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  • The start of a new year brings fresh motivation and big plans for small business owners. You may have kicked off 2026 with resolutions to get more organized, grow your team, reduce risk, improve employee experience, or finally take some administrative work off your plate. 

    But as the year goes on, day-to-day demands can quickly push those goals aside. 

    The difference between resolutions that fade and resolutions that stick often comes down to having the right support system in place. With the right human resources (HR) and business partner, your goals are not just ideas for January. They become achievable strategies for long-term success. 

    That is where Group Management Services (GMS) comes in. 

    Resolution #1: Get Organized and Streamline Your Operations 

    Many business owners aim to create a more organized operation, but managing separate systems for HR, payroll, benefits, and compliance makes it challenging. 

    GMS Connect helps eliminate busywork by bringing everything together into one integrated platform. From payroll processing and benefits administration to onboarding, time tracking, and employee self-service, GMS Connect allows you to manage your workforce more efficiently without bouncing between systems. 

    When your data is centralized and processes are automated, you gain better visibility into your business, reduce errors, and free up valuable time to focus on growth instead of paperwork. 

    Resolution #2: Be Proactive About Safety and Compliance 

    Another common resolution is to stay ahead of compliance requirements and avoid costly fines, audits, or workplace incidents. Employment laws, Occupational Safety and Health Administration (OSHA) requirements, and state regulations continue to change, making it overwhelming to keep up. 

    GMS’ risk management services help small businesses take a proactive approach. Our team assists with workplace safety programs, OSHA compliance, workers’ compensation, claims management, and ongoing risk assessments. Instead of reacting to problems after they happen, you can build a safer and more compliant workplace from the start. 

    Being proactive not only protects your business financially. It also creates a safer environment for your employees and strengthens your reputation as a responsible employer. 

    Resolution #3: Save Time and Money on Benefits Administration 

    Offering competitive benefits is often a top goal for business owners, but rising health care costs and administrative complexity can get in the way. 

    Through GMS, small businesses gain access to a large group health plan. By being part of a bigger pool, you benefit from increased buying power and often lower health care premiums. GMS also handles benefits administration, open enrollment, compliance requirements, and ongoing employee support. 

    This allows you to offer better benefits without the administrative burden, helping you attract and retain top talent while keeping costs under control. 

    Resolution #4: Grow Your Team and Scale With Confidence 

    If expanding your workforce is part of your 2026 plan, recruiting and onboarding the right people is critical. Without proper processes, growth can create new risks and inefficiencies. 

    GMS’ recruiting and HR services help you find qualified candidates, streamline onboarding, and establish strong HR practices as your team grows. From job postings and applicant screenings to employee handbooks and policy development, GMS supports your growth every step of the way. 

    With scalable HR support in place, you can focus on building your business instead of worrying about whether your operations can keep up. 

    Resolution #5: Stay Ahead of Payroll Compliance All Year Long 

    Tax compliance is not just a concern during tax season. Errors or missed deadlines can create problems year-round. 

    GMS’ payroll and tax services ensure accurate payroll processing, tax filings, and regulatory compliance throughout the year. By outsourcing these responsibilities, you reduce risk, avoid costly mistakes, and take back time that would otherwise be spent managing payroll details. 

    This consistency helps set your business up for long-term financial stability, not just a smooth filing season. 

    Resolution #6: Improve Employee Experience 

    Many business owners want to create a better experience for their employees, but limited resources can make it challenging. 

    GMS helps enhance the employee experience through modern self-service tools in GMS Connect, competitive benefits offerings, and ongoing HR support. Employees can easily access pay information, benefits, and HR resources, while employers gain peace of mind knowing their team is supported. 

    A better employee experience leads to higher engagement, stronger retention, and a more productive workplace. 

    Why Partnering With a PEO Helps Resolutions Stick 

    According to the National Association of Professional Employer Organizations (NAPEO), businesses that partner with a PEO grow twice as fast, experience 12% lower employee turnover, and are more likely to stay in business long term compared to those that do not. 

    Having a strategic partner means you are not tackling your goals alone. Instead of letting resolutions fade as the year gets busy, you have expert support to help you execute, adapt, and scale with confidence. 

    Ready to set your business up for long-term success in 2026 and beyond? Contact us to get started. 

  • Slips, trips, and falls are among the most common workplace injuries and among the most preventable. According to the Occupational Safety and Health Administration (OSHA), these incidents account for a significant number of injuries across nearly every industry. When left unaddressed, they can lead to serious injuries, lost productivity, higher workers’ compensation costs, and increased liability for employers. 

    For businesses of all sizes, preventing slips, trips, and falls is a critical part of risk management and employee protection. At Group Management Services (GMS), we help employers take a proactive approach to workplace safety that protects both their people and their bottom line. 

    Why Slips, Trips, and Falls Matter 

    Slips, trips, and falls can result in more than minor injuries. These incidents often cause sprains, fractures, head injuries, and in severe cases, fatalities. OSHA reports that thousands of workers are seriously injured each year due to slip, trip, and fall hazards in the workplace. 

    Beyond the physical impact on employees, these injuries can result in costly workers’ compensation claims, increased insurance premiums, lost workdays, and potential OSHA citations. Addressing these hazards is not just a compliance requirement. It is a smart business decision. 

    Common Causes of Slips, Trips, and Falls 

    Understanding what causes slips, trips, and falls is the first step in preventing them. Some of the most common causes include: 

    1. Wet or slippery surfaces caused by spills, cleaning activities, or weather conditions 
    2. Uneven walking surfaces, such as loose mats, damaged flooring, or cracked pavement 
    3. Poor lighting in stairwells, hallways, warehouses, or outdoor areas 
    4. Obstacles in walkways, including cords, tools, boxes, or debris 
    5. Inadequate housekeeping that allows hazards to go unnoticed 

    These hazards are often part of day-to-day operations, which makes regular inspections and employee awareness essential. 

    Best Practices to Prevent Slips, Trips, and Falls 

    OSHA and other safety authorities emphasize a proactive, layered approach to fall prevention that includes training, inspections, and clear procedures. 

    Conduct Regular Workplace Inspections 

    Routine job site inspections help identify hazards before an injury occurs. This includes reviewing walkways, staircases, work areas, entrances, and outdoor surfaces. 

    Maintain Strong Housekeeping Standards 

    Promptly cleaning up spills, removing clutter, and keeping walkways clear significantly reduces the risk of incidents. 

    Provide Ongoing Employee Training 

    Employees should be trained to recognize slip, trip, and fall hazards, follow safe walking practices, and report unsafe conditions. Training should be ongoing and regularly reinforced. 

    Ensure Proper Lighting 

    Adequate lighting allows employees to clearly see hazards and navigate work areas safely, especially in high-traffic or outdoor areas. 

    Develop Clear Policies  

    Written safety procedures for housekeeping, spill response, inspections, and hazard reporting help create consistency and accountability across the workplace. 

    Use Appropriate Footwear and PPE 

    In some environments, slip-resistant footwear and other protective equipment can help reduce the risk of falls. 

    How GMS Helps Employers Reduce Slip, Trip, and Fall Risks 

    At GMS, we support businesses with comprehensive risk management solutions designed to improve safety, reduce claims, and support OSHA compliance. Our services include: 

    Safety Training Programs 

    We provide employee and supervisor training focused on hazard recognition, fall prevention, and safe work practices tailored to your industry. 

    Workplace Safety Documentation 

    Our team helps create and maintain safety programs, standard operating procedures (SOPs), inspection checklists, and other required documentation aligned with regulatory standards. 

    Job Site Inspections and Risk Assessments 

    We conduct site inspections to identify hazards and recommend corrective actions before injuries occur. 

    Training and Support 

    GMS offers on-site and online safety training and coaching to reinforce best practices and strengthen your safety culture. 

    OSHA Inspection Assistance 

    If OSHA visits your workplace, we help you prepare, respond to citations, and implement corrective action plans to reduce risk and potential penalties. 

    Protecting Your Employees and Your Business 

    Slips, trips, and falls remain one of the leading causes of workplace injuries, but they do not have to be. With the right prevention strategies and a strong risk management plan, employers can significantly reduce incidents and create a safer work environment. 

    Partnering with GMS gives you access to the expertise, tools, and training needed to protect your employees, stay compliant, and safeguard your bottom line. 

    If you are ready to strengthen your workplace safety program, contact GMS today. 

  • Running a business comes with many responsibilities. From payroll and compliance to employee benefits and risk management, every task takes time and energy. When you simplify these processes, you create space to focus on strategy growth and your core business operations. 

    A professional employer organization (PEO) like Group Management Services (GMS) can help streamline your essential business functions by centralizing administrative tasks, reducing manual work, and helping your business operate more efficiently. 

    Here are practical ways a PEO can simplify your business and why partnering with GMS gives you a competitive edge. 

    Streamline Payroll 

    Managing payroll manually with spreadsheets or disconnected tools like Excel or QuickBooks is time-consuming, error-prone, and costly. A PEO centralizes payroll using integrated software, which automates wage calculations, direct deposits, and tax filings. 

    GMS’ payroll solution processes payroll in minutes and handles all tax compliance tasks, reducing manual data entry and the risk of errors and penalties. This ensures your team is paid accurately and on time while freeing your business leaders from administrative headaches.  

    Go Paperless With an HRIS 

    Paper-based processes slow HR operations and make managing employee records and pay stubs more difficult than they need to be. With a Human Resources Information System (HRIS), you can centralize employee data, benefits enrollment, and payroll in a single online platform. 

    GMS offers GMS Connect, a secure cloud-based HRIS that consolidates payroll, HR, and benefits data into a single system, giving you real-time visibility and easy access to employee information. Moving to a digital system simplifies record keeping, reduces errors, and eliminates filing cabinets full of paperwork.  

    Reduce Workers’ Compensation Claims 

    Workplace accidents disrupt productivity and increase insurance costs. A PEO brings safety expertise and structured risk management that helps reduce claims and lower premiums. GMS supports your company with safety program development, audits, and compliance support, giving you proactive protection and a safer work environment. 

    Avoid Compliance Fines 

    Employment laws, tax codes, and workplace safety regulations change often. Staying compliant can feel overwhelming, but failing to do so can lead to costly fines. PEOs maintain compliance expertise, so you don’t have to. 

    GMS professionals monitor changing regulations, update your policies, and assist with compliance requirements, reducing your legal risk and burden.  

    Simplify Benefits and Offer Better Coverage 

    Managing employee benefits can be costly and complex. A PEO makes it easier and more affordable. 

    Access Affordable Group Health Insurance 
    GMS’ group health plan delivers customizable coverage at competitive rates, with access to an extensive national provider network. Businesses save on premiums while offering comprehensive benefits. 

    Streamline Benefits Administration 
    GMS simplifies the entire process: 

    1. Enrollment support and employee education 
    2. Claims management assistance 
    3. Consolidated billing and eligibility tracking 
    4. Online self-service tools for employees 

    This reduces HR workload and ensures quick answers for employees. 

    Offer Fortune 500-Level Benefits 
    Small businesses gain access to high-quality benefits at affordable rates that rival those of large corporations. This helps attract and retain top talent in a competitive job market. 

    Measurable Impact of PEO Partnerships 

    Working with a PEO not only simplifies your processes but also improves business outcomes. Research from the National Association of Professional Employer Organizations (NAPEO) shows that businesses using a PEO: 

    1. Grow seven to nine percent faster than those that do not grow without a PEO. 
    2. Experience 10 to 14 percent lower employee turnover. 
    3. Are 50 percent less likely to fail over time.  

    Simplifying your business processes is essential for growth and sustainability. A PEO like GMS helps you streamline payroll, go paperless, improve safety, reduce compliance risk, and offer better benefits administration, including cost-effective group health plans. 

    By partnering with GMS, you can provide high-quality benefits that attract and retain employees while freeing up your internal team to focus on your core business. Simplification leads to stronger operations, better employee experiences, and long-term success. Interested in simplifying your business in 2026? Get in contact with us today

  • For many business owners, partnering with a professional employer organization (PEO) can raise questions and misconceptions. Myths about control, cost, and risk often prevent businesses from exploring solutions that could actually simplify operations and support long-term growth. The reality is that a PEO is designed to strengthen your business, not replace it. 

    Let’s break down some of the most common PEO myths and uncover the facts business leaders should understand before deciding whether a PEO partnership is right for them. 

    Myth 1: A PEO Takes Control of Your Business 

    One of the most common misconceptions is that partnering with a PEO means giving up control. In reality, business owners maintain full authority over daily operations, company culture, and strategic decision-making. 

    A PEO operates under a co-employment relationship, which allows the PEO to handle administrative human resources (HR) responsibilities such as payroll processing, benefits administration, and compliance support. You remain in charge of managing your workforce and running your business. The PEO simply works behind the scenes to support those efforts. 

    Myth 2: A PEO Controls Hiring and Termination Decisions 

    Some business owners worry that a PEO will dictate who they can hire or fire. This is not the case. All hiring, promotion, and termination decisions remain solely with the business owner. 

    While a PEO may provide guidance on best practices, onboarding support, and compliance considerations, the final decisions always rest with your leadership team. The goal is to help ensure that decisions are well-documented and compliant, not to make them for you. 

    Myth 3: PEOs Are Only for Large Companies 

    PEOs are often assumed to be a solution only for large organizations, but small and midsize businesses frequently see the greatest impact from a PEO partnership. 

    Many growing businesses lack dedicated HR staff or the resources to keep up with changing employment regulations. A PEO helps level the playing field by giving smaller organizations access to experienced HR professionals, modern technology, and Fortune 500-level employee benefits that would otherwise be difficult to secure. 

    Myth 4: Partnering With a PEO Is Too Expensive 

    While partnering with a PEO does involve a service fee, the cost is often offset by savings in other areas. Businesses may reduce expenses related to benefits administration, payroll errors, compliance penalties, and workers’ compensation claims. 

    Beyond direct savings, a PEO can also deliver value by reducing administrative burdens, allowing leadership teams to focus more time on growth, productivity, and employee engagement. When viewed holistically, many businesses find that a PEO partnership delivers a strong return on investment. 

    Myth 5: A PEO Negatively Impacts Company Culture 

    Some business owners fear that outsourcing HR functions will make their company feel less personal. In practice, the opposite is often true. 

    By offering better benefits, clearer policies, and structured HR support, a PEO can enhance the employee experience. When HR processes run smoothly and employees feel supported, businesses are better positioned to build a positive and consistent workplace culture that reflects their values. 

    Myth 6: Co-Employment Creates More Risk for Employers 

    The term co-employment is often misunderstood. Rather than increasing risk, it is designed to help reduce it. 

    In a co-employment relationship, the PEO assumes responsibility for many HR related administrative and compliance functions, including payroll tax filing and benefits administration. This added layer of expertise helps businesses stay compliant with employment laws while maintaining full control over business operations and employee management. 

    Understanding the Real Value of a PEO 

    When the myths are stripped away, the benefits of a PEO become clear. PEOs offer businesses HR expertise, compliance assistance, employee benefits, and technology to manage their workforce more efficiently and minimize risks. 

    Rather than replacing internal leadership or culture, a PEO strengthens your foundation, enabling your business to grow with confidence and stability. 

    Partner With GMS  

    PEOs like GMS offer a range of benefits while saving you time and money in the long term. Over the past 25+ years, GMS has helped over 3,500 companies manage their HR functions. As HR experts, we take on the administrative burdens that companies don’t have the time or expertise to manage effectively, including: 

    1. Payroll and tax 
    2. Human resources 
    3. Employee benefits 
    4. Risk management
    5. Benefits administration 

    Contact us today to talk to one of our experts about how a PEO can support your company! 

  • As the new year begins, business owners should be thinking ahead to one of the biggest administrative responsibilities of the year: preparing for W-2s, 1099s, and tax season. Early preparation helps ensure compliance, avoid penalties, reduce stress, and create a smooth experience for you and your team. 

    This guide breaks down what you need to know, including form definitions, how to classify workers correctly, key deadlines, proactive steps to take, and how Group Management Services (GMS) can support you every step of the way. 

    Understanding W-2 vs. 1099: What’s the Difference? 

    A critical first step for tax season is knowing which tax forms apply to your workers. 

    What is a W-2? 

    A Form W-2, or Wage and Tax Statement, reports wages paid to employees and the taxes withheld on their behalf. Employers must withhold federal income tax, Social Security, Medicare, and other applicable taxes, and report that information on the W-2. 

    What is a 1099? 

    A Form 1099-NEC reports non-employee compensation, such as payments to independent contractors, freelancers, and other non-employees, when total payments reach certain thresholds. Unlike W-2 wages, these payments are not subject to tax withholding. Contractors are responsible for their own tax obligations. 

    Accurate classification between employees and independent contractors is essential. Misclassification can lead to penalties and compliance issues with the Internal Revenue Service (IRS). 

    Why Compliance Matters  

    Complying with IRS rules for payroll and information returns is not just paperwork. It is a legal requirement that protects your business. 

    Avoiding Costly Penalties 

    Failing to file correct W-2 and 1099 forms on time can result in penalties that increase the later you file. The IRS tracks timeliness and accuracy, and penalties can add up quickly, especially if mistakes are widespread or repeated. 

    Keeping Worker Records Straight 

    Providing accurate forms to employees and contractors helps them file their own tax returns correctly and prevents mismatches with IRS records that could trigger audits or notices. 

    Supporting Your Team’s Financial Wellness 

    Timely and accurate W-2s and 1099s reduce confusion and frustration for your workforce, and contractors come tax filing time. It is a simple way to reinforce professionalism and care for your people. 

    Key Deadlines You Must Know 

    While deadlines can shift slightly year to year, here are key dates to mark on your calendar as you prepare: 

    • January 31, following the close of the tax year: Deadline to furnish both W-2s and 1099s to recipients, including employees and contractors, and in most cases file with the IRS or Social Security Administration (SSA). 
    • January 31 or early February: Typical deadline to file Forms 1099-NEC and W-2 with the IRS or SSA, whether filed electronically or by mail. 
    • For certain 1099-MISC types, other due dates may apply depending on the type of income and filing method. 

    Tip: Deadlines may fall on weekends or holidays, and the IRS may adjust filing expectations slightly, so always verify the current year’s official guidance. 

    Tax Season Preparation Checklist 

    Getting ahead now can save valuable time and headaches later. Here is what you can start doing today. 

    Gather Worker Information 

    Employees should have completed Form W-4s on file with accurate names, addresses, and Social Security Numbers. Contractors should complete Form W-9s, so you have their legal name, address, and Taxpayer Identification Number. 

    Review Your Payroll Records 

    Double-check total wages paid to employees and payments to contractors to ensure accuracy. Make sure all payments that require reporting are captured in your payroll or accounting system. 

    Confirm Worker Classification 

    Review how each worker is classified as an employee or contractor. The IRS considers factors like behavioral control, financial control, and the relationship between the parties when making determinations. 

    Update Your Systems 

    Now is the best time to verify direct deposit setups, mailing addresses, and payroll data to ensure forms are delivered without delay. 

    Plan for State Filings 

    Some states require additional filings for W-2s or 1099s. Check state requirements and deadlines to remain compliant across all jurisdictions where you operate. 

    How GMS Helps You Prepare and Stay Compliant 

    Preparing for tax season is easier with the right support. GMS helps businesses navigate W-2 and 1099 reporting by combining experienced payroll professionals with technology designed to improve accuracy and reduce compliance risk. 

    Our payroll experts assist with worker classification, payroll data review, and timely federal and state filings, helping businesses avoid costly errors and penalties. With GMS Connect, employee and contractor information is centralized, calculations are automated, and W-2s and 1099s can be securely filed and accessed without last-minute stress.

    Beyond payroll, GMS provides ongoing support across HR compliance, benefits administration, and workforce management. By simplifying administrative responsibilities and keeping compliance on track year-round, GMS helps business owners head into tax season with confidence.  

    Contact us to learn how we can support your business in the new year! 

  • As businesses look to grow in 2026, one strategic advantage that is becoming increasingly important is outsourcing human resources (HR) functions. More companies are turning to professional employer organizations (PEOs) to help streamline administrative processes, improve employee satisfaction, and support sustainable growth. By partnering with an expert HR provider like Group Management Services (GMS), business owners can focus on driving their core mission forward while we handle the rest. 

    Why HR Outsourcing Is a Growth Engine 

    Outsourcing HR through a PEO is more than a convenience. It is a proven business growth engine. Today, more than 200,000 businesses across the United States partner with a PEO for HR related services, including payroll, benefits, compliance, and risk management. 

    The numbers speak for themselves: companies that work with a PEO experience significantly better outcomes compared to those that manage HR entirely in-house. According to research from the National Association of Professional Employer Organizations (NAPEO), businesses using PEO services grow twice as fast as those that don’t, have 12% lower employee turnover, and are 50% less likely to go out of business than their non-PEO counterparts.  

    In addition to improved survival rates, PEO clients often enjoy: 

    1. More consistent and competitive benefit offerings for employees 
    2. Centralized payroll and compliance support 
    3. Cost savings and increased profitability overall  

    This support enables small and midsize companies to compete more effectively and grow confidently. 

    How Outsourcing HR Relieves Administrative Burdens 

    One of the biggest challenges for business owners is keeping up with the constant administrative workload that comes with HR. Tasks such as payroll processing, benefits management, compliance reporting, and workers’ compensation are essential but time-consuming. They also demand specialized expertise that many businesses struggle to maintain internally. 

    When a company partners with a PEO like GMS, these responsibilities are handled by experienced professionals. This allows business leaders to shift their time and energy back to high-value initiatives. HR outsourcing through GMS leads to more accurate payroll, streamlined benefits administration, consistent compliance support, and easier access to answers for employee questions. Instead of juggling paperwork or navigating complex regulations, business owners can focus on growth, innovation, and daily operations with clarity and efficiency. 

    Benefits for Employees Too 

    Outsourcing HR not only helps leaders. It also provides meaningful benefits to employees. Through a PEO partnership, employees gain access to: 

    1. Competitive benefits packages that are often similar to what larger companies offer 
    2. Easier enrollment and better benefit administration 
    3. Consistent payroll and HR support 
    4. Resources that help with questions about benefits, compensation, or workplace policies  

    These improvements help increase job satisfaction and overall retention. In a competitive talent market, the ability to offer strong benefits and dependable support can significantly improve a company’s ability to attract and keep great employees.  

    Client Success Story 

    “Having GMS administer our payroll, health care benefits, workers’ compensation, and assisting with human resources management has enabled us to focus our own resources on our core business of making quality aluminum extrusions. The contacts that I use at GMS are knowledgeable, professional, and provide accurate information in a timely manner.” 

    — Manufacturer 

    This testimonial reflects what many GMS clients experience. With HR experts managing essential functions, businesses regain time, clarity, and confidence to focus on their core mission. 

    Partner with GMS to Scale in the New Year 

    As you plan for the year ahead, consider how outsourcing HR could be a game-changer for your business. Partnering with a trusted PEO like GMS gives you the expertise, infrastructure, and peace of mind to scale without being bogged down in administrative tasks. 

    Ready to see if a PEO is right for you? 

    Schedule a 15-minute conversation and discover how we can help your business grow in 2026 and beyond. 

  • As 2026 approaches, small business owners face a year of rapid change driven by technology, workforce evolution, and shifting customer expectations. Key trends include the rise of digital customer experiences, accelerated adoption of artificial intelligence and automation, and growing demand for flexible work models. Businesses must also prepare for complex regulatory updates, strengthen cybersecurity measures, and embrace sustainability initiatives to stay competitive. Explore these six critical trends and actionable tips to futureproof your business for 2026. 

    Key Takeaways

    • Labor market challenges continue to make hiring and retention a top priority.
    • Employers are increasingly focused on improving the employee experience.
    • Compliance requirements continue to evolve at the federal, state, and local levels.
    • AI and workplace technology are transforming how businesses operate.
    • Benefits, flexibility, and workplace culture remain important factors in attracting and retaining employees.
    • Businesses that proactively prepare for workplace trends are often better positioned for long-term success.

    As 2026 approaches, small and midsize business owners are preparing for another year shaped by rapid innovation, evolving workforce expectations, and new economic realities. The businesses that plan ahead now will be better positioned to stay competitive, attract talent, and support long-term growth. 

    Below are the key trends shaping the year ahead and what they mean for employers. 

    1. A Shift Toward Digital Customer Experience 

    Online sales now account for 16.3% of total U.S. retail sales as of Q2 2025. More customers expect seamless online experiences, personalized communication, and a mix of both digital and in-person interaction. Small businesses that fail to meet these expectations risk losing customers to competitors who prioritize convenience, personalization, and speed. 

    Key digital experience trends include: 

    1. More businesses are launching or expanding e-commerce channels 
    2. Growth of subscription or recurring revenue models 
    3. Increased personalization in marketing and customer touchpoints 
    4. Greater integration between online and physical customer experiences 

    Action Tip: Review where your customers interact with your business online. Improving website performance, updating online booking tools, or expanding digital touchpoints can strengthen loyalty and make revenue more predictable. 

    2. Artificial Intelligence (AI) and Automation  

    Artificial intelligence adoption is accelerating across businesses of all sizes. According to the U.S. Chamber of Commerce’s 2025 report on technology adoption among U.S. small businesses, nearly 60% of small businesses now say they use some form of artificial intelligence.  

    Some of the most common uses include: 

    1. Automating repetitive administrative tasks like scheduling, payroll processing, and data entry 
    2. Enhancing customer service through chatbots and automated responses 
    3. Improving human resources (HR) processes, including recruiting, onboarding, and performance tracking 

    Small businesses that adopt AI tend to outperform peers relying on traditional methods. These businesses often report increased operational efficiency, reduced costs, and the ability to offer services and responsiveness more typically associated with larger firms.  

    Action Tip: Identify tasks in your business that are repetitive, time-consuming, or require significant manual effort. That’s often where AI or automation tools will deliver the most benefit in 2026. 

    3. Workforce Trends 

    As the labor market continues to shift, 2026 will be a pivotal year for how small and midsize businesses think about staffing, talent acquisition, and workforce development. According to Indeed, hiring trends are leaning strongly toward more inclusive, flexible, and candidate‑centered practices, making it essential for businesses not just to fill roles, but to build resilient, growth‑ready teams. 

    Key areas to watch: 

    1. Continued demand for flexible or hybrid work arrangements  
    2. Rising interest in contract, freelance, and seasonal work to manage variable workloads without overextending your team 
    3. A growing need for employee upskilling to keep up with technology and close skill gaps 
    4. Increased competition for skilled workers, particularly in tech-driven roles 

    As hiring challenges continue, small businesses will need strong benefits, consistent communication, and modern HR support to stay competitive. 

    Action Tip: Assess benefits, recruitment, and training strategies for gaps. Employees who feel supported and equipped for change are more likely to stay long term. 

    4. Regulatory Changes Will Grow More Complex 

    With new labor, tax, and benefit regulations on the horizon, compliance remains a top priority for business owners. In 2026, companies may face updates to minimum wage, payroll taxes, retirement plan rules, and workplace safety regulations. 

    Staying compliant is critical not only to avoid penalties but also to build trust with employees and maintain operational efficiency. Businesses increasingly rely on professional partners to manage these areas accurately and efficiently. 

    Key areas to watch: 

    1. Keeping up with state and federal regulatory updates 
    2. Payroll tax compliance  
    3. Pay transparency acts 
    4. Minimum wage and exempt salary thresholds 
    5. Paid leave expansions 
    6. Occupational Safety and Health Administration (OSHA) electronic injury reporting 
    7. And much more 

    Action Tip: Conduct a compliance audit and partner with experts to simplify processes and reduce risk in 2026. 

    5. Cybersecurity and Data Protection  

    As businesses adopt more technology and digital tools, cybersecurity risks increase. Small businesses are often targeted because they may not have robust defenses. Cyberattacks can disrupt operations, damage customer trust, and result in costly fines or lawsuits. In 2026, protecting data, including employee, customer, and financial information, will be essential for maintaining business continuity and reputation.  

    Key areas to watch: 

    1. Regularly update software, firewalls, and network security to stay ahead of evolving threats 
    2. Implementing secure cloud and IT solutions 
    3. Training employees on security best practices, including phishing, password security, and safe use of devices and software 

    Action Tip: Conduct a cybersecurity audit, implement employee training, and explore cyber liability insurance to reduce risk and protect your business in 2026. 

    6. Sustainability  

    Customers and employees increasingly evaluate companies based on transparency, sustainability, and ethical practices. Deloitte predicts that by 2026, sustainability will continue influencing consumer behavior, brand loyalty, and employee satisfaction. 

    Even small initiatives, such as reducing waste, sourcing responsibly, or participating in community programs, can improve brand loyalty and employee engagement.  

    Small businesses can benefit by: 

    1. Reducing waste or energy usage 
    2. Clearly communicating company values 
    3. Creating community involvement or social responsibility initiatives 
    4. Purchasing materials from vendors with responsible practices 

    Action Tip: Choose one achievable sustainability goal for 2026. Small changes can improve brand perception and strengthen customer trust. 

    How GMS Helps Business Owners Stay Ahead of 2026 Trends 

    Navigating these trends can feel overwhelming, but GMS helps businesses stay ahead in every area. We provide: 

    1. Payroll, HR, and benefits support: Simplifying complex processes so owners can focus on growth. 
    2. Compliance expertise: Ensuring your business complies with evolving labor, payroll, and benefits regulations to avoid fines and operational risks. 
    3. Workforce strategy guidance: Helping you design flexible, inclusive, and development-focused workplaces to attract and retain top talent. 
    4. Risk management and cybersecurity support: Offering guidance on protecting sensitive data and exploring solutions like cyber liability insurance. 
    5. Technology adoption and process optimization: Helping you implement tools that boost efficiency, reduce errors, and free your team to focus on strategic priorities. 

    GMS is here to help business owners adapt with confidence and stay ahead of what is coming in 2026. Contact us to learn how we can support your business’s unique needs. 

    Frequently Asked Questions

    How can small businesses stay competitive in a changing workforce?

    Employers can remain competitive by investing in employee experience, leadership development, benefits offerings, workplace culture, and technology that improves efficiency.

    Why is employee retention so important for small businesses?

    High turnover can lead to recruiting expenses, productivity disruptions, increased workloads, and additional training costs. Retention strategies often provide greater long-term value than continually replacing employees.

    Why should businesses review HR policies regularly?

    Employment laws and workplace expectations continue to evolve. Regular policy reviews can help employers remain compliant and reduce risks.

    How can a PEO help businesses prepare for future workplace trends?

    A PEO can provide expertise related to HR, payroll, compliance, benefits administration, risk management, workforce planning, and employee retention strategies to help businesses navigate ongoing workplace changes.

     

  • Upcoming updates to Pittsburgh’s Paid Sick Days Act will change how employers handle sick leave, payroll, and compliance. Businesses should review policies and train managers now to avoid costly mistakes. Continue reading to learn how these changes could impact your operations.

    The Pittsburgh Paid Sick Days Act (PSDA) requires most employers to provide paid sick leave to employees who perform work within the city. This law is designed to help employees care for their own health and the health of their families without risking their income. Beginning January 1, 2026, amendments will increase the rate at which employees earn paid sick time and raise the maximum amount of leave that can be accrued each year. Because these changes affect how employers track time, update policies, and manage payroll, it is important for businesses to understand what the act requires and how it impacts daily operations. 

    Key Requirements of the PSDA 

    Under the PSDA, employees must be allowed to accrue one hour of paid sick time for every 30 hours worked within Pittsburgh city limits. The amount of leave that can be earned each year depends on the employer’s size. Businesses with 15 or more employees must allow workers to accrue up to 72 hours of paid sick leave per year, while employers with 14 or fewer employees must provide up to 48 hours annually.  

    Employees can use paid sick time for their own medical needs, for a family member’s medical care, for preventive medical appointments, or to care for a child if school or childcare closes during a public health emergency. Sick time can also be carried over to the next year if the employer uses an accrual system. Employers who front-load the full required amount at the beginning of the year may follow separate carryover rules. 

    Implications for Employers 

    These changes mean many businesses will need to review their current paid time off policies to ensure compliance with both the current ordinance and the updates that take effect in 2026. Employers may need to adjust their payroll systems to calculate the new accrual rate and to track employees who work only part of their time within the city. It may also be necessary to modify employee handbooks, train managers on when sick leave can be used, and ensure that sick time is not denied or discouraged.  

    Businesses that operate across multiple municipalities may face additional challenges if different locations follow different sick leave laws, making clear policy language especially important. Noncompliance can lead to formal complaints, investigations, and potential penalties administered by the City of Pittsburgh. 

    Posting and Reporting Requirements 

    Employers must provide employees with clear written notice of their rights under the Pittsburgh PSDA. This notice must be posted in a visible location at the workplace and communicated to employees in a way that explains how sick time is earned, what it can be used for, and how to request it.  

    Employers are also required to document sick time accrual and usage to ensure accurate reporting if a complaint is filed. The City of Pittsburgh provides an online complaint process for employees who believe their rights have been violated, which makes proper documentation especially important for employers. 

    How GMS Can Help 

    Staying compliant with local labor laws can be complex, especially as legislation evolves. Group Management Services (GMS) helps employers manage compliance through human resources (HR) support, policy development, payroll administration, and risk management services. We can review your current sick leave policies, update your handbook language, configure payroll to track accruals, and provide accurate training for managers. Our compliance experts are here to ensure your business is prepared for changes to the Pittsburgh Paid Sick Days Act and other regulations affecting your workplace. With the right support, employers can protect their business, meet legal requirements, and provide meaningful benefits to their employees. 

    If you need support reviewing your policies or ensuring full compliance with PSDA, contact GMS today!  

  • As workplace policies, employment laws, and technology continue to evolve, employee handbooks need regular updates to remain effective. In 2026, employers should review policies related to artificial intelligence (AI), remote work, cybersecurity, wage and hour compliance, employee benefits, and workplace conduct.

    A well-maintained employee handbook safeguards your business, sets clear expectations, and provides consistent guidance to staff. If your handbook hasn’t been reviewed recently, now is the time to ensure it aligns with current workplace realities and legal requirements.

    Key Takeaways

    • Review and update employee handbooks annually.
    • AI, remote work, and cybersecurity policies are becoming increasingly important.
    • Wage-and-hour laws, leave requirements, and pay transparency rules continue to change.
    • A current handbook can help reduce compliance risks and improve employee understanding of company policies.

    Why Is It Important to Update Your Employee Handbook?

    An employee handbook establishes workplace expectations and company policies. Having outdated information can lead to confusion, increase compliance risks, and complicate the consistent resolution of employee issues. Conducting a handbook review helps employers:

    • Stay aligned with evolving employment laws
    • Communicate workplace expectations clearly
    • Support compliance efforts
    • Improve consistency in employee management
    • Reduce potential legal and HR-related risks

    At GMS, we often find that growing businesses update operational processes and benefits programs but forget to update their handbooks accordingly. This creates policy gaps that can lead to misunderstandings and compliance challenges down the road.

    What Workplace Policies Should Employers Update for 2026?

    Artificial Intelligence and Workplace Technology

    As AI tools become more common in the workplace, employers should establish clear guidelines regarding their use. Your handbook should address:

    • Approved AI platforms and tools
    • Acceptable business uses
    • Data security and confidentiality requirements
    • Employee responsibilities when using AI- generated content

    If AI is utilized in recruiting, performance evaluations, disciplinary actions, or other employment-related processes, employers must ensure that appropriate human review is included in the decision-making process.

    Remote and Hybrid Work Policies

    Remote and hybrid work arrangements remain a permanent part of many organizations.

    To avoid confusion, employers should clearly define:

    • Work schedules and availability expectations
    • Communication standards
    • Performance expectations
    • Equipment responsibilities
    • Expense reimbursement policies
    • Security requirements for remote work environments

    Clearly documented expectations help managers and employees maintain accountability regardless of where work is performed.

    Social Media Policies

    Social media can pose reputational and compliance risks when policies are unclear. A strong social media policy should protect confidential company information, establish clear expectations for professional conduct online, clarify the usage of the brand and trademarks, and avoid language that may interfere with employees’ legally protected rights. Employers should carefully review their social media policies to ensure they strike a balance between protecting the brand and respecting employee rights.

    Anti-Harassment and Workplace Conduct

    Employers should regularly review workplace conduct policies to ensure they align with current legal standards and organizational expectations. It’s important to consider updates to anti-harassment policies, anti-discrimination language, reporting procedures, investigation processes, and equal employment opportunity statements. Employees should clearly understand how to report concerns and be informed about the steps the company will take once a complaint is received.

    How Should Employers Address Data Privacy and Cybersecurity?

    Cybersecurity risks are increasing, especially as organizations depend on cloud-based systems and remote work environments. Employee handbooks should outline expectations regarding:

    • Password management
    • Multifactor authentication
    • Company device usage
    • Personal device policies
    • Data storage requirements
    • Remote network security
    • Incident and breach reporting procedures

    Many cybersecurity incidents occur because employees are unaware of company expectations. Clear policies can help reduce risk and improve accountability.

    What Compliance Changes Should Employers Review for 2026?

    Employment laws continue to change at the federal, state, and local levels. Annual handbook reviews help ensure policies remain current.

    Wage and Hour Policies

    Review policies that address:

    • Overtime eligibility
    • Employee classifications
    • Timekeeping procedures
    • Minimum wage requirements
    • Tip-credit and tipped employee rules

    Employers operating in multiple states should pay particular attention to location-specific requirements that may differ significantly.

    Required Employee Notices

    Certain jurisdictions require employers to provide employees with notices related to leave rights, workplace safety, anti-harassment protections, pay transparency requirements, employee privacy laws, and more.

    Your handbook can reference these obligations, but employers should also ensure any required standalone notices are distributed separately when applicable.

    State and Local Employment Laws

    State and local regulations often change and can affect paid sick leave, paid family leave, predictive scheduling requirements, protected employee classifications, privacy protections, and pay transparency obligations. For employers operating in multiple states, it may be necessary to maintain state-specific handbook supplements to ensure compliance.

    Noncompete and Training Repayment Agreements

    Legislative scrutiny of noncompete agreements and training repayment provisions is increasing. Employers should review these policies to ensure they are enforceable under applicable state laws and accurately reflect current company practices.

    What Benefits Information Should Be Updated?

    Employee benefits frequently change each year, making it crucial to review handbooks during benefits planning and open enrollment periods.

    Paid Time Off (PTO)

    Ensure employees understand how PTO accrues, carryover limitations, usage requirements, and time-off request procedures. Policies should also reflect any mandatory state or local leave requirements.

    Expanded Employee Benefits

    If your organization has introduced new benefits, your handbook should clearly explain them.

    Examples include:

    • Telehealth services
    • Student loan assistance programs
    • Dependent care benefits
    • Wellness programs
    • Mental health resources
    • Flexible work arrangements

    Providing clear information helps improve employee awareness and utilization of available benefits.

    Common Employee Handbook Mistakes to Avoid

    During handbook reviews, employers should avoid:

    • Referencing outdated laws or regulations
    • Using inconsistent policy language
    • Failing to account for remote work
    • Overlooking state-specific requirements
    • Not updating benefits information
    • Ignoring cybersecurity expectations

    One of the most common challenges GMS encounters is when employers adopt policies that are never implemented consistently. Handbook language should accurately reflect how your business operates and manages employees.

    Employee Handbooks and GMS

    A well-written employee handbook is one of the most valuable HR tools a business can have. It establishes expectations, supports compliance, and creates consistency throughout the employee lifecycle. However, keeping policies up to date can be challenging, as employment regulations, workplace technologies, and workforce expectations continue to evolve. Employers now face a growing list of issues that need to be addressed, including AI governance, cybersecurity standards, leave laws, and pay transparency requirements.

    GMS helps businesses simplify handbook management by reviewing existing policies, identifying compliance gaps, and developing employee handbooks that align with current employment requirements and organizational goals. Our HR experts assist employers in staying ahead of changing regulations while creating policies that support both their business and their employees.

    Ready to update your employee handbook for 2026? Contact GMS today to learn how our HR and compliance specialists can help your organization remain compliant, protected, and prepared for the future.

    Frequently Asked Questions

    How often should an employee handbook be updated?

    Employers should review their handbook annually and whenever significant legal, operational, or policy changes occur.

    Do small businesses need an employee handbook?

    Yes. Even small businesses benefit from clearly documenting workplace expectations, policies, and procedures. A handbook can improve consistency and help reduce employee-relations issues.

    Can one handbook work for employees in multiple states?

    Sometimes. However, employers with multi-state workforces often need state-specific supplements to address varying employment laws and regulations.

  • The janitorial industry keeps businesses, schools, and facilities running smoothly behind the scenes. Yet despite its importance, many cleaning companies face complex challenges that make it difficult to grow. From high employee turnover to rising compliance demands, owners often find themselves spending more time managing administrative headaches than managing their teams. That’s where partnering with a professional employer organization (PEO) like Group Management Services (GMS) can make all the difference. 

    The Challenges Janitorial Companies Face 

    High Turnover and Workforce Management 

    Employee retention remains one of the biggest struggles for janitorial businesses. With turnover rates exceeding 75 percent annually, owners are constantly recruiting, training, and replacing staff. This not only disrupts operations but also drives up costs and impacts service quality.

    Compliance and Safety Risks

    Janitorial businesses operate in environments with unique safety requirements and strict regulations. From chemical handling to Occupational Safety and Health Administration (OSHA) standards, staying compliant is critical but time-consuming. Many owners lack the in-house human resources (HR) or safety expertise to manage these complex requirements effectively. 

    Administrative Burden 

    Between managing payroll, taxes, workers’ compensation, and employee benefits, small and midsize cleaning companies often find themselves overwhelmed by administrative work. As a business grows, so does the need for HR support, yet building that team internally can be costly and inefficient. 

    How GMS Can Support 

    GMS partners with janitorial companies to simplify operations, reduce risk, and strengthen workforce management so owners can focus on growing their business. 

    Streamlined HR and Payroll 

    GMS handles payroll processing, tax administration, and benefits management. This eliminates hours of manual work each week and helps ensure compliance with state and federal labor laws. 

    Safety and Risk Management 

    Our risk management experts help develop safety programs, provide on-site training, and assist with claims management. These proactive measures protect employees while reducing the likelihood of costly workplace injuries and insurance claims. 

    Better Benefits and Employee Retention 

    Through a PEO partnership, janitorial companies gain access to large-group employee benefits that are often out of reach for smaller businesses. Offering better benefits helps attract and retain dependable workers, which improves consistency and service quality across job sites. 

    Compliance Support 

    From wage and hour regulations to employee documentation and training, GMS ensures that businesses stay compliant and protected. With a dedicated HR partner, janitorial owners can operate with confidence knowing their business is backed by expertise and structure. 

    The Impact of Partnering with a PEO 

    When janitorial business owners partner with a PEO, they gain more than administrative support; they gain time and control. With GMS managing the behind-the-scenes operations, owners can focus on client relationships, employee engagement, and strategic growth. They can scale more efficiently, maintain compliance, and build a workplace where employees feel valued and supported. 

    Learn how GMS can address your janitorial business’s unique needs and schedule a 15-minute conversation!