Restaurants, hotels and food services companies have many challenges — not least among them payroll and HR. Cook up a better way of doing business with our solutions that help you track hours across multiple locations, manage turnover and simplify the benefits process.
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Nothing in the hospitality industry is more important than time. We get that —it’s why our solutions are designed to be intuitive and easy to use. We cover all the complexities inherent to the industry, so you can confidently turn tables and rooms.
Find the best people for your business and reduce turnover through leading recruitment tools, workforce analytics, best-in-class benefits and retirement solutions.
Your workers are your lifeblood. Make their lives easier and build loyalty with flexible payment options, employee engagement tools, development training and more.
When it comes to compliance, the heat is always on. We’ll help keep you in the clear with wage and hours updates, ACA management and workers’ compensation.
Spend less time on administrative tasks and more time where you’re most needed in front or back of house. Put a dent in your to-do list with our solutions that integrate time and labor, payroll and HR systems.
Turnover’s a fact of life in the restaurant industry, but our talent toolset can help you in a number of different ways:
With a high number of employees, wages and hours all in flux, running restaurant payroll can be a headache. Our solution makes it easy to:
Hours are everything for you and your employees. ADP’s time and attendance tools help you manage hectic, ever-changing schedules and staffing challenges.
Catching compliance mistakes before they occur can help to keep your doors open. From catching wage errors to finding tax credits, our solutions are built to help keep you meet your compliance obligations.
You and your employees are never in one place for long, so we make managing things from your mobile device easier than ever.
ADP clients can easily find, try, buy and build solutions to help streamline how they manage HR and run their business.
Apps for Your Business
Find, try and buy apps to help solve your biggest HR challenges, including time tracking & scheduling, workforce management, financial wellness, and more.
Pre-Built Integrations
Automatically and securely connect your employee data between ADP and your existing HR software — with no coding or IT help needed. Quickly integrate ADP with popular solutions for recruiting, time-tracking, benefits and more.
Data Integration Made Easy
Securely integrate your ADP worker data with your HR and business systems. ADP API Central gives developers instant access to the ADP APIs, tools and resources they need to quickly and easily build a customized HCM ecosystem.
Take a self-guided demo
Click through our self-led demo to see how easy payroll and HR can be.
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See packages for your business size
Essential Payroll
Perfect for startups and established companies that simply need payroll, taxes, and compliance they can trust.
Enhanced Payroll
Adds powerful capabilities on top of payroll, such as garnishment payment service, SUI management, background checks, and job posting through ZipRecruiter®1.
Complete Payroll & HR+
Includes ADP’s latest HR tools such as live HR support, employee handbook wizard, proactive compliance alerts, HR guidance and forms, and a job description wizard.
HR Pro Payroll & HR
Offers a comprehensive suite of HR tools such as a proactive HR support team, employer/employee training, business advice, and legal assistance from Upnetic Legal Services®2.
Plus
Everything included in our "Select" package and streamline benefits administration with time-saving technology.
Premium
Everything included in our "Plus" package and automated time-tracking with Time and Attendance.
MEET OUR CLIENTS
If I had to hire someone to do all this for me, it would be costing me a fortune. There’s so much that can go wrong when it comes to payroll, there’s no good reason to try to do it yourself. I would tell anyone starting their own business that they absolutely have to hire ADP.
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Cody Pellerin Owner, Americano Lounge
MEET OUR CLIENTS
One of the coolest things ADP has allowed us to do as a small business is to offer our employees health benefits. We had the goal to be able to offer benefits by the time our company reached five years old. Because of ADP’s help, we were able to meet this goal.
Sarah and Shawn Pritchett Co-Owners, Ragamuffin Coffee Roasters
MEET OUR CLIENTS
We determined that over 70 percent of our employees were looking at the ADP mobile app on a regular basis, and so we've used this to stay in contact with them, to put out information that's meaningful to them and make sure that we've got that solid connection.
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Laura Sorensen Chief People Officer, First Watch Restaurants Inc.
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In some cases, employers in the restaurant industry can apply tips to satisfy a portion of their minimum wage obligation. This is known as a tip credit and it’s calculated by subtracting the minimum cash wage from the federal minimum wage. If employees don’t earn enough tips to reach the minimum wage, then the employer is required to pay them the difference. Note that state minimum cash wage and maximum tip credits may differ and certain states prohibit tip credits.
Restaurants, like other businesses, are required to keep payroll records, such as pay statements, time records, Forms W-4, etc. In addition, restaurant employees must track their daily tips and provide their employer with a monthly tip report for any month in which their total tips received was $20 or more. They may use IRS Form 4070 for this purpose or custom forms and electronic systems supplied by their employer.
Employees are entitled to keep any tips they receive unless they’ve entered into a valid tip-sharing, or “tip pooling,” arrangement with their coworkers. The Fair Labor Standards Act (FLSA) doesn’t limit contributions to tip pools, but an employer must notify employees in advance if there is a minimum contribution requirement. Additionally, employers may only claim tip credits on the amount of tips an employee actually receives from the tip pool.
Yes, employers must pay their portion of Social Security and Medicare taxes, as well as unemployment tax, based on their employees’ earned wages and total reported tips.
Anyone who regularly receives more than $30 per month in tips is considered a tipped employee. Examples include bartenders, waiters, valets and gaming dealers. More recently, the federal government has allowed other types of workers, such as janitors and dishwashers, to begin receiving tips through tip pools, provided certain requirements are met. Some states, however, still restrict tip pooling agreements only to those who customarily receive tips.
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