Benefits built for Hospitality
Affordable group coverage for hotels, restaurants, and food-service operators with high-turnover teams.
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Why hospitality is different
Hospitality runs on people, and keeping good people is one of the hardest parts of the business. Hotels, restaurants and caterers work on thin margins, schedules change by the week, and a strong server, cook or housekeeper can walk across the street for a small raise. Benefits are one of the few tools that make a team want to stay.
We design packages for how hospitality actually works: a salaried core of managers and chefs, a larger hourly crew with shifting hours, and seasonal peaks. The goal is coverage that is simple to explain on a busy shift, affordable for the business, and genuinely useful to the people who use it.
Who works in hospitality?
Restaurants, hotels, bars and catering companies tend to have younger teams, a high share of part-time and tipped employees, and real turnover. A small salaried management group sits on top of a large, shifting hourly staff, and some businesses swell during tourist season. Many workers are focused on take-home pay first, so benefits have to feel simple and worth it.
Which plans usually fit, and why?
- A group plan for managers and full-time staff, paired with low-cost options for part-timers, is a common starting point.
- A QSEHRA (under 50 full-time equivalents) or an ICHRA can give hourly staff a tax-free allowance toward an individual plan. Employees choose a plan that fits them, and you control the budget.
- Voluntary benefits like dental, vision and accident coverage cost the employer little and give hourly workers something tangible.
What compliance rule should you know?
Hospitality employers near 50 full-time equivalents need to watch ACA rules closely. The ACA lets employers use a look-back measurement period for variable-hour and seasonal employees, and it has a specific definition of a seasonal worker. Using those rules correctly decides who must be offered coverage and helps you avoid surprise penalties. Tips count toward wages for some affordability calculations, which is worth reviewing with your payroll provider.
Tired of losing good servers and housekeepers? Let's design benefits that help them stay.
Get a Free QuoteWe understand your challenges
- Seasonal and tipped-wage staff
- Variable hours and eligibility
- Tight margins on labor costs
How we help
- Flexible eligibility tiers for hourly staff
- Budget-friendly HMO and HSA options
- Voluntary benefits employees can opt into
The coverage starts with you, but it stays with them.
Employees can keep their benefits for as long as they want — even if they move to a new job.
Frequently asked questions
Can tipped employees be covered?+
Yes — eligibility is based on hours worked, not how compensation is reported.
How do we handle seasonal hiring?+
We design plans with measurement periods that match your season so coverage flexes with your team.
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