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Done for you in 5 minutes.
Get a fully drafted, professional employment agreement tailored specifically for your hospitality staff. You'll walk away with a comprehensive contract covering job roles, compensation, shift expectations, and guest privacy protections.
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Running a hotel, boutique guest house, or bed and breakfast is a masterclass in details, and your team is the heartbeat of that experience. Whether you are hiring front desk hosts, housekeeping superstars, or night porters, a tailored employment contract is your most important tool for setting clear expectations from day one. You need this document the moment you decide to bring on any staff member—whether seasonal, part-time, or permanent—to protect your property, your guests, and your business reputation. A truly great hospitality employment contract goes far beyond standard HR templates. It clearly outlines shift flexibility to handle the unpredictable nature of guest arrivals, specifies strict standards for guest privacy and room security, and details exactly how tips, overtime, and uniform policies work. By laying out these operational realities in warm but legally precise terms, you build a foundation of mutual respect, ensuring your team feels valued while your high standards of guest service remain completely protected.
Yes, you can mandate holiday and weekend work as long as it is explicitly written into the employment contract. You must ensure that the overall hours worked comply with local working time regulations and that any premium pay rates or days off in lieu are clearly defined.
You must include a specific service occupancy clause in the contract stating that the accommodation is tied directly to their employment. This ensures that their right to occupy the room ends immediately when their employment terminates, avoiding standard tenant eviction processes.
The contract must state whether tips are kept individually, pooled via a tronc system, or managed by the business. It must specify that all distributions comply with national laws, which in many regions require one hundred percent of qualifying tips to be passed to staff without business deductions.
The contract needs a strict non-disclosure clause prohibiting staff from sharing guest names, room locations, or photos taken on the property. It should explicitly state that taking unauthorized photos or posting about high-profile guests on personal social media is grounds for immediate dismissal.
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