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  • High employee turnover affects productivity, workplace culture, and your company’s bottom line. When people leave, organizations lose industry knowledge, and morale often suffers. With our current economy and competitive job market, reducing employee turnover is essential to business growth and success.  

    Continue reading to explore the common causes of high turnover, why employers should prioritize it, and actionable strategies to reduce it. 

    What Causes High Employee Turnover? 

    Poor Management and Leadership 

    The saying “People don’t leave jobs; they leave managers” exists for a reason. Employees are far more likely to quit if they lack clear guidance, feel micromanaged, or don’t trust their immediate superior or company leadership. 

    Common issues include:

    1. Lack of feedback or inconsistent communication 
    2. Absence of career development opportunities and conversations 
    3. Poor conflict resolution 

    Strong leadership can increase engagement and retention because it fosters trust between employees and management, improving productivity, loyalty, and morale.  

    Limited Growth and Career Opportunities 

    When employees feel stuck, they start looking elsewhere. A lack of professional development, either through training, mentorship, or promotions, signals that their future isn’t valued. Over time, this stagnation can lead to frustration, disengagement, and a sense that the organization isn’t invested in the employee’s future. When people don’t see room to advance, they’re far more likely to seek an employer who prioritizes growth and recognizes their potential. 

    Inadequate Compensation and Benefits 

    Compensation isn’t everything, but it matters. If salaries or benefits are out of sync with the market, or employees feel underpaid, they search for roles that meet their compensation and benefit goals. 

    This also includes: 

    1. Insufficient health benefits 
    2. No schedule flexibility 
    3. Lack of retirement or financial wellness offerings 

    Poor Work-Life Balance and Unhealthy Culture 

    Long hours, heavy workloads, and unrealistic expectations can wear down even the most dedicated employee. Burnout leads to disengagement, stress, and turnover. 

    Culture is also a major driver of retention. Environments that allow favoritism, lack of recognition, exclusion, or poor communication can push employees out quickly. 

    Why Employers Should Care About Turnover 

    Turnover is Expensive

    Replacing an employee is an expensive undertaking; total costs can differ based on the seniority of the role. Organizations absorb expenses related to recruiting and hiring, as well as the time and resources required for training and onboarding new staff. Productivity often dips during the transition, and remaining employees may become overburdened as they pick up extra work to fill the gap. All of these factors contribute to one unavoidable reality: high turnover directly impacts profitability. 

    Lost Knowledge and Disrupted Workflows 

    When experienced employees leave, they take specific company and industry knowledge with them. Teams may struggle with delayed projects, inconsistent output, or a loss of client relationships. 

    Morale and Engagement Decline 

    Remaining employees often absorb the impact of turnover with increased workloads, potential team instability, and often experience accompanying anxiety or frustration throughout the transition. This often creates a domino effect, where one departure triggers others. 

    Three Ways Employers Can Reduce Turnover 

    Strengthen Leadership and Management Skills

    Managers should prioritize open communication with their workers to ensure transparency and honesty. Through consistent coaching and feedback, employees can deepen their knowledge and experience with the help of their managers and upper-level management. Managers should also be trained in conflict resolution. When conflict is handled calmly and professionally, employees feel much more comfortable bringing potential issues out into the open, leading to conflicts being resolved sooner rather than later. Great managers build great teams and reduce employee turnover.  

    Offer Clear Career Development Paths

    Employees are far more likely to stay when they can clearly envision their future within the organization. Providing structured career frameworks can help them understand advancement opportunities and empower them to grow their skills. Offering job shadowing or mentorship further deepens their professional development, making it easier for them to explore new roles without leaving the company. Together, these efforts show employees a meaningful path forward and give them the support they need to follow it. 

    Promote Work-Life Balance

    Simple policy changes can make a major difference in supporting employee well-being and reducing burnout. It starts with ensuring workloads are manageable so employees can stay productive without feeling overwhelmed. From there, encouraging regular use of paid time off helps people recharge and return to work with renewed energy.  

    Offering flexible scheduling can further improve balance by allowing employees to better align their work with their personal schedules. When organizations prioritize balance in these ways, employees feel more supported, engaged, and committed. 

    How GMS Can Help 

    Reducing employee turnover requires people-focused approach, one that prioritizes strong leadership, a healthy workplace culture, fair and competitive compensation, and ongoing development opportunities. Organizations that invest in these areas not only retain their current employees but also position themselves as employers of choice for top talent.  

    This is where Group Management Services (GMS) can make an impact. By offering comprehensive HR support, benefits administration, training resources, and strategic guidance, GMS helps businesses create workplaces where people can thrive. From simplifying complex HR processes to ensuring competitive benefits and providing tools for effective management, GMS enables companies to focus on what matters most: building a stable, engaged workforce that wants to stay. 

    Contact us to learn how our services can benefit your business and workforce! 

  • Hiring the right employees is only the beginning. Building a workforce that is engaged, compliant, and committed to the long term requires a structured approach at every stage of the employee lifecycle. 

    For small and midsize businesses, managing recruiting, onboarding, benefits, compliance, performance management, and retirement planning can quickly become overwhelming. A certified professional employer organization (CPEO) like Group Management Services (GMS) provides comprehensive human resources (HR) support that strengthens your workforce from hire to retire. 

    Here is how GMS supports each step of the journey. 

    1. Attracting and Recruiting the Right Talent 

    A strong hiring process starts with positioning your business as an employer of choice. In a competitive labor market, candidates evaluate more than salary. They look at benefits, growth opportunities, workplace culture, and long-term stability. 

    GMS helps businesses develop competitive hiring strategies by providing guidance on job descriptions, compensation benchmarking, and recruitment best practices. Our HR professionals help ensure postings are compliant, clearly written, and aligned with industry expectations. 

    By streamlining recruitment processes and offering strategic HR support, GMS helps you reduce time-to-hire while improving the overall candidate experience. A stronger hiring process sets the tone for long-term retention. 

    2. Creating a Seamless Onboarding Experience 

    The onboarding experience plays a critical role in whether a new hire becomes a long-term employee. Disorganized paperwork, unclear expectations, and inconsistent training can lead to early disengagement. 

    GMS simplifies onboarding with digital new-hire documentation, payroll setup, employee handbook acknowledgments, and policy management. We help employers create structured onboarding processes that introduce employees to company expectations, workplace policies, and benefits enrollment from day one. 

    When employees feel prepared and supported at the start of their employment, they are more confident in their roles and more likely to remain with the organization. 

    3. Delivering Competitive Benefits That Improve Retention 

    One of the most effective ways to reduce employee turnover is by offering competitive benefits. However, many small businesses struggle to access high-quality benefit plans at affordable rates. 

    Through GMS, businesses gain access to comprehensive health, dental, vision, and retirement plan options. By leveraging group buying power, we help small and midsize companies offer benefits that rival larger organizations. 

    Competitive benefits packages increase employee satisfaction and loyalty. When employees feel secure in their health coverage and confident in their financial future, they are more likely to stay and grow with your company. 

    4. Supporting Performance and Ongoing HR Needs 

    Employee retention depends on more than compensation. Clear expectations, consistent feedback, and fair workplace policies all contribute to a stable and productive workforce. 

    GMS provides ongoing HR support to help business owners manage performance reviews, employee relations issues, workplace policies, and compliance requirements. Our team helps navigate wage and hour regulations, workplace safety standards, and evolving employment laws. 

    Having experienced HR professionals available for guidance reduces risk and allows business leaders to address challenges proactively. This level of support creates a stronger workplace culture and improves long-term employee engagement. 

    5. Helping Employees Plan for Retirement 

    A true hire-to-retire strategy includes long-term financial planning support. Retirement benefits are valuable not only for employees but also for retaining experienced team members. 

    GMS helps businesses offer and manage retirement savings plans while providing employees with the education and enrollment support they need to make informed decisions. Offering retirement benefits demonstrates a commitment to your employees’ futures and encourages long-term loyalty. 

    When employees see a path forward within your organization, they are more likely to build their careers with you rather than look elsewhere. 

    6. Managing Offboarding and Workforce Transitions 

    Even with strong retention strategies, workforce transitions are inevitable. Whether an employee resigns or retires, the offboarding process must be handled professionally and compliantly. 

    GMS assists with final payroll processing, benefits continuation requirements, compliance documentation, and retirement plan transitions. Structured offboarding protects your business from risk while preserving your professional reputation. 

    A well-managed transition ensures continuity for your team and maintains positive relationships with departing employees. 

    Building a Stronger Workforce With GMS 

    Supporting employees from hire to retire demands more than standalone HR solutions. It calls for a comprehensive approach that combines recruiting, onboarding, benefits, payroll, compliance, and long-term planning. 

    GMS acts as an extension of your team, helping you reduce administrative burdens, strengthen compliance, improve retention, and create a more competitive workplace. By partnering with a PEO, you gain the resources and expertise needed to manage every stage of the employee lifecycle with confidence. 

    If you are ready to strengthen your hiring process and build a workforce designed for long-term success, contact GMS today to learn how we can support your business from hire to retire. 

  • Offering robust health benefits and investing in employee health and wellness is a growing priority among organizations. While employers aim to attract top talent to enhance productivity, employees seek companies that provide a diverse range of health benefits. One effective solution is telemedicine, which allows both employers and employees to meet their goals. Initially implemented as a response to the COVID-19 pandemic, virtual care has now become a fundamental aspect of health care. Today, it is not merely an add-on; it is an expected service. 

    The Rise of Telemedicine in Employee Benefits 

    Telehealth is a method of receiving health care that eliminates the need to travel to a doctor’s office or endure long wait times. With telehealth, you can easily consult a health care provider remotely. During these virtual appointments, providers can prescribe medications, diagnose illnesses, and address any questions the patient may have. This flexibility and accessibility to quality care make telehealth a great resource for busy employees.  

    Why Telemedicine Matters to Employees 

    Better access to care 

    Long wait times, inconsistent travel times, and the need to take paid time off (PTO) are significant barriers for employees trying to attend scheduled doctor appointments, same-day visits, medical tests, and screenings. Telemedicine significantly enhances flexibility and accessibility, allowing employees to receive care within minutes or on the same day. This is especially crucial for rural employees, those with mobility challenges, and individuals with demanding work schedules. 

    Mental health support

    Mental health is a crucial aspect of overall employee health and wellness. By offering mental health support, employers not only provide essential resources to assist their employees but also demonstrate their commitment to the well-being of their workforce. Virtual therapy eliminates obstacles such as stigma, scheduling conflicts, and long wait times. By implementing resources like employee assistance programs (EAPs), flexible scheduling to attend their online visits, and hybrid work arrangements, employers can support their employees, ultimately enhancing morale, productivity, and long-term loyalty. 

    Control over care 

    A 2024 survey found 85% of employees prefer virtual consultations for nonemergency care because they can manage urgent or chronic conditions directly from a smartphone or computer. Employees increasingly value benefits that offer them flexibility and autonomy, and telehealth provides both. With telehealth, individuals can focus fully during their visits without worrying about travel time, time off from work, or how their boss might react. This gives them the ease and control over their health care that they deserve.

    Why Telemedicine is a Strategic Advantage for Employers 

    Reduced Absenteeism and Improved Productivity 

    Virtual visits reduce commute times and shorten appointment wait times, allowing employees to proactively address and manage their medical needs, often without needing to take full days off work. Telemedicine allows for timely treatment, leading to quicker recovery times and minimizing disruption to productivity. 

    Significant cost savings 

    Telemedicine helps reduce health care claims by offering lower‑cost virtual visits that replace more expensive urgent care and ER visits. Because employees can get care quickly (sometimes within minutes), issues are treated earlier, preventing complications that could lead to high‑cost medical services. Employees also turn to telehealth rather than urgent care or emergency rooms for common minor conditions, which further reduces costly claims on the employer’s plan. 

    Stronger engagement and retention 

    Modern, flexible benefits such as telemedicine show employees that the organization values their well-being. Employers who showcase their dedication to employee wellness, health, and work-life balance can boost employee morale, loyalty, and retention. 

    The Bottom Line: Telemedicine Is No Longer Optional 

    Telemedicine has transformed from an add-on benefit to a must-have in today’s employee benefits package. With telehealth, employees can expect convenient, accessible, and flexible care while employers benefit from healthier teams, lower costs, improved productivity, and stronger retention. 

    Although providing health benefits is an attractive option, it can also be confusing for business owners. This is where a third-party administrator like Group Management Services (GMS) can assist you. As part of our premier employee benefits administration services, we help employers by offering telehealth services through Teladoc. 

    Our benefits administration services help business owners manage their health care plans, supplemental insurance offerings, and retirement plans. Additionally, we provide support for Affordable Care Act (ACA) compliance, consolidated billing, and in-house claims processing. At GMS, we strive to simplify benefits administration as much as possible, guiding you through every step of the process. Our offerings are cost-effective and can positively impact your bottom line while supporting your long-term growth. Contact us to learn more! 

  • Unemployment benefits serve as an important safety net for employees who lose their jobs through no fault of their own. For employers, however, unemployment insurance is more than just a government program. It is a financial responsibility and a compliance obligation that directly impacts your bottom line. 

    If you are a small business owner or human resources (HR) leader, understanding how unemployment works from the employer side can help you control costs, reduce risk, and make more informed workforce decisions. 

    What Is Unemployment Insurance? 

    Unemployment insurance is a joint federal and state program that provides temporary income to eligible employees who are no longer employed. Most employers are required to contribute to this system through payroll taxes. 

    These employer-paid taxes fund unemployment benefits for eligible workers. While employees receive benefit payments, employers are responsible for funding the system and participating in the claims process as needed. 

    Who Pays for Unemployment? 

    In most cases, employers pay both federal and state unemployment taxes. 

    Federal Unemployment Tax 

    The Federal Unemployment Tax Act, commonly referred to as FUTA, requires employers to pay a federal unemployment tax on a portion of employee wages. This tax helps fund oversight of state unemployment programs and loans to states when needed. 

    State Unemployment Tax 

    In addition to federal taxes, employers must also pay state unemployment taxes. State unemployment tax rates vary and are based on several factors, including your company’s industry and claims history. 

    One important concept employers should understand is experience rating. Your state unemployment tax rate is influenced by the number of unemployment claims filed against your business. The more claims that are approved and paid out, the more likely your rate will increase over time. 

    For growing businesses, this can significantly affect overall payroll costs. 

    What Happens When a Former Employee Files a Claim? 

    When a former employee files for unemployment benefits, the state agency will notify you. Employers are given the opportunity to provide information about the separation. 

    The process typically includes: 

    1. A notice of claim from the state 
    2. A request for separation details 
    3. A determination issued by the state 
    4. The option to appeal if you disagree with the decision 

    Your response plays an important role in the determination process. If an employee was terminated for documented misconduct or voluntarily resigned, providing thorough and timely documentation can protect your business from unnecessary charges. 

    Failing to respond or providing incomplete information can result in higher unemployment costs. 

    How Employers Can Reduce Unemployment Costs 

    While unemployment taxes are required, employers can take proactive steps to better manage their exposure. 

    Maintain Strong Documentation 

    Keep accurate records of performance issues, disciplinary actions, attendance violations, and policy acknowledgments. Clear documentation supports your position if a claim arises. 

    Implement Clear Workplace Policies 

    An up-to-date employee handbook with clearly communicated policies sets expectations and provides consistency in how issues are handled. 

    Train Managers Properly 

    Supervisors should understand how to document employee performance concerns and follow proper termination procedures. Consistency and compliance reduce risk. 

    Focus on Retention 

    Reducing turnover through better hiring practices, employee engagement, and performance management can help minimize claims and stabilize your unemployment tax rate. 

    How GMS Supports Employers with Unemployment Management 

    Managing unemployment claims and tax rates can quickly become time-consuming and complex, especially for small to midsize businesses without dedicated HR teams. 

    Group Management Services (GMS) helps businesses: 

    1. Monitor and manage unemployment claims 
    2. Ensure timely and accurate responses to state agencies 
    3. Strengthen documentation and HR practices 
    4. Navigate compliance requirements across multiple states 
    5. Control unemployment tax exposure 

    Unemployment insurance is a necessary part of employing a workforce, but it does not have to be unpredictable or overwhelming. With the right processes in place and the right partner supporting you, unemployment can become a manageable component of your overall workforce strategy. 

    If you want to learn how GMS can help you take control of unemployment costs and strengthen your HR foundation, contact us today. 

  • Employee classification is a fundamental aspect of proper human resources (HR) and payroll management, but it can also be a challenge to properly follow and understand. Across industries, workers are identified into different classes. The classification that fits your job and responsibilities determines your wage requirements, health benefits, overtime pay eligibility, tax liability, and more. When an employee is incorrectly classified, it can have a costly impact on the company and the employee, while also increasing the probability of payroll errors and compliance risk.  

    Proper employee classification is important for business owners to manage, but it can be an overwhelming and confusing process. Continue reading to learn more about proper employee classification, what it entails, and why it’s important for business owners to watch. 

    What Is Employee Classification? 

    Employee classification refers to the process of categorizing workers based on the work they perform, their responsibilities, and their relationship with the company. This classification determines the rights, benefits, and wage protections they’re entitled to under federal, state, and local law.  

    Common employee classes include:

    1. Full-time employees 
    2. Part-time employees 
    3. Hourly employees 
    4. Salaried employees 
    5. Contractors/freelancers 
    6. Temporary employees 
    7. Here is the full list of employee classes 

    Classification influences key payroll decisions, including tax withholding, overtime eligibility, benefit administration, and labor compliance. Misclassification can lead to costly penalties, back pay obligations, reputational harm, and legal disputes.  

    Common Types of Employee Classifications 

    While classifications can vary by industry, most organizations rely on these core categories: 

    Full-Time Employees

    Full-time employees typically work between 30 and 40 hours weekly. They receive consistent wages or salaries along with access to employer-sponsored benefits. Many full-time roles may be classified as exempt from overtime under the Fair Labor Standards Act (FLSA) if they meet salary and job requirements.  

    Part-Time Employees 

    Part-time staff work fewer hours, often less than 30 a week, and may not receive full benefits. They are usually considered nonexempt, meaning they qualify for overtime pay when they exceed hourly limits.  

    Temporary Employees 

    Temporary workers are hired for a defined period or project. Although they may work variable schedules, they are still classified as employees, not contractors, and must be classified appropriately to ensure payroll compliance. 

    Independent Contractors

    Contractors operate as separate business entities and are not entitled to employee benefits or wage protections. Properly determining whether a worker is a contractor or employee requires a deep, detailed analysis of the relationship between the individual and the company, the length of the employment, and more.  

    Salaried Workers 

    Salaried employees receive a fixed amount of money for the year. They receive a fixed amount of their salary every pay period.  

    Hourly Workers

    Hourly employees are compensated by the hour. They have a fixed rate of payment per hour, making their annual earnings vary. 

    Why Accurate Employee Classification Is Critical to Payroll 

    Ensures Legal Compliance 

    Correct classification ensures compliance with federal laws like the FLSA, which governs minimum wage, overtime pay, and worker protections. Misclassification, such as treating an employee as an independent contractor, can lead to significant fines, back pay requirements, and legal disputes. 

    Prevents Payroll Errors

    Different classifications require different payroll treatments. For example: 

    1. Exempt employees are paid differently from hourly nonexempt employees 
    2. Contractors receive 1099 forms, not W2s 
    3. Benefits eligibility varies widely 

    A misstep in classification easily leads to payroll inaccuracies, overpaying, underpaying, or missing required deductions.  

    Impacts Tax Withholding 

    Employee status determines tax obligations. Employees require withholding for federal, state, and payroll taxes, while contractors manage their own tax liabilities. Misclassification can result in IRS penalties and liability for unpaid taxes.  

    Ensures Proper Benefits Administration 

    1. Health insurance 
    2. Retirement plans 
    3. Paid time off (PTO) 

    Classifying workers correctly ensures benefits are extended appropriately and prevents costly compliance issues or confusion. 

    A PEO and Employee Classification 

    Employee classification plays a crucial role in how organizations manage their people, their payroll, and their compliance. With a workforce that is more diverse than ever, businesses must understand the differences between employee types and ensure each worker is categorized accurately. 

    Group Management Services (GMS), a professional employer organization (PEO), can be your partner when it comes to employee classification, compliance, and payroll. With a knowledgeable team of experts, GMS can ensure proper classification, streamline the payroll process through our easy-to-use software, and help you manage your tax liabilities and calculations. By taking time to classify workers correctly, organizations avoid compliance risks, maintain accurate payroll processes, and create a more transparent, compliant work environment. 

    Contact us to learn more about our services!

  • Running a small business means balancing growth with responsibility. You are focused on increasing revenue, strengthening your team, and staying competitive. At the same time, you are managing payroll, employee benefits, compliance, workplace policies, and risk management. As your business grows, so do those responsibilities. 

    The question many owners face is simple. How do you continue scaling without letting human resources (HR) administration slow you down or expose your company to unnecessary risk? 

    That is where understanding the impact of a professional employer organization (PEO) becomes important. 

    According to research from the National Association of Professional Employer Organizations (NAPEO), businesses that partner with a PEO tend to outperform similar companies in growth, retention, profitability, and long-term stability. 

    Here is what the numbers show and why they matter for your business. 

    Growth Isn’t Just About Revenue  

    Scaling a business requires systems that support hiring, payroll, benefits administration, compliance, and risk management. Without that foundation, growth can stall. 

    According to NAPEO, businesses that partner with a PEO grow twice the rate of those that don’t. 

    Faster growth isn’t accidental. When business owners aren’t buried in HR administration, they can focus on revenue-generating initiatives, strategic expansion, and customer acquisition. A PEO offers the operational backbone for sustainable growth. 

    Employee Retention Directly Impacts Your Bottom Line 

    Employee turnover is expensive. Between recruiting costs, training time, lost productivity, and cultural disruption, replacing employees drains both time and money. 

    NAPEO research shows that businesses working with a PEO experience employee turnover rates that are 12% lower than businesses that do not use a PEO. 

    Lower turnover often stems from stronger benefits offerings, improved HR processes, and better employee support. When employees feel supported and have access to competitive benefits, they are more likely to stay, reducing the constant hiring cycle many small businesses struggle with. 

    Access to Competitive Benefits Levels  

    Small businesses frequently compete with larger organizations for talent. One of the biggest challenges is offering competitive benefits. 

    Among businesses with 10–49 employees, 52% of PEO clients offer a retirement plan, compared to just 23% of non-PEO businesses.  

    Through the co-employment model, PEOs allow small businesses to access the buying power of large groups for benefits such as health insurance and retirement plans. This enables small employers to compete more effectively with recruiting and retaining top talent. 

    Compliance Support Reduces Risk 

    Employment laws and regulations continue to evolve at the federal, state, and local levels. Payroll tax compliance, Affordable Care Act (ACA) requirements, workplace safety standards, and employment classifications can quickly become overwhelming. 

    Small and midsize businesses that use a PEO are 50% less likely to go out of business compared to similar companies that do not partner with a PEO. 

    While no single factor guarantees business longevity, structured HR compliance support, payroll accuracy, and risk management strategies play a critical role in long-term stability. 

    PEO Partnerships Drive Measurable Financial Impact 

    Administrative efficiency has financial implications. Payroll errors, compliance penalties, inefficient benefits management, and turnover all create unnecessary costs. 

    On average, businesses using a PEO see a 27% return on investment in cost savings. In addition, PEO-supported businesses report higher median profitability compared to similar businesses that do not use a PEO. 

    These findings imply that outsourcing HR is not just an operational choice but also a financial strategy. 

    The PEO Model Is Widely Adopted for a Reason 

    PEOs are not a niche solution. The industry serves more than 200,000 businesses and millions of worksite employees nationwide, generating hundreds of billions in annual gross revenues. 

    This level of adoption reflects a broader trend. Small businesses are seeking strategic HR partnerships to stay competitive, compliant, and growth-focused. 

    What This Means for Small Business Owners 

    Overall, NAPEO’s statistics reinforce that partnering with a PEO helps businesses grow faster, retain employees longer, improve profitability, and strengthen long‑term stability. 

    For business owners dealing with hiring challenges, rising benefit costs, and changing compliance rules, the co‑employment model offers practical support and a clear path to growth. 

    If you’re evaluating how to strengthen your business operations while positioning your company for long-term success, it may be time to explore whether a PEO partnership aligns with your goals. Contact GMS today to learn more! 

  • Robust risk management should be a priority for any home health care organization. With caregivers working in patients’ homes and often across state lines, agencies operate in a unique environment with stringent compliance requirements, seasonal hiring patterns, and clinical and non-clinical hazards. The risks within the industry are unique and can be unpredictable, which means agencies need personalized solutions and support to reduce and effectively manage them.  

    The Unique Risks of Home Health Care 

    Uncontrolled and Unpredictable Care Environments

    Home health care presents a mix of clinical and operational risks that differ from those in traditional health care settings. Unlike hospitals, clinics, or traditional workplaces, home health caregivers perform their duties in patients’ homes, which presents unique risks, including tripping hazards, biological hazards, poor lighting, or structural damage. Because caregivers have a limited amount of control over these environments, they must heavily rely on preparation and training.  

    High Workers’ Compensation Exposure 

    Home health aides experience some of the highest injury rates in the health care industry. Common claims include: 

    • Musculoskeletal injuries from lifting or repositioning patients 
    • Slips, trips, and falls 
    • Needlestick or sharps injuries 
    • Injuries from combative or confused patients 

    These injuries differ from traditional workplaces, where equipment, staffing, and safety features are more consistent. In home health, the variability of the client and equipment increases both the frequency and severity of injuries or accidents. 

    High Turnover & Training Gaps 

    The home health workforce experiences high turnover, which often leads to inconsistent onboarding, inadequate training, and increased risk. When workers join agencies quickly to fill open shifts, training gaps can widen, increasing the risk for the caregiver and the patient. Seasonal employment can also impact employee talent pools and availability. 

    Best Practices for Prioritizing Safety in Home Health Care 

    Whether you’re an agency leader or a caregiver, consistent safety habits reduce risks and increase confidence on the job. While there aren’t specific rules or policies that can extend full coverage for all potential accidents or incidents, caregivers can follow industry best practices to help reduce accidents or hazards. 

    Safety training

    To improve overall caregiver and patient safety, employers should provide structured and recurring safety training. Training reinforces best practices, reeducates caregivers on proper procedures, and teaches new skills. The more training employers offer, the greater the skillset and preparedness of their caregivers.  

    Streamline onboarding

    When employers provide an onboarding process that is organized, clear, and robust, caregivers will gain a better introduction to the agency and their role. With a quality onboarding system in place, agencies can reduce time to hire and streamline the onboarding process.  

    Develop clear procedures

    Agencies should have a variety of safety policies and procedures in place so that caregivers know how and when to report incidents or hazards. This documentation will help agencies and caregivers with workers’ compensation claims, accident reports, and more. 

    Create checklists

    There are a variety of hazards within any workplace, but for home health care agencies, caregivers are susceptible to a variety of risks. Remembering all of the hazards to look out for can be confusing and overwhelming. But by creating checklists for caregivers to reference during home visits, agencies can lower the risk of potential accidents or injuries and keep caregivers prepared.

    Strengthening Your Agency With a Risk-Focused PEO Partner 

    Home health care agencies carry tremendous responsibility to deliver quality care while navigating unpredictable environments, changing regulations, and workforce challenges. Partnering with a human resources (HR) partner like Group Management Services (GMS) provides the structure and expertise needed to minimize risk, protect caregivers, and maintain compliance. 

    With trained staff, proactive safety programs, and a compliant series of risk management policies and procedures, your agency can stay focused on what it does best, providing exceptional care. Learn more about our risk management services here! 

  • Affordable Care Act (ACA) reporting is a yearly responsibility that can feel increasingly complex, especially as rules, thresholds, and penalties continue to change. For the 2026 ACA reporting season, which covers the 2025 calendar year, Applicable Large Employers (ALEs) must prepare for updated affordability standards, rising penalties, and new options for delivering required forms to employees. 

    Understanding what is due, what has changed, and how to streamline the process can help employers stay compliant and avoid costly mistakes. 

    What’s Due for the 2026 ACA Reporting Season 

    Employers classified as ALEs are required to report health coverage information to both employees and the Internal Revenue Service (IRS) using Forms 1094-C and 1095-C. 

    Here are the key deadlines for the 2026 reporting year: 

    Form 1095-C to employees 
     
    Must be furnished to full-time employees by March 2, 2026. This form outlines the health coverage that was offered during the 2025 calendar year. 

    Forms 1094-C and 1095-C to the IRS 
     
    Electronic filings are due by March 31, 2026. 

    Electronic filing requirement 
     
    Employers filing 10 or more information returns must submit forms electronically, per IRS requirements. 

    Missing deadlines or filing incorrect information can result in significant penalties, making accuracy and preparation critical. 

    What’s Changed for ACA Reporting in 2026 

    Several notable updates will affect how employers approach ACA compliance for this reporting cycle. 

    Higher affordability threshold 

    The IRS has increased the ACA affordability percentage to 9.96 percent, up from 9.02 percent in 2025. This percentage determines whether an employer’s lowest-cost, self-only coverage option is considered affordable for employees. 

    While the higher threshold provides more flexibility for employer contributions, it still requires careful calculations and documentation to maintain compliance. 

    Increased penalties for non-compliance 

    ACA penalties continue to rise. Projected Employer Shared Responsibility Payment amounts include: 

    • Section 4980H(a) penalties exceeding $3,340 per employee, after the first 30 employees, for failing to offer coverage. 
    • Section 4980H(b) penalties exceeding $5,010 per affected employee for offering coverage that is unaffordable or does not meet minimum value. 

    These increases heighten the need for accurate tracking, reporting, and timely coverage. 

    New alternative furnishing method 

    For the first time, employers may use an Alternative Furnishing Method instead of mailing paper copies of Form 1095-C. Employers can post a clear and accessible notice on their website explaining how employees can obtain their form. 

    The notice must be easy to find and remain available through October 15, 2026. When implemented correctly, this option can significantly reduce printing and mailing costs. 

    Potential impact of expiring subsidies 

    Enhanced premium subsidies are scheduled to expire, which could result in more employees seeking coverage through the Health Insurance Marketplace. This may increase the likelihood of employer penalty notices, making accurate ACA reporting and coverage offers even more important. 

    How Employers Can Simplify ACA Reporting 

    As requirements expand and penalties rise, simplification is key. Employers can take several steps to reduce risk and administrative burden. 

    Leverage technology and automation 

    ACA reporting software can help track employee hours, monitor eligibility, generate forms, and flag potential issues before deadlines arrive. Automation reduces manual errors and saves time during the reporting season. 

    Use IRS safe harbors 

    Applying one of the IRS affordability safe harbors can simplify calculations and provide added protection. Employers may use the Form W-2, Rate of Pay, or Federal Poverty Line safe harbor to demonstrate affordability without relying on household income data. 

    Monitor eligibility throughout the year 

    Waiting until the end of the year can lead to compliance gaps. Regularly reviewing employee classifications, especially for variable-hour and seasonal employees, helps ensure coverage is offered to at least 95% of full-time employees, which is critical for avoiding the most severe penalties. 

    Take advantage of digital delivery options 

    The new electronic furnishing method provides an opportunity to streamline distribution while remaining compliant. Employers must comply with IRS visibility and accessibility requirements, but when implemented correctly, this option can simplify administration and reduce costs. 

    How GMS Helps Employers Stay ACA Compliant 

    ACA reporting is just one piece of a much larger compliance puzzle. At Group Management Services (GMS), we help employers manage ACA requirements with confidence through expert guidance, technology-driven tracking, and end-to-end reporting support. 

    From monitoring employee eligibility and applying affordability safe harbors to preparing and filing required forms accurately and on time, GMS helps businesses reduce risk and stay focused on growth. 

    If ACA reporting feels overwhelming or if you want a more efficient approach for 2026 and beyond, GMS is here to help. 

  • As companies face evolving regulations, new technologies, and shifting workforce expectations, organizations must find effective ways to train, upskill, and engage their employees. This is where a Learning Management System (LMS) plays a critical role. 

    What Is a Learning Management System?

    A Learning Management System is a digital platform designed to create, manage, and track training and educational programs. An LMS allows businesses to centralize training content, assign courses to employees, monitor progress, and measure results, all from one system. An LMS supports continuous learning and enhances employee engagement.

    Rather than relying on manual training methods, in-person sessions, or scattered resources, an LMS provides a structured and scalable way to ensure employees receive beneficial, engaging, and accessible learning experiences.  

    The Importance of an LMS in the Workplace 

    Over the past decade, workplace dynamics and schedules have changed, with remote teams and hybrid schedules growing more common. This shift is leading businesses to adapt their training methods to a more flexible model that accommodates hybrid and remote workers. Rather than relying only on in-person training sessions, an LMS provides a structured and accessible way to ensure employees receive engaging and educational training. 

    Benefits of an LMS 

    Beyond convenience, an LMS ensures consistency. Every employee receives the same information, reducing errors, miscommunication, and compliance risks. This is especially important for industries that must meet strict regulatory or safety requirements, such as construction or manufacturing companies. 

    Implementing a learning management system within your business is beneficial for both employers and their employees. The main benefits of using an LMS for your business include: 

    1. Reduced learning and development costs 
    2. Shorter, more streamlined onboarding process 
    3. Fewer compliance issues 
    4. Improved employee performance 
    5. Performance tracking 
    6. Help employees upskill and reskill

    An LMS also supports a culture of learning. When employees are given ongoing opportunities to improve their skills, they are more engaged, more productive, and more likely to stay with the organization long term. 

    How an LMS Helps Businesses 

    Streamlines Training and Onboarding 

    An LMS simplifies employee onboarding by providing new hires with structured learning programs that cover company policies, job responsibilities, safety training, and compliance requirements. This helps employees get up to speed faster and ensures that the material is properly covered. 

    Improves Compliance and Risk Management 

    Many businesses are required to provide ongoing training related to safety, workplace behavior, or regulatory compliance. An LMS helps ensure required training is completed on time and documented properly, reducing liability and audit risks. 

    Automated reminders, completion tracking, and reporting features make it easier to stay compliant without added administrative burden. 

    Enhances Employee Performance and Development 

    An LMS supports continuous learning by offering role-specific training, skills development, and leadership programs. Employees can learn at their own pace, revisit materials as needed, and access training that aligns with their career goals. This focus on development not only improves performance but also increases employee satisfaction, engagement, and retention. 

    Provides Measurable Insights 

    One of the biggest advantages of an LMS is its tracking capabilities. Businesses can track course completion, assess knowledge retention, and identify skill gaps through built-in reporting and analytics. These insights help leaders make informed decisions about training investments and workforce planning. 

    Supporting Growth in Evolving Industries 

    As industries evolve, businesses must adapt quickly. Employee education and training remain important for retaining and attracting top talent. Businesses must adapt to changing times by investing in cutting-edge training technology, such as an LMS. An LMS makes it easier to roll out new training programs, update content, and respond to changes in regulations or technology. This flexibility ensures organizations stay prepared for future challenges.

    When you partner with a professional employer organization (PEO), like Group Management Services (GMS), businesses gain access to an LMS, expert support in employee management, and human resources (HR).  

    While it does take more than just software to maximize your business’s education efforts, with a partner like GMS, you receive personalized training, access to knowledgeable experts, and industry-specific tools and resources to help your employees improve their skillsets and gain experience. Contact us to learn more! 

  • If you rely on Indeed to find candidates, you may have noticed a recent shift. Indeed has changed how many free job postings employers can run, limiting businesses to just three free job posts at a time. While this may seem like a small update, it has a big impact on hiring visibility, speed, and overall recruiting success. 

    For growing businesses, this change reinforces an important reality. Hiring is no longer as simple as posting a job and waiting for resumes to roll in. It requires strategy, technology, and the right support behind the scenes. 

    Why the Indeed Free Posting Change Matters 

    Indeed now prioritizes sponsored job postings, which means free jobs may receive less visibility, appear lower in search results, or stop running altogether once you hit the posting limit. They are also removed once the job has been up for 30 days. For employers who hire frequently or operate in competitive labor markets, three free postings can disappear quickly. 

    The result is fewer qualified applicants, longer time-to-hire, and more internal time spent managing postings, monitoring performance, and deciding when to pay for sponsorship. 

    Rather than navigating these changes alone, businesses benefit from a recruiting partner that already understands how to maximize job visibility and streamline the hiring process. 

    How GMS Helps You Get More from Sponsored Job Postings 

    At GMS, recruiting is not a standalone service. It is part of a larger hiring strategy designed to support growth, reduce risk, and improve efficiency. 

    When jobs need to be sponsored on Indeed, GMS helps ensure those dollars are used strategically. Sponsored postings are built to attract the right candidates, not just more applicants. This leads to better quality resumes, faster hiring decisions, and less time spent filtering through unqualified candidates.  

    GMS also utilizes a team of support resources from Indeed and LinkedIn to gain market insights, track candidate trends, and determine the best methods for enhancing your visibility and candidate quality.  

    Even more importantly, sponsored jobs are managed within a structured recruiting system, so nothing falls through the cracks. 

    Workstream Is the Backbone of GMS Recruiting Technology 

    GMS uses Workstream as its applicant tracking system (ATS) to power recruiting from job posting through hiring and onboarding. 

    Job Posting Distribution 

    Workstream allows GMS to distribute job postings across multiple job boards, including Indeed. LinkedIn can also be added to expand reach. Instead of managing postings on multiple platforms, everything lives in one centralized system. 

    Streamlined Recruitment Workflow 

    Once a job ad is created and approved by the client, it is published through Workstream. This ensures consistent branding, accurate job details, and visibility across the right channels without added administrative work. 

    Applicant Tracking and Communication 

    Workstream gives GMS and clients access to tools that simplify every step of the recruiting process, including resume management, interview scheduling, and direct messaging with candidates. Calendar integration keeps interviews organized and moving forward. 

    Built for Modern Hiring 

    Workstream also includes marketing tools like QR codes and social media links to reach candidates where they already are. Its mobile app allows full functionality on the go, making it easier to review applicants, communicate, and make hiring decisions quickly. 

    Together, these features create a smoother experience for employers and candidates alike. 

    Hiring Is More Than Recruiting 

    Finding the right candidate is only the beginning. Once someone accepts an offer, businesses still face onboarding, payroll setup, benefits enrollment, tax paperwork, and compliance requirements. GMS helps manage the full hiring lifecycle. 

    New hire onboarding is streamlined and compliant, reducing paperwork and ensuring employees are set up correctly from day one. Payroll and tax administration are handled accurately and on time. Benefits administration becomes simpler and more consistent. Risk management and compliance support help protect your business as regulations continue to evolve. 

    By bringing recruiting, human resources (HR), payroll, benefits, and compliance together, GMS removes friction from the hiring process and allows businesses to scale with confidence. 

    A Smarter Way to Hire  

    The shift in Indeed’s free job posting limits is a reminder that hiring continues to change. Businesses that adapt with the right tools and partners will stay competitive. Those who try to manage everything on their own may struggle to keep up. 

    With GMS’ recruiting services powered by Workstream, you gain more than job postings. With the help of your designated Recruitment Specialist and our strategic support teams at Indeed and LinkedIn, you gain a partner that helps you attract talent, streamline hiring, stay compliant, and focus on growing your business. 

    If your hiring strategy needs to evolve, GMS is ready to help you move forward with confidence.