Employee Benefits FAQs

We provide you with a full benefits team. We save you time by consolidating all of your options and making a recommendation based on your company’s needs. We can also assist with any compliance areas you may have questions about, such as 5500s, 1094/1095s, and more.

Each group is reviewed to identify its unique situation and benefit needs. Our business model allows us to offer more options and provide ways to reduce your annual costs, while still maintaining control and coverage for your plan.  Request a quote to see what options are available.

GMS provides comprehensive benefit packages including, but not limited to, medical, dental, and vision coverage, as well as life, disability, critical illness and accident, legal, pet, auto, home, and additional voluntary benefits.

GMS offers group healthcare plans created solely for our GMS partners that brokers do not have access to. These plans provide more control, greater flexibility, and access to reporting to better understand and maintain costs year after year.

No. Your premiums are a separate cost. However, with the PEO model, we offer more options to reduce costs, increase flexibility, and give you more control over your plan.

Yes. Your designated benefits team will work with employees to explain available plan options and encourage proactive healthcare decisions to help keep costs down.

Typically, quotes are provided within 5-7 business days. Request a quote.

Yes. Economies of scale provide access to stronger plans and more competitive pricing than most stand-alone options.

Your company will have access to a dedicated healthcare team. If you have questions, you will know exactly who to contact.

A business that offers a comprehensive benefits package can set itself apart from competitors. An ideal benefits package should include:

• Group health insurance: Offering medical, dental, and vision insurance can help employees manage costs related to health and wellness.
• Life insurance: A group life insurance plan can provide financial protection to families and dependents, as well as spousal coverage.
• Retirement plans: A 401(k) or profit-sharing plan supports employees in planning for their financial future while encouraging long‑term retention.
• Paid time off (PTO): With paid time off built into salary earnings, vacation days, sick leave, and holidays give employees time to rest and fulfill personal obligations.

Employee benefits can vary based on company and location, but employees tend to prioritize health care, life insurance, and retirement plans when it comes to the most valued benefits. As a professional employer organization (PEO), GMS collaborates with employers to identify whuch benefits are the best suited for business and employee needs.

Both accounts provide a pre-tax contribution option through payroll to be used for benefit expenses such as deductibles and copays for health, dental, and vision.

An HSA is only available with a high-deductible health plan. This account has an annual contribution limit but does not have a lifetime maximum, is a credit-bearing account, and all unused funds roll over each year.

An FSA is available for medical, dental, vision, and dependent care expenses. Annual limits are set and must be used within a period specified by the company.

While a budget for employee benefits can differ depending on the individual business needs, employers should budget about 30% of an employee’s compensation for all benefits.

It is up to the individual employer, but we recommend using the PTO model, as opposed to vacation/sick days. We make suggestions and then help guide you on what would work best for your employees.

Yes. At GMS, your HR team will work with you to design and write vacation, PTO, sick time, and bereavement polices to cover both you and your employees.

Yes, we generate and send the necessary COBRA letters to anyone on our group-sponsored health plan. This is administered through GMS at no additional cost to you.

Yes. We offer an Employee Assistance Program (EAP). It’s available 24/7 for the employees of the client participants. Our plans also offer inpatient and outpatient rehabilitation for this type of assistance.

A Multiple Employer Plan (MEP) is different than a traditional 401(k) plan as it shifts fiduciary responsibilities from the employer to GMS. There are many other benefits of an MEP 401(k), including:

• Annual and mid-year nondiscrimination testing
• Employee eligibility tracking
• Distributing processing
• Form 5500 filing
• Contribution limit tracking
• Participant statements
• Compliance and legislative supervision
• Loan processing
• Audit costs

No. This is one of the greatest benefits of taking advantage of our 401(k) plan. We take on complete fiduciary responsibility.

We work with Transamerica for our 401(k) plan.

No, employers are not required to offer a company match. The flexibility of our plan is one of the key benefits that makes it an attractive option.

Yes. Employees retain full control over how their funds are invested. Our financial advisors are available to meet with employees and provide guidance to support their investment decisions.

Yes. You may retain your current 401(k) or IRA; however, you will be responsible for all contributions and any required testing. With GMS’s multiple-employer 401(k) plan, GMS assumes responsibility for these administrative and testing requirements.