Hospitality

CoAd for Hospitality. Built for you.

You focus on taking care of your guests. We take care of your payroll and HR.

Why

You keep your hospitality establishment running, and then some

We know what you're up against running a hospitality business, thin margins, constant turnover, and a schedule that never stops. Between shift changes, multiple pay rates, and labor laws that shift by state and business size, staying compliant can feel like a full-time job on top of the one you already have. CoAd handles it, so you can stay focused on providing a great experience to your guests.

65%

65% of surveyed hotels reported staffing shortages, and 71% had open positions they were unable to fill despite actively recruiting.

~5 hours

Small-business owners can spend nearly five hours each pay period preparing and managing payroll, taking valuable time away from running the business.

5.5%

Accommodation and food services averaged a 5.5% monthly employee separation rate in 2025, roughly 67% higher than the overall U.S. workforce rate of 3.3%

https://www.ahla.com/news/65-surveyed-hotels-report-staffing-shortages

https://news.bloombergtax.com/payroll/survey-small-business-owners-misjudge-time-to-prep-payroll

https://www.bls.gov/news.release/jolts.t20.htm

Features for Hospitality

Focus on delighting your guests, let us handle the rest.

Workers’ Comp, Handled

Get discounted coverage and hands-off protection for your staff and your hospitality organization, whether you only need insurance coverage or want full PEO support.

Access competitive pay-as-you-go workers' comp rates without large upfront premiums.

Stay ahead of WC compliance requirements so you're never caught off guard by an audit or filing deadline.

Let us manage claims from start to finish when you're in a PEO relationship.

ACA Compliance, Managed for you

Stay ahead of ACA measurement periods, eligibility tracking, and IRS reporting, even with a workforce of part-time, seasonal, and variable-hour employees across multiple locations.

Automate eligibility tracking and measurement periods, even across full-time, part-time, and seasonal staff.

Stay ahead of IRS reporting requirements with 1094-C/1095-C filing handled for you.

Avoid the penalties and audit exposure that come from missed ACA deadlines, one of the most overlooked compliance risks in the industry.

Flexible Benefits, Built to Work for You

Under a PEO relationship, choose benefits options that actually fit your hospitality business, we'll help you stay ACA compliant with coverage that works for your team and your budget.

Choose from flexible, ACA-compliant plan designs, so you're covered without committing to a one-size-fits-all corporate benefits package.

Offer earned wage access and other ancillary benefits that give employees financial breathing room and give you a reason they stick around.

Let us manage enrollment and carrier relationships, so benefits stay off your plate entirely.

Reviews

What CoAd customers are saying

Employees

"My life has been made easier. I’m very happy with the time savings CoAd Pay and eRSP have brought to the business."

Sandra Kinney

RN, BSN, Co-founder

Home Health and Caregiving

Employees

“Our staffers come from both Pennsylvania and Delaware. That means paying taxes to a variety of states and municipalities with different tax regimes."

Karen DeRasmo

Owner

Food Service

FAQ

Got questions?
We have answers.

Everything you need to know before you get started.

Payroll Software FAQs

Can your payroll system handle employees who work multiple roles at different pay rates?

How do you calculate overtime when an employee works in more than one role during the same week?

We handle blended (weighted average) overtime calculations automatically when staff move between roles or pay rates within the same workweek, one of the most commonly miscalculated (and litigated) areas in the industry.

Can staff access pay stubs, tax forms, and direct deposit info themselves?

Yes, employees get self-service access to pay stubs, W-2s, and direct deposit settings, reducing the number of routine payroll questions your managers have to field.

How often can we run payroll, and can different employee types be on different schedules?

Payroll frequency is flexible, and you can run different schedules for different employee groups if needed, without added complexity on your end.

PEO Offering FAQs

Is a PEO right for a small restaurant, or only larger multi-location operators?

Can you handle multi-state or multi-location HR and compliance?

Yes. Multi-location operators deal with different wage laws, tip credit rules, and labor requirements in every jurisdiction they operate in. As your PEO partner, we consolidate that complexity so you're not managing separate systems or vendors location by location.

How do you handle payroll taxes and filings across multiple locations?

We manage state and federal payroll tax filings on your behalf, including SUI/SUTA where applicable, which matters most for multi-location operators, since filing requirements can vary significantly by state.

How do you help us stay ACA compliant?

We track eligibility and measurement periods automatically, even across a workforce of full-time, part-time, and seasonal staff, and handle IRS reporting (1094-C/1095-C) on your behalf, so you're not tracking it manually or missing a deadline.

What if we just need coverage that satisfies ACA, not a full benefits package?

That's exactly what we build for. Our plans are flexible and priced to fit your margins, so you're not paying for coverage your team won't use, you can also add optional extras like financial wellness or telehealth if you want them.

How does workers' comp work if we're not ready for a full PEO relationship?

You don't have to choose all-or-nothing. We offer pay-as-you-go workers' comp so you get competitive rates and coverage without a large upfront premium, and you can layer on full claims management and WC compliance support later if you move into a PEO relationship.

What happens to our current benefits if we switch to a PEO?

You have flexibility here. Many operators move to the PEO's benefits options to take advantage of pooled buying power across clients, but you can also keep your own existing benefits plans if you prefer. We'll walk through both paths and show you what's available before you make any changes.

Will switching to a PEO affect our staff's employment status?

No. Employees keep their same jobs, roles, and reporting structure. Under a PEO's co-employment model, we handle the administrative employer responsibilities (payroll, benefits, compliance) while you continue directing day-to-day operations.

What happens if we run payroll incorrectly and it triggers a wage-and-hour claim, can you help?

As your PEO partner, reducing that risk in the first place is the goal, automated tip credit, overtime, and multi-rate calculations are built to keep every pay period compliant. If a wage-and-hour question does come up, HR advisor support is available to help you navigate it.

How quickly can we onboard new hires, especially during high-turnover periods?

Streamlined onboarding means new hires can be entered, trained, and paid accurately from their first shift. Which matters most in an industry where turnover is constant and managers can't afford onboarding delays.

Let’s get to work

Your team. Your needs.
HR that’s built for you.

HR is full of choices. We’ve got a plan that’s right for you.

Get Started

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