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Industry — Restaurants & Hospitality

HR for hospitality's hardest realities

Hospitality runs on the highest-turnover, most wage-and-hour-exposed workforce in the economy: tipped, hourly, often young, frequently multi-location. The HR risk is constant and the margins are thin. We handle the side of the business that bites hardest.

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The restaurants & hospitality reality

Where restaurants & hospitality HR actually breaks

01
Tip compliance
Tip credits, tip pools, and the line between tipped and non-tipped work are among the most litigated areas in employment law. One mistake across a large hourly staff scales into a painful class claim.
02
Relentless turnover
Hospitality turnover routinely tops 70%. Every departure is recruiting, onboarding, and training cost again — and without systems, you're rehiring the same seats endlessly.
03
Scheduling & overtime
Variable schedules, split shifts, and predictive-scheduling laws in some cities make overtime and scheduling compliance a constant moving target.
04
Minors & multi-location
Many hospitality employers staff minors (with strict hour and task rules) across multiple locations — multiplying the compliance surface and the chance of a costly slip.
Our approach

What hospitality operators need from HR

Hospitality HR lives or dies on wage-and-hour precision at scale. You need airtight tip-credit and tip-pool practices, overtime that's calculated correctly across split and variable shifts, child-labor compliance where you employ minors, scheduling that respects local predictive-scheduling laws, and onboarding fast enough to keep up with turnover. We build the systems that keep a high-volume hourly workforce compliant and reduce the turnover that's quietly eating your margin.

Most relevant services

What we focus on for restaurants & hospitality

Payroll & BenefitsCore service HR ComplianceCore service Employee OnboardingCore service Terminations & OffboardingCore service All servicesSee the full list
Common questions

Restaurants & Hospitality HR FAQ

How do you handle tip compliance?

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We set up compliant tip-credit and tip-pool practices, draw the line correctly between tipped and non-tipped work, and make sure tipped employees still clear minimum wage after the credit. Tip compliance is one of the most litigated areas in wage-and-hour law, so we treat it as a priority for any restaurant client.

Can you help reduce restaurant turnover?

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Yes — with fast, repeatable onboarding, clear expectations, manager coaching, and retention practices aimed at the real reasons hospitality staff leave. You won't eliminate turnover, but reducing it even modestly across a large hourly staff is a meaningful margin win.

Do you handle scheduling and overtime compliance?

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We handle the compliance layer — correct overtime on split and variable shifts, and predictive-scheduling (Fair Workweek) rules where your city has them. We work alongside your scheduling tool to make sure the labor practices behind it are compliant.

What does fractional HR cost for a restaurant group?

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Retainers start at $1,800/month, with most multi-location operators on the $3,500/month Growth package. Given hospitality's wage-and-hour exposure, the cost is small relative to a single avoided class claim.
Get started

Ready for HR that gets your industry?

Book a free 30-minute HR Assessment. We'll look at your business, find your biggest exposure, and tell you what to prioritize — no pitch, no obligation.

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