2025 W-2 Forms are now available in your GMS Connect employee portal here.

Request a call Login

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

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

    What Is EPLI?

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

    What Can EPLI Help With?

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

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

    Importance of EPLI Coverage

    Cost reduction

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

    Business protection

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

    Peace of mind

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

    Tips For Reducing Employee Claims and Lawsuits

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

    Continuously update your employee handbook

    Consistently updating your policies is a great way to ensure that employees exhibit appropriate behavior. Implementing strong anti-harassment and anti-discrimination policies is also crucial in providing a respectful workplace. Consistent communication with employees can also help identify any necessary updates.

    Provide training

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

    Run background checks

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

    GMS & EPLI Coverage

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

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

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

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

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

    Why a Mid-Year Audit Matters

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

    Evaluating Your Progress and Performance

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

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

    Financial Review and Tax Planning

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

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

    Legal Compliance and Risk Management

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

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

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

    HR, Payroll, and Employee Experience

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

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

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

    Technology, Data Security, and Process Optimization

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

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

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

    Internal Communication and Alignment

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

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

    How GMS Can Help

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

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

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

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

  • Money stress doesn’t stay at home. It shows up at work, affecting focus, productivity, and even morale. With financial stress at an all-time high in 2025, employers are beginning to take notice. 

    Supporting your employees’ financial wellness isn’t just a nice-to-have benefit anymore; it’s a smart business move. Here’s why it matters, what it means for your team, and how Group Management Services (GMS) can help your business support your people with tools like Earned Wage Access. 

    What Is Employee Financial Wellness? 

    In simple terms, financial wellness is about feeling in control of your money. That means being able to pay bills on time, handle unexpected expenses, and save for the future. But for a growing number of employees, that sense of control is slipping. 

    According to recent 2025 data: 

    • 60% of employees say they’re financially stressed, a number that’s higher than it was during the pandemic. 
    • Just 44% of employees say they feel financially “well.” 

    Financial stress is associated with lower productivity, increased absenteeism, and higher turnover rates. This stress isn’t just a personal issue; it becomes a business issue when it impacts performance and engagement. 

    Why Financial Wellness Matters to Employees 

    For employees, the impact of financial stress is very real. It can lead to: 

    • Anxiety and distraction during the workday 
    • Difficulty focusing or meeting deadlines 
    • Less confidence in their long-term future 
    • Burnout or disengagement 

    Employees want to do their best, but when they’re worried about how to pay their rent or cover a surprise car repair, it’s tough to stay focused. Offering resources and support for financial wellness helps reduce that burden and shows your team that you’re in their corner. 

    Why Financial Wellness Matters to Employers 

    When your people are stressed, your business feels it. 

    Here’s what the research shows: 

    • Financially stressed employees are twice as likely to be looking for a new job 
    • They’re also more likely to be late, miss work, or make errors 
    • Businesses that support financial wellness see a 25% increase in retention 
    • Offering financial wellness benefits can improve recruiting, especially among younger workers looking for flexibility 

    The bottom line is that a financially healthy workforce is more productive, loyal, and engaged. 

    How to Support Employee Financial Wellness 

    Improving financial wellness doesn’t always mean giving raises or overhauling your benefits. Sometimes, simple changes can make a big difference. Here are a few ways you can support your team: 

    Offer Earned Wage Access (EWA) 

    EWA enables employees to access a portion of their earned wages before payday. At GMS, we partner with ZayZoon to offer this benefit, providing your team with financial flexibility without adding to your workload. 

    With ZayZoon and GMS: 

    • Immediate access: Employees can access their funds when they need them most, reducing financial stress and enhancing overall well-being. 
    • No cost to employers: There’s no cost or liability to you; ZayZoon funds the advances, making it a hassle-free solution. 
    • Attract and retain talent: Offering EWA can make your company more attractive to potential candidates and help reduce turnover. 
    • Seamless integration: It integrates seamlessly with payroll, ensuring a smooth and efficient process. 

    Provide Financial Education 

    Budgeting tools, savings tips, and online resources can go a long way in helping your employees achieve their financial goals. ZayZoon offers complimentary financial education for clients through its Financial Wellness program, which includes content, online courses, and prediction tools. 

    Encourage Smart Saving 

    Offer programs such as 401(k) plans with matching contributions, flexible spending accounts, or health savings accounts. These tools help employees plan for the future and feel more in control of their money today. 

    Create a Supportive Culture 

    Encourage open conversations about money. Financial topics are often perceived as taboo, but providing employees with space and resources to discuss them can help break the stigma and foster a more supportive environment. 

    How GMS Can Help 

    GMS is here to help you take care of your team because when your people are supported, your business thrives. Our EWA program, powered by ZayZoon, provides your employees with early access to their wages, helps them avoid predatory loans, and equips them with the tools to manage their finances more effectively.  

    Financial wellness is no longer optional; it’s essential. By supporting your employees’ financial health, you’re creating a stronger, more engaged team that’s better equipped to deliver exceptional work every day. Contact us today to get started! 

  • Construction companies continue to face ongoing recruitment and retention challenges, with the industry posting a 54% turnover rate. As a business owner in the construction industry, you have your hands full with completing client projects, overseeing supply inventory, and ensuring a safe worksite, making it difficult to develop and create retention policies. Although streamlining your internal operations can improve efficiency and help you manage your business, a strong and successful company starts with a healthy and happy workforce.

    Many business owners believe that the only way to retain employees is by offering them raises. However, this isn’t always possible for smaller or newer companies. Fortunately, there are other strategies to show appreciation for your workforce, which can enhance morale and productivity. Continue reading to discover four perks you can implement to attract new talent and retain your current employees.

    Provide a Benefits Package

    An expensive but necessary perk that business owners should consider offering is a health or benefits plan. While prices swing depending on the number of people on a plan, the amount of coverage needed, and the type of plan, the benefits far outweigh the costs. In fact, 78% of employees reported they’re more likely to stay with an employer because of their benefits program.

    Offering group health coverage can help cut down on overall costs and assist your employees with copays and other out-of-pocket charges. While a group health care plan might not make sense for your company’s needs, consider providing access to supplemental insurance plans. Offering access to vision, dental, home, and pet insurance can provide employees with tailored care specific to their needs, helping them save on health expenses with more coverage.

    Offer Professional Development Opportunities

    Another way to invest in your employees is to provide opportunities for professional growth. Whether through a mentorship program, online training, or attending industry-specific workshops, there are a variety of ways to help your employees grow their skillset. Investing in your employees’ individual growth not only expands the abilities of your workforce but also builds a relationship of trust and loyalty between employee and employer. A good rule of thumb is to continuously communicate with your workforce to gain a deeper understanding of the types of skills they want to learn or the type of programs they want to participate in.

    Invest in Workplace Culture

    Employees are more likely to stay at a company that makes them feel safe, heard, and valued. To cultivate a positive work environment, it’s important to prioritize employee well-being, encourage collaboration, and share team wins and successes. Employers can prioritize employee well-being by promoting flexible work schedules, offering paid time off (PTO), practicing open communication, and having weekly one-on-one meetings to tackle any issues or concerns. Hosting team-bonding events and encouraging interdepartmental interactions and projects are great ways to facilitate greater rapport among employees, which can lead to greater morale and retention. Employers should also consider actively recognizing achievements and group successes to showcase their trust in the team and their work.

    Implement Flexible Scheduling

    In today’s work landscape, schedule flexibility is increasingly important. Everyone’s schedule is different, and employees have different prime working hours and personal responsibilities. A tightly packed personal and professional calendar can take a toll on employees, so it’s important to implement strategies and perks to help them manage their time better. One way to do this is by offering telehealth options, so that your employees can spend less time at the doctor’s office or in the waiting room. This approach not only enables them to receive the personal care they need but also gives them extra time to handle their daily tasks, ultimately allowing them to invest more energy into their responsibilities at work.

    Business Retention and Group Management Services 

    Construction companies face unique challenges in recruitment and employee retention, but implementing effective strategies can make a significant difference. By offering comprehensive benefits packages, providing professional development opportunities, investing in workplace culture, and implementing flexible scheduling, business owners can create a supportive and engaging environment for their employees.

    Group Management Services (GMS) can assist in developing and executing these retention strategies. With our expertise in HR solutions, we can help tailor programs to meet the specific needs of your workforce, ensuring that your employees feel valued and motivated to stay with your company for the long term. Our team can also provide personalized assistance and training to help your company attract and retain talent to help bring your business to the next level. Contact us to learn more!

  • The manufacturing industry in 2025 faces a challenging landscape characterized by labor shortages, increasing operational costs, and complex regulatory requirements. Manufacturers must balance multiple priorities to stay competitive. Many owners are finding that one of the smartest strategies they can pursue is partnering with a professional employer organization (PEO).

    If you’re a manufacturer struggling to manage human resources, keep pace with changing labor laws, or find and retain skilled workers, this blog will demonstrate how a PEO can be a game-changer.

    The Current Manufacturing Landscape

    Manufacturing remains the backbone of the U.S. economy, employing over 13 million workers and contributing nearly $2.9 trillion to GDP. However, the sector is under pressure, with 77% of manufacturers citing workforce shortages as their primary concern. Beyond headcount, modern factories demand workers proficient in automation, robotics, and data analytics.

    Other top challenges include:

    1. Skilled labor shortage: Over half of manufacturing executives report difficulties finding qualified workers, exacerbated by an aging workforce and a lack of tech-savvy talent.
    2. Rising operational costs: Manufacturers expect raw material prices and other input costs to rise 5.5% over the next year. Increased expenses for raw materials and labor have tightened profit margins, making cost management more critical than ever.
    3. Supply chain unpredictability: Despite improvements since the pandemic, global disruptions still impact operations.
    4. Regulatory and compliance burdens: From Occupational Safety and Health Administration (OSHA) and Equal Employment Opportunity Commission policies (EEOC) to new state-specific wage and hour laws, manufacturers must keep up with a growing patchwork of regulations.

    With so much at stake, business owners cannot afford to let human resources (HR) and compliance fall through the cracks. That’s where a PEO steps in.

    How PEOs Can Address Manufacturers’ Workforce Challenges

    A PEO partners with businesses to handle critical HR responsibilities. This includes:

    1. Payroll and tax administration
    2. Benefits procurement and management
    3. Regulatory compliance support
    4. Workers’ compensation and safety programs
    5. Employee onboarding and HR best practices

    Through a co-employment relationship, the PEO legally shares certain employer responsibilities, allowing businesses to outsource their administrative burden while maintaining control of day-to-day operations. For manufacturers, that means less time worrying about paperwork and legal updates, and more time focusing on production, efficiency, and growth.

    Key Benefits of a PEO for Manufacturers

    Recruiting and Retaining Skilled Workers

    The labor shortage isn’t going away. A Deloitte study estimates that nearly 2.1 million manufacturing jobs could go unfilled by 2030 if the skills gap isn’t addressed.

    A PEO helps manufacturers:

    1. Offer attractive benefits packages typically reserved for larger corporations
    2. Streamline hiring and onboarding processes
    3. Benchmark compensation to remain competitive
    4. Improve employee engagement through training, development, and HR support

    Risk Management and Safety Support

    Manufacturing has one of the highest rates of workplace injuries. OSHA compliance is critical but managing it internally can be overwhelming.

    PEOs provide:

    1. Safety training programs tailored to your environment
    2. Assistance with workers’ compensation claims and audits
    3. Guidance on building a proactive safety culture
    4. Help implementing return-to-work programs

    Compliance Expertise You Can Count On

    From new 2025 federal labor law updates to state-specific wage mandates and training requirements, manufacturers must stay informed and compliant to avoid penalties.

    A PEO’s compliance team helps by:

    1. Monitoring regulatory changes at every level
    2. Ensuring employee handbooks, policies, and procedures are updated
    3. Managing paperwork and documentation for audits
    4. Providing legal guidance on employee relations issues

    HR Technology That Simplifies Operations

    PEOs offer integrated software that combines time tracking, payroll, benefits, and onboarding tools into a single platform.

    This helps manufacturers:

    1. Improve workforce visibility and data accuracy
    2. Reduce administrative errors
    3. Maintain employee records securely and efficiently
    4. Scale operations with ease

    Why Choose GMS as Your Manufacturing HR Partner?

    At Group Management Services (GMS), we understand the unique demands of manufacturing because we’ve supported hundreds of companies just like yours. Our tailored PEO services are built to handle the heavy lifting of HR so you can get back to the floor and back to growth.

    Here’s how GMS stands out:

    1. Industry-specific expertise: We’re not a one-size-fits-all PEO. Our team works directly with manufacturers to address industry-specific concerns, from OSHA regulations to seasonal workforce needs.
    2. Dedicated HR support: With GMS, you get a dedicated Account Manager and access to our HR experts. You’ll never face a regulatory issue or compliance question alone.
    3. Scalable solutions: Whether you have 10 employees or 200, our solutions grow with you, ensuring you’re always equipped to manage your workforce efficiently.
    4. Cost-effective benefits: We leverage our collective buying power to offer premium benefits, health insurance, 401(k) plans, vision, dental, and more, without the big-business price tag.

    Manufacturing companies that partner with a PEO are better equipped to tackle today’s workforce challenges and tomorrow’s growth opportunities. You don’t have to be a Fortune 500 company to provide top-tier HR support, maintain compliance, and build a culture that attracts talent. You simply need the right partner.

    At GMS, we take the burden of HR off your plate so you can focus on what you do best. Contact us today to learn how GMS can help your manufacturing business thrive.

  • The Internal Revenue Service (IRS) has officially announced the 2026 contribution limits for Health Savings Accounts (HSAs), providing employers and employees with an early opportunity to plan ahead. These updated caps reflect the ongoing impact of inflation on health care costs and signal a continued trend toward higher savings opportunities for those enrolled in high-deductible health plans (HDHPs).

    2026 HSA Contribution Limits

    Starting on January 1, 2026, the HSA contribution caps will increase to the following:

    • Individual coverage: $4,400 (up from $4,300 in 2025)
    • Family coverage: $8,750 (up from $8,550 in 2025)
    • Catch-up contributions (Age 55+): Remain unchanged at $1,000

    To contribute to an HSA, employees must be enrolled in a HDHP. The 2026 IRS thresholds for HDHPs are also increasing:

    Minimum deductible:

    • Self-only: $1,700
    • Family: $3,400

    Maximum out-of-pocket limit:

    • Self-only: $8,500
    • Family: $17,000

    These increases are tied to inflation adjustments and are part of a broader trend to help individuals better prepare for growing health care expenses.

    Why This Matters for Employers 

    As the cost of health care continues to climb, HSAs remain a powerful tool for both employers and employees. They offer triple tax advantages, pre-tax contributions, tax-free interest and investment earnings, and tax-free withdrawals for qualified medical expenses.

    For employers, offering an HSA as part of your benefits package not only enhances your overall offerings but also encourages cost-conscious health care choices and long-term savings among employees. With 2026 limits now available, proactive planning can help you maximize these benefits for your workforce.

    Steps Employers Should Take

    Now is the time to begin evaluating your benefits strategy for the year ahead. Employers can take the following actions today:

    • Review your current HDHP offerings: Ensure that your health plans for 2026 will meet the updated deductible and out-of-pocket requirements for HSA eligibility.
    • Update your employee education materials: Inform employees early about the upcoming changes so they can make informed decisions during open enrollment.
    • Assess contribution matching strategies: Consider increasing employer HSA contributions to align with the new caps. This can boost employee retention and improve financial wellness.
    • Incorporate Flexible Spending Accounts (FSAs): Complement your HSA offerings with FSAs for employees who may not be enrolled in HDHPs, allowing more flexibility in managing health care costs.
    • Partner with a trusted benefits administrator: Working with a knowledgeable third-party administrator can streamline compliance, simplify plan management, and ensure you’re making the most of tax-advantaged benefits.

    How GMS Can Help Strengthen Your Benefits Program

    At Group Management Services (GMS), our benefits experts are here to help you make the most of your health savings offerings. We provide:

    • Expert guidance on plan design and compliance to ensure your HDHPs and HSAs meet IRS requirements.
    • HSA and FSA administration services to simplify account management and reduce administrative burden.
    • Comprehensive group health insurance plans that integrate seamlessly with savings accounts.
    • Employee education tools to help your workforce understand and utilize their benefits effectively.

    Offering HSAs and FSAs is more than just a checkbox; it’s a strategic advantage. With GMS as your partner, you can ensure your benefits program is compliant, competitive, and built to support the health and financial wellness of your employees.

    Ready to elevate your benefits strategy for 2026? Contact GMS today to get started.

  • Recessions present significant challenges for businesses of all sizes, particularly small and midsize companies. Rising costs, workforce management challenges, and regulatory complexities can quickly strain resources. In times of economic uncertainty, partnering with a certified professional employer organization (CPEO) like Group Management Services (GMS) offers a proven solution to strengthen operations, control costs, and safeguard long-term success.

    As a CPEO, GMS provides comprehensive human resources (HR) services, employee benefits solutions, risk management, and payroll administration bundled into one integrated platform. Our expertise and scale are designed to help businesses remain resilient during even the most challenging economic conditions.

    What Is a PEO?

    A professional employer organization (PEO) partners with businesses to deliver HR, benefits, payroll, and compliance services through a co-employment model. Under this arrangement, the PEO becomes the employer of record for tax purposes, while the client company retains full control over day-to-day business operations and employee management.

    This relationship allows businesses to access resources and support typically only available to larger organizations. According to National Association of Professional Employer Organizations (NAPEO), businesses that work with a PEO are 50% less likely to fail, grow twice as fast, and have employee turnover rates that are 12% lower than businesses that do not utilize a PEO.

    How GMS Supports Businesses During Economic Downturns

    GMS offers a comprehensive suite of services specifically designed to help businesses navigate economic hardships effectively. Our bundled approach to HR services ensures that businesses can streamline operations, control costs, and focus on strategic initiatives critical to long-term success.

    Comprehensive HR and Risk Management Services 

    During a recession, managing compliance, employee relations, and workforce adjustments becomes increasingly complex. GMS provides dedicated HR support to help businesses navigate evolving labor laws, implement cost-effective HR strategies, and manage workforce changes while maintaining compliance. Our risk management experts also work proactively to reduce workers’ compensation claims and ensure safer work environments, helping businesses lower liabilities and avoid unnecessary costs.

    Access to High-Quality, Affordable Benefits

    One of the most significant challenges small businesses face during economic downturns is maintaining competitive employee benefits while controlling expenses. GMS addresses this challenge through our Master Health Plan, which leverages our size and scale to provide clients access to comprehensive health coverage at more competitive rates.

    This group purchasing power allows businesses to offer robust benefit packages that attract and retain top talent, even during times of financial strain. According to NAPEO data, businesses that work with a PEO can offer a broader range of benefits compared to those that do not, enhancing their ability to compete in the labor market.

    Payroll Administration and Regulatory Compliance

    Payroll processing and tax administration become even more critical during periods of economic uncertainty. GMS ensures accurate and timely payroll management, supports compliance with evolving regulations, and helps businesses avoid costly penalties. As a CPEO, GMS provides additional assurances through its Internal Revenue Service (IRS) certification that client taxes are managed in full compliance with federal requirements.

    Our streamlined payroll services reduce administrative burdens and provide businesses with greater confidence and operational stability when it matters most.

    The GMS Advantage in a Recession

    The value of working with GMS during an economic downturn extends beyond immediate cost savings. Our personalized approach ensures that each client receives tailored support to address their specific needs and goals. We understand the unique challenges small and midsize businesses face during periods of economic contraction and provide the tools, resources, and expert guidance necessary to build lasting resilience.

    GMS’ bundled services simplify HR management, mitigate risk, improve benefit offerings, and ensure regulatory compliance, all within a scalable framework designed to support businesses through every economic cycle.

    Prepare Your Businesses for the Future with GMS

    Economic downturns are inevitable, but they do not have to dictate the future of your business. Partnering with GMS empowers you to adapt, manage costs, support your workforce, and position your company for sustained success. Contact us today to learn how GMS can help your business navigate economic challenges with confidence and emerge stronger than ever.

  • According to the American Psychological Association, workplace burnout is an occupation-related syndrome resulting from mismanaged chronic stress. This is a growing problem among the workforce, due to longer hours of operation and greater workloads.  

    Common symptoms of burnout are prolonged emotional exhaustion, physical fatigue, and social withdrawal. As a business owner, you need to observe the potential signs of burnout in your employees, as burnout can reduce productivity, increase turnover and absenteeism, lower job satisfaction, and more.  While there are different types of burnout, they can all be traced back to one source: stress.  

    How can you lower the risk of employee burnout and reduce stress in the workplace? Continue reading to find out.  

    What Employee Burnout Looks Like 

    Workplace burnout looks different for every employee. For example, one employee may start experiencing painful headaches while another develops insomnia. While every case of burnout is different, there are a variety of common symptoms that, as an employer, you should keep an eye out for: 

    • Job dissatisfaction 
    • Absenteeism 
    • Insomnia 
    • Depression 
    • Changes in appetite 
    • Headaches 
    • And more 

    Causes of Burnout 

    Burnout is caused by exhaustion, overexertion, and stress. Depending on the workplace and the job position, the cause can vary. Burnout can be caused by a heavy workload, interpersonal conflict, lack of professional support, and lack of clarity on job responsibilities. Experiencing any of the previously mentioned causes for a prolonged period of time can take its toll on your mental, physical, and emotional health. 

    Effects of Burnout on Employers 

    The importance of managing employee stress and burnout cannot be overstated. According to Glassdoor, employee reviews mentioning burnout have increased 32% over the past year. Not only are employees experiencing greater rates of exhaustion and burnout, but they are becoming more vocal about it. Glassdoor also found that workers suffering from burnout are substantially less satisfied with their employers. Workplace dissatisfaction can increase employee absenteeism, reduce productivity and loyalty, leading to greater turnover rates. To keep morale high, employers must examine how they currently manage their workers’ paid time off (PTO), support their work-life balance initiatives, and offer flexible schedules.  

    Ways to Reduce Employee Burnout 

    To protect your employees and business from burnout, it’s a good idea to have some coping strategies and policies in your back pocket. There isn’t a one-size-fits-all approach to reducing burnout, but consistently communicating with your employees about their workload is a great first step. By showing your workers that you care about their well-being and health, they will have a greater sense of loyalty to your company, effectively reducing turnover.  

    Another great way to reduce the risk of employee burnout is by supporting their work-life balance. By promoting flexible scheduling, implementing work-from-home policies, or providing PTO, you can showcase your investment in their lives and their wellness, which can improve employee trust.  

    Check out some more examples of how to reduce employee burnout: 

    How GMS Can Reduce the Risk of Employee Burnout 

    A CPEO like Group Management Services (GMS) can be a valuable resource for significantly reducing employee burnout and improving morale. GMS offers top-tier HR technology that simplifies employee management, including administering health benefits, scheduling payroll, and providing training. 

    Additionally, GMS has a dedicated team that can assist in developing employee assistance programs. These programs help employees build coping strategies and effectively manage stress. Our experts can also help create policies designed to keep your workforce healthy and productive. 

    Want to learn more about how GMS can help you reduce the risk of employee burnout? Contact us today! 

  • In a move to promote wage equity and improve transparency in the hiring process, the City of Cleveland passed a new pay equity ordinance that imposes salary disclosure requirements and restricts the use of salary history in hiring decisions. The ordinance was signed into law by Mayor Justin Bibb on April 28, 2025, and is scheduled to take effect six months later, giving employers time to prepare. 

    Who Must Comply 

    The ordinance applies to employers with 15 or more employees operating within the City of Cleveland. This includes private employers, as well as city contractors and vendors who provide services to the city. Importantly, the law focuses on positions that are physically located in Cleveland, even if the broader organization operates outside the city limits. Remote positions may also fall under this ordinance if they are tied to a Cleveland-based office or if the employer is headquartered in the city. 

    Covered Individuals 

    The ordinance covers job applicants and employees working in Cleveland. It is designed to protect individuals applying for new positions, promotions, or transfers within organizations that fall under the ordinance’s scope. 

    Key Requirements for Employers 

    Employers who are covered by this new ordinance must adhere to two core obligations: 

    1. Salary range disclosure: Employers are now required to disclose the salary range or pay scale for any open position in job postings. This range must reflect what the employer reasonably expects to pay for the position, taking into account internal compensation structures and market rates. This applies to postings for new roles, internal promotions, and transfers.
    2. Ban on salary history inquiries: Employers may no longer request or rely on an applicant’s wage or salary history when making hiring decisions. That means removing questions about prior compensation from applications, interviews, and background checks. Employers also cannot retaliate against applicants who choose not to disclose their salary history voluntarily. 

    Why This Matters 

    Pay transparency laws are part of a growing national movement to close gender and racial wage gaps. Historically, basing offers on past salary can perpetuate inequities, especially for women and people of color. By requiring employers to publish salary ranges and disregard salary history, Cleveland’s ordinance seeks to level the playing field for all job seekers. 

    Steps Employers Should Take Now 

    With the ordinance taking effect in late 2025, employers have a limited window to get their processes in order. Here are key steps to consider: 

    • Review and update job postings: Ensure every job listing includes a legitimate and reasonable salary range that reflects internal standards and market data. 
    • Eliminate salary history questions: Remove any questions about previous compensation from applications, interviews, and screening processes. Update related templates and forms accordingly. 
    • Revise internal policies: Update employee handbooks, hiring policies, and manager training materials to align with the ordinance. Clear guidance helps ensure compliance across all levels of the organization. 
    • Train HR and hiring teams: Provide focused training on the ordinance to recruiters, managers, and anyone involved in the hiring process so they understand what can and cannot be asked. 

    How GMS Can Support Compliance and Recruiting Success 

    Cleveland’s new pay equity ordinance is part of a larger trend taking hold across the country. From California to New York, and now right here in Ohio, more cities and states are adopting salary transparency laws and restricting the use of salary history in hiring. For employers, this means staying compliant isn’t just a one-time effort; it’s an ongoing process that requires attention to local, state, and federal employment regulations. 

    At Group Management Services (GMS), we support businesses nationwide by helping them navigate complex and evolving compliance requirements, no matter where they operate. Whether you’re hiring in Cleveland, Chicago, or across multiple states, we can help you: 

    • Craft legally compliant and competitive job descriptions 
    • Update employee handbooks to reflect city- or state-specific mandates 
    • Align recruitment strategies with pay transparency laws 
    • Train your HR and hiring teams to follow best practices and avoid risk 

    Don’t let local ordinances catch you off guard. With GMS as your partner, you can focus on growing your business while we handle the heavy lifting of compliance everywhere you hire. 

  • In hopes of modernizing labor communication, Ohio Governor Mike DeWine signed Senate Bill 33, otherwise known as the “Law Poster Bill,” on April 25th, 2025. This new legislation requires employers to post specific state labor law notices electronically or on an online resource, as long as they are accessible to all employees. Continue reading to learn about this new legislation and how it will impact your business.

    What is Senate Bill 33?

    In the past, Ohio employers were required to post physical labor law notices throughout the workplace, in common areas such as breakrooms, or on bulletin boards. But, as businesses continue to rely on technology for communication and efficiency, lawmakers believe that utilizing an additional communication method will help employers quickly showcase important labor updates and notices to employees, ensuring safety and compliance.

    Specifically, Senate Bill 33 covers six state-level labor law notices required by Ohio law:

    • Ohio Minor Labor Law Notice: Outlines restrictions on the employment of minors 
    • Ohio Civil Rights Law Notice: Summarizes the rights of Ohio workers regarding equal opportunity and discrimination in the workplace.
    • Ohio Workers’ Compensation Notice: Provides employees with information on filing workers’ compensation claims and how to access benefits. 
    • Ohio Minimum Fair Wage Standards Law Notice: Details Ohio’s wage and overtime laws.
    • Ohio Prevailing Wage Law Notice: Provides details on current public works projects.
    • Ohio Public Employment Risk Reduction Program (PERRP) Notice: Lists requirements for public sector employment.

    What Employers Should Know

    Under Senate Bill 33, employers must post labor law notices on the company’s intranet, internal website, or an HR portal such as a human resources information system (HRIS). This law changes how Ohio employers will share information on any changes to minimum wage, overtime rules, civil rights protections, public employment risk reduction, and workers’ compensation laws.

    Employers should also be aware that this law goes into effect on July 20th, 2025, giving business owners enough time to develop a plan for managing this transition. Employers should also consider sending a company-wide communication alerting upper-level leadership and employees about the law change and providing educational content to help them understand what is expected of them and how to ensure compliance. 

    Ensure Compliance with Group Management Services

    While Senate Bill 33 provides new flexibility, it also brings new responsibilities for Ohio business owners. Employers must ensure digital postings are placed on a secure, reliable platform that all employees can access, and clearly communicate any changes to employees.

    As a business owner, worrying about regulatory compliance isn’t why you started a business. That’s where a certified professional employer organization (CPEO) like Group Management Services (GMS) can help. GMS’ team of experts can help your company stay on top of any regulatory changes that pass. Whether you need help auditing your business processes, ensuring compliance, or streamlining your internal processes, GMS can help you improve business operations, save money, and reduce stress.

    Learn more about GMS today!