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 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. 

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. 

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!  

In 2026, employee handbooks must evolve to keep businesses compliant and competitive. This guide highlights key updates across artificial intelligence (AI) usage policies and remote work standards, data privacy, social media rules, and wage law changes. Learn how to refresh your handbook to protect your company, support employees, and stay ahead of legal requirements. 

A modern employee handbook should protect your business, support your employees, and comply with current legal requirements. As work environments and employment laws evolve, your policies must keep pace. Here are the top areas to update for 2026. 

Update Workplace Policies and Conduct Standards 

Artificial Intelligence and Automated Tools 

Create clear guidelines for how AI can be used at work. Define approved tools, tasks, and who is responsible for oversight. If AI supports hiring, performance reviews, or disciplinary decisions, ensure there is a human to review and mitigate bias. 

Remote and Hybrid Work 

Formalize expectations around work hours, communication, security, and equipment. Clarify who is responsible for technology, how it should be maintained, and how employees must protect company data while working from home. 

Social Media 

Protect your company brand without restricting employee rights. Social media policies should not prevent employees from discussing pay or working conditions, which may be protected under labor laws. 

Data Privacy and Cybersecurity 

Update acceptable use, device management, and data handling expectations. Include password requirements, remote access rules, and incident reporting procedures that reflect current cybersecurity standards. 

Anti-Harassment and Inclusion 

Ensure policies follow current legal guidance and outline a simple, accessible reporting process. Reinforce your commitment to fair treatment and equal opportunity for all employees. 

Review Legal and Compliance Requirements 

Wage and Hour Laws 

Update policies to reflect changes to overtime rules, exempt classifications, tip regulations, and minimum wage increases at the federal, state, or local levels. Pay transparency laws may also impact how you communicate compensation to current and potential employees. 

Required Notices 

Some jurisdictions now require standalone employee notices related to rights, safety, harassment reporting, or leave benefits. Ensure your handbook references these requirements, and that employees receive them separately when needed. 

State and Local Rules 

Paid sick leave, family leave, scheduling rules, privacy laws, and protected classes vary by state. If you operate in multiple locations, your handbook must outline state-specific differences or reference separate state supplements. 

Noncompete and Training Repayment Policies 

Restrictions on noncompete clauses and repayment agreements for training continue to grow at the state level. Review these policies carefully to avoid terms that are unenforceable or prohibited. 

Update Benefits and Compensation Information 

Paid Time Off 

Clarify accrual rules, carryover limits, usage procedures, and payout terms. Ensure your handbook reflects any new state or local leave laws that expand employees’ rights. 

New or Updated Benefits 

If your organization offers telehealth benefits, student loan assistance, dependent care accounts, or other emerging benefit options, include them clearly in the handbook. Outline eligibility, enrollment, and deadlines. 

Tip and Service Charge Policies 

For businesses with tipped workers, document tip pooling rules, recordkeeping expectations, and wage make-up procedures. These must align with current state and federal laws. 

Strengthen Cybersecurity and Privacy Expectations 

As remote work grows and data risks increase, employees must understand how to protect company information. Update policies to address encryption requirements, personal device rules, storage limitations, and response steps in the event of a breach. 

Why These Updates Matter and How GMS Can Help 

A well-written handbook protects your organization, supports compliance, and gives employees confidence that policies are fair and transparent. Keeping it updated is essential, especially as new laws and workplace trends emerge. 

For many employers, tracking rule changes, updating policies, and ensuring the language is legally accurate can feel overwhelming. Each year brings new regulations around leave laws, pay transparency, noncompetes, privacy, AI use, and workplace conduct. It is a lot to manage while also running a business. 

That is where Group Management Services (GMS) comes in. We make human resources (HR) compliance easier by reviewing and refreshing your handbook, building policies that meet legal requirements, and tailoring them to your company culture. As your HR outsourcing partner, we support you with multi-state regulations, benefits updates, employee relations guidance, and training so you do not have to navigate compliance alone. 

Contact us to explore how you can save time, avoid costly mistakes, and stay compliant with confidence. 

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!