and competitive employee benefits, hospitality businesses face mounting human resources (HR), payroll, and risk management challenges. Fortunately, a Professional Employer Organization (PEO) can help take those administrative burdens off your plate. 

    Continue reading to explore how PEO services are helping hospitality business owners regain control of their operations, improve employee satisfaction, and focus more on what they do best: creating memorable guest experiences. 

    Staying Compliant in a High-Risk, High-Turnover Industry 

    Hospitality is a fast-paced industry, and with that pace comes complexity, especially when it comes to HR compliance. From wage and hour laws to workplace safety and anti-discrimination policies, hospitality employers must stay up-to-date with constantly shifting regulations. 

    Whether you manage a small boutique hotel or a national restaurant chain, compliance missteps can result in hefty fines, lawsuits, and damage to your brand reputation. A PEO like GMS provides access to a team of HR experts who stay up-to-date on federal, state, and local regulations, so you don’t have to. That includes: 

    • Ensuring compliance with labor laws such as the Fair Labor Standards Act (FLSA) 
    • Helping navigate tip reporting and minimum wage rules 
    • Assisting with Occupational Safety and Health Administration (OSHA) workplace safety requirements 
    • Providing support during audits or legal issues 

    With GMS as your partner, you can feel confident knowing your business is protected from costly compliance errors. 

    Solving the Hospitality Hiring and Retention Problem 

    Hiring in the hospitality sector is notoriously challenging. High turnover, seasonal demands, and competition for top talent often leave HR teams overwhelmed with recruiting and onboarding tasks. 

    A PEO can take the pressure off your internal team by providing: 

    • Streamlined recruitment and applicant tracking tools 
    • Onboarding support to get new hires up to speed quickly 
    • Access to competitive benefits packages that help attract and retain staff 
    • Guidance on workforce planning to help you scale up or down during peak seasons 
    • Integration of Human Resources Information Systems (HRIS) to centralize and automate HR processes 

    GMS also offers employee handbooks, performance management tools, and HR consulting services to help build a positive culture and reduce turnover.  

    Offering Big-Business Benefits on a Small-Business Budget 

    Hospitality businesses often struggle to offer the same benefits that larger companies use to attract top talent. But partnering with a PEO levels the playing field. 

    Through a PEO, you gain access to cost-effective, Fortune 500-level benefits such as: 

    GMS represents more than 50,000 employees, which allows us to help businesses purchase group health insurance at rates up to 24% lower for employee premiums and up to 15% lower for family premiums compared to the U.S. average. By offering better benefits, you’ll not only improve retention but also attract top-tier talent in a competitive industry.  

    Reducing Risk and Protecting Your Brand 

    Hospitality is about service, and your team is often the face of your brand. Unfortunately, that also means you’re exposed to potential legal and workplace risks. From employee injuries and harassment claims to workers’ compensation disputes and liability issues, even one incident can harm your reputation. 

    GMS provides comprehensive risk management services, including: 

    When your employees feel safe and supported, and your business is protected from unnecessary legal exposure, it creates a positive and productive work environment for everyone. 

    Simplifying Payroll and Time Tracking 

    From hourly workers to salaried staff, managing payroll in the hospitality industry can be a complex task. Factor in shift differentials, tips, overtime, and varying state tax laws, and you’ve got a recipe for errors and inefficiencies. 

    A PEO can automate and streamline your payroll process, including: 

    By letting GMS handle the back-office burden, you can focus more on guest satisfaction and business growth. 

    Transform Your Hospitality Business with GMS 

    Whether you manage a hotel, restaurant, or entertainment venue, your people are your greatest asset and your biggest challenge. That’s where GMS comes into the picture. 

    By partnering with a PEO, you gain the HR support, compliance guidance, benefits access, and payroll expertise you need to thrive in today’s competitive market. 

    Let GMS help you simplify your business so you can focus on what matters most: growing your business. Book a 15-minute chat to learn how GMS can help you grow and succeed. 

  • Protecting your company from potential legal risks is crucial for a successful and compliant workplace. In recent years, the number of lawsuits filed by employees against their employers has increased. While larger corporations often face the majority of these lawsuits, no business is entirely immune to such claims and the associated legal costs.

    While there are numerous concerns regarding the workplace, clients, employees, and legalities, all of them can be costly to your bottom line and business reputation, making it crucial to implement proper safeguards. This is where Employment Practices Liability Insurance (EPLI) comes into play.

    What Is EPLI?

    EPLI is a type of insurance that provides coverage to employers against claims made by employees alleging discrimination, wrongful termination, harassment, and other employment-related issues. Potential claims can include sexual harassment, bias based on gender, race, age, or disability, wrongful termination, negligence, and more. Even if you win the case, plenty of legal costs are associated with these claims, which can chip away at your bottom line. EPLI can protect your business from these kinds of claims by helping to cover the legal costs and damages related to them.

    What Can EPLI Help With?

    Since EPLI coverage protects against employee lawsuits, it is often used to cover claims related to the Americans with Disabilities Act (ADA), the Equal Pay Act (EPA), the Age Discrimination in Employment Act, and other similar laws. It is important to note that having EPLI coverage does not exempt employers from legal obligations; instead, it serves to provide additional protection if a claim is made against them despite their compliance efforts.

    This insurance typically covers legal and court administration fees, witness fees, and expenses related to court-ordered settlements or judgments.

    Importance of EPLI Coverage

    Cost reduction

    Employing EPLI coverage is important for the employer and their business. When a company has a large number of employee-related claims against it, the costs for legal counsel, potential damages, and other lawsuit fees can quickly add up. EPLI coverage acts as a protective layer between your business and the accompanying lawsuit costs, ensuring that a single lawsuit doesn’t jeopardize the company’s bottom line.

    Business protection

    Small businesses don’t always have the money or resources to protect themselves against lawsuits. EPLI coverage provides protection for a variety of claims, including negligence, discrimination, unfair termination, and other related issues. This comprehensive coverage ensures that businesses are protected against multiple potential legal threats.

    Peace of mind

    EPLI coverage allows you to operate a business while focusing on the safety and well-being of your employees. While having EPLI coverage doesn’t guarantee a win in a case or lawsuit, it can provide peace of mind when a claim is filed. Knowing that your business can cover legal counsel and other potential legal or court fees allows you to focus on ensuring compliance, creating a safe and respectful work environment, and growing your business.

    Tips For Reducing Employee Claims and Lawsuits

    While it’s impossible to prevent all claims, you can take steps to minimize the risk of EPLI lawsuits and discourage inappropriate workplace behaviors.

    Continuously update your employee handbook.

    Consistently updating your policies is a great way to ensure appropriate employee behavior. Implementing strong anti-harassment and anti-discrimination policies is also incredibly important to provide a respectful workplace. Consistent communication with employees can also help identify any necessary updates.

    Provide training

    By educating employees on proper procedures and best practices, you’re arming them with the knowledge they need to interact with colleagues and within the workplace.

    Run background checks

    Conducting background checks on potential employees not only verifies their qualifications but also helps ensure the safety of your current team.

    GMS & EPLI Coverage

    While understanding and implementing EPLI coverage is a great idea, it can be a complex process. Luckily, working with a professional employer organization (PEO), like Group Management Services (GMS), can make the process easier.

    Alongside our EPLI coverage, we provide additional services that can benefit your business. At GMS, our team will help you create a compliant employee handbook, develop policies for filing and responding to employee lawsuits, and assist in mitigating employment risks. We also offer training on anti-harassment, anti-discrimination, and other essential HR topics for both employees and business owners.

    To learn more about EPLI coverage and how to implement it in your business, download our guide.

  • As your business grows, so does your to-do list. Managing it all in-house becomes increasingly complex. While professional employer organizations (PEOs) are often associated with startups or small businesses, the reality is that midsize and fast-growing companies are some of the biggest beneficiaries of the PEO model. 

    If you’re expanding your workforce, entering new markets, or struggling to keep up with human resources (HR) demands, partnering with a PEO is a smart, strategic move. 

    Scalable HR Support Without Increasing Your Headcount 

    When companies grow rapidly, their internal resources, especially in Human Resources (HR), often struggle to keep up. You may need support with compliance, payroll, benefits administration, and employee relations simultaneously. Hiring full-time specialists for each of these functions can be expensive and time-consuming. 

    A PEO offers your organization access to expert HR professionals.They become an extension of your internal team, handling the day-to-day tasks and complex compliance matters, so your staff can stay focused on big-picture goals. 

    Support for Multi-State Expansion 

    Expanding into new states is an exciting company milestone, but it introduces new layers of complexity. Each state has its own employment laws, tax codes, wage requirements, and workers’ compensation regulations. Staying compliant in multiple locations can be overwhelming for an internal HR team. 

    This is where a PEO’s co-employment model becomes especially valuable. In a co-employment relationship, your business maintains control over daily operations and management decisions, while the PEO becomes the employer of record for HR, benefits, payroll, and tax purposes. This allows the PEO to take on certain legal and administrative responsibilities on your behalf. 

    The PEO handles tasks such as registering for state unemployment insurance, managing workers’ compensation policies, processing payroll in accordance with state laws, and ensuring proper employee classification and documentation. This level of support gives your business the freedom to expand into new markets with confidence, knowing you’re backed by a team that’s focused on keeping you compliant and protected. 

    Simplified Operations Through Centralized Services 

    As companies grow, they often find themselves juggling multiple vendors and platforms for payroll, benefits, risk management, and other HR functions. Managing these systems separately creates inefficiencies, increases administrative workloads, and opens the door to costly errors. 

    A PEO simplifies this complexity by consolidating all your HR needs into one centralized solution. Everything from onboarding documents and time-off requests to payroll records and benefits enrollment is stored in a single, secure Human Resource Information System (HRIS). With all your employee data and HR functions housed under one digital roof, you can reduce paperwork, eliminate manual processes, and improve accuracy. 

    GMS Connect is our intuitive, all-in-one HR platform. It gives both employers and employees self-service access to payroll, benefits, tax documents, compliance tools, and more. Whether you’re tracking paid time off (PTO), submitting payroll, or preparing for year-end reporting, everything you need is just a few clicks away. 

    Access to Competitive Benefits at a Better Cost 

    Offering high-quality benefits is essential for attracting and retaining top talent. However, putting together a competitive benefits package on your own can be expensive and difficult to manage. 

    When you partner with a PEO like GMS, you gain access to benefits that are typically only available to larger organizations. Through GMS’ Master Health Plan, your business joins a larger pool of participating companies. This group buying power allows us to negotiate better rates, reduce volatility in renewal costs, and offer stronger coverage options for your employees. 

    In addition to health insurance, GMS offers a comprehensive suite of benefits, including dental, vision, life insurance, and more. These are all managed through one seamless platform, making it easier for your team to enroll and stay informed. 

    With better benefits and simplified administration, you can offer your employees more value, without overextending your budget or internal resources. 

    Why GMS Is the Right Partner for Growing Companies 

    Growth is a sign of success, but it also brings new challenges. As your business expands, you need an HR strategy that can scale with you, adapt to new markets, and support your team throughout the process. 

    At GMS, we specialize in helping growing companies streamline their HR, payroll, and benefits through our full-service PEO model. Whether you’re entering new states, looking to reduce administrative burdens, or trying to offer more competitive employee benefits, we’re here to make it easier. Our team of experts becomes an extension of yours, providing proactive support, compliance guidance, and the tools you need to grow with confidence. 

    Ready to simplify your HR and fuel your growth? Request a quote today! 

  • As a business owner, you know how quickly the year can fly by. One minute you’re setting goals in January, and the next thing you know, Q3 is right around the corner. That’s why the halfway mark is a critical time to hit pause, reflect, and realign through a mid-year business audit.

    Think of it not just as a review, but as an opportunity for growth. A chance to ensure your business is running efficiently, financially healthy, compliant with evolving regulations, and still aligned with the goals you set out to achieve at the start of the year.

    Why a Mid-Year Audit Matters

    Unlike year-end audits, which are often reactive and focused on closing the books, a mid-year audit is proactive. It gives you the time and flexibility to pivot if needed, strengthen weak points, and capitalize on new opportunities, all before it’s too late to make meaningful changes.

    Evaluating Your Progress and Performance

    One of the primary objectives of a mid-year audit is to revisit your strategic plan. Are you on track to meet the benchmarks you set at the start of the year? Are your quarterly key performance indicators (KPIs) moving in the right direction? It’s crucial to assess what’s working, what’s lagging, and what external factors might be influencing performance, such as industry shifts or economic conditions.

    This audit should encompass every department, including sales targets, marketing initiatives, employee engagement metrics, customer satisfaction, and operational efficiency. Instead of waiting until December to determine whether goals were met, you can make mid-course adjustments now to improve your trajectory.

    Financial Review and Tax Planning

    Your business’s financial health is another critical piece of the audit. Mid-year is an ideal time to review your cash flow, expenses, profit margins, and budget adherence. Are you staying within your projected spending? Are your revenues where they should be? Are any departments over or under budget?

    These insights not only aid in better forecasting for the remainder of the year but also play a significant role in tax planning. Reviewing your tax strategy now can help identify deductions, credits, or estimated payments that need adjusting, ultimately reducing surprises when tax season rolls around. Plus, if new tax regulations have gone into effect, you’ll have time to change your practices accordingly.

    Legal Compliance and Risk Management

    Laws and regulations don’t wait until the end of the year to change. Employment laws, wage regulations, Occupational Safety and Health Administration (OSHA) requirements, and local ordinances can shift mid-year, and businesses that aren’t paying attention could fall out of compliance without realizing it.

    A thorough audit should include a review of all compliance-related areas, such as verifying that employee classifications are accurate and up to date. Are wage and hour laws being followed? Are your safety practices up to standard? Are all required labor law postings and records up to date?

    This is also a good time to re-evaluate risk management protocols. From cybersecurity to workplace safety and insurance coverage, understanding where your business may be vulnerable can help you take action before those risks become costly problems.

    HR, Payroll, and Employee Experience

    Mid-year is also a key moment to check in on the employee side of your business. How are your HR policies holding up? Have there been any internal issues, turnover spikes, or questions about benefits raised by your team? Are your employees engaged and aligned with company goals?

    Review your hiring practices, onboarding procedures, paid time off (PTO) policies, and benefits offerings to ensure they align with your company’s values and goals. Take stock of your payroll systems. Are they accurate, efficient, and compliant with all federal and state requirements? A misstep in payroll can lead to financial penalties and employee dissatisfaction, making it an area that should not be overlooked.

    More than just preventing problems, this part of the audit can help you identify opportunities to improve retention, enhance productivity, and support overall team morale. Your people are your biggest asset, and ensuring they’re supported is key to achieving long-term business goals.

    Technology, Data Security, and Process Optimization

    As businesses become increasingly data-driven, technology should also be a key part of your audit. Is your company using tools that provide the insights you need? Can your systems scale with your growth? Are they helping you automate and reduce administrative overhead?

    Equally important is cybersecurity. Even small businesses are frequent targets for cyberattacks, so now is the time to ensure that your data protection protocols are up to date. Review your access controls, password policies, file encryption, and data backup procedures to ensure you’re protected and compliant with privacy laws.

    A strong mid-year audit will also highlight inefficient processes. Whether it’s outdated manual systems, redundant workflows, or communication gaps between teams, optimizing your operations can improve both performance and profitability.

    Internal Communication and Alignment

    Clear communication fuels execution. Take time to assess whether your team is aligned with business objectives. Do employees understand what success looks like for the rest of the year? Have they received the necessary feedback and resources to perform their jobs effectively?

    This check-in provides a natural opportunity to re-engage your team. Sharing mid-year findings, company performance updates, and any strategic changes ensures that everyone is pulling in the same direction—and feels invested in the company’s success.

    How GMS Can Help

    Conducting a mid-year audit can be a complex and time-consuming process, but you don’t have to do it alone. At GMS, we work closely with business owners year-round to help assess operations, reduce administrative burdens, and implement effective growth strategies.

    Here’s how we support businesses through our comprehensive services:

    • HR audits: We evaluate your HR policies, procedures, and compliance status to identify risks and opportunities for improvement.
    • Payroll and tax management: From paycheck processing to tax reporting, we streamline and automate your payroll to ensure accuracy and compliance.
    • Risk management: We help you develop and maintain workplace safety programs and insurance coverage that protect your people and your business.
    • Benefits administration: We assist with evaluating and managing employee benefits programs that attract and retain top talent.
    • Compliance support: Our experts stay up-to-date on employment law and help ensure your business remains legally sound throughout the year.
    • HR software solutions: With GMS Connect, our all-in-one platform, you gain secure access to payroll, benefits, performance data, and reporting tools that help you make smarter, faster decisions.

    At GMS, we help you stay focused on growing your business. Whether you’re looking for help with HR, payroll, risk, or compliance, we’re here to support your success at every stage of the year. Ready to get your business back on track? Contact us today!

  • Employees are the cornerstone of a strong and successful business. Regardless of the size of your business, having healthy and happy employees can be the difference between success and failure. Therefore, it’s important to understand how your employees influence your bottom line and how you can support their emotional and physical well-being.

    The Importance of Employee Wellness

    In May 2025, Inmar Intelligence conducted an employee well-being survey and found that job and workplace conditions directly impact employee mental health. Specifically, the study discovered that employees found job security, a reasonable workload, and supportive management to be the top factors positively impacting their mental health, while poor communication, an excessive workload, and a toxic workplace culture were found to have detrimental effects. Not only does negative mental health impact the individual, but it can negatively affect the business due to reduced productivity and morale.

    Juggling your business operations, clients, and employees can be challenging and overwhelming. Managing employees is complex, and promoting positive mental health and wellness adds another layer of difficulty. Continue reading to discover various strategies you can implement to support your employees’ mental health and wellness.

    Encourage a supportive work environment

    Supporting your employees can go a long way toward their well-being and productivity. Research has shown that workplaces that offer support are linked to higher employee engagement, increased job satisfaction, and improved retention rates. To foster a positive environment, implementing policies that promote growth and encourage open communication is an excellent place to start.

    By hosting monthly company-wide town halls and brainstorming sessions, employers can encourage open communication among employees and gain insight into potential problems and dissatisfaction. Employers can also create a supportive work environment by offering continued education and training programs. These programs can help showcase your dedication to employee growth and skill development.

    Clearly identify job responsibilities and workload

    Confusion surrounding job responsibilities and job roles can lead to employee dissatisfaction. To avoid potential confusion, it is important to develop and write job descriptions carefully during the hiring process to ensure they remain accurate once the individual is hired. It is also good practice to continually review job descriptions and communicate with your employees about any changes made. This helps employees understand their job expectations and complete them accordingly.

    Offer an employee assistance program 

    Employee assistance programs (EAPs) are a valuable workplace resource designed to help employees manage and address personal and professional challenges that impact their job performance and well-being. EAPs provide confidential counseling and support for mental health, substance abuse, financial planning, and other concerns that can negatively impact an individual’s mental health.

    EAPs help employees gain access to the support they need to take care of themselves and learn strategies to manage their stress better. By offering EAPs, employers can help their workforce and demonstrate their dedication to employee well-being, fostering greater loyalty and trust.

    Implement employee recognition programs

    Employees want their successes to be seen and heard. By implementing employee recognition programs, employers can highlight their employees and cheer them on towards greater success. Whether it’s by shouting out an employee promotion, offering a gift card, or sharing a win during a team meeting, showcasing employee growth and successes can go a long way towards greater loyalty and trust among your workforce.

    How Group Management Services Can Help Improve Employee Mental Health

    Employee health and wellness should be a top priority for managers and business owners. The happier and healthier your employees are, the more loyal, productive, and focused they are, effectively improving your bottom line. While focusing on employee wellness is important, it can be difficult to know how or when to implement certain strategies and programs. That’s where Group Management Services (GMS) can help.

    When you partner with GMS, you gain access to a top-tier EAP provider as part of a comprehensive benefits package. We understand the importance of tailoring solutions and focusing on the bottom line. Our team manages EAP administration, onboarding, and can consult on the best human resources strategies to implement regarding employee wellness. We also assist with performance management and make training, career development, and onboarding processes easier.

    To learn more about GMS, contact us today!