Hospitality Insurance, Benefits and Risk Advisory

Hospitality commercial lines programs require coordination across property, general liability, liquor liability, commercial auto and umbrella layers that standard market structures rarely address as a unified program. For hotels and resorts, property schedules must account for coastal and weather-exposed assets, business interruption tied to revenue per available room (R evPAR) and average daily rate (ADR) calculations and equipment breakdown exposures that extend closures. For restaurants and bars, liquor liability capacity has become the defining program design challenge as dram shop exposure generates both frequency and severity claims in jurisdictions with strict statutory frameworks.

HUB's market relationships and program scale provide access to carriers and capacity structures that individual operators cannot access independently. For franchise groups, HUB Franchise Insurance Solutions simplifies compliance with franchisor certificate requirements across multi-unit portfolios. For larger operators, HUB provides umbrella and excess capacity through collective purchasing. Risk Advisory & Claim Services

Hospitality risk management spans slip-and-fall prevention, human trafficking detection training, food safety protocol design, Americans with Disablities Act (ADA) compliance advisory for physical and digital properties, workplace violence preparedness and fleet safety management for hotel shuttle and restaurant delivery operations. HUB's Risk Services team works alongside hospitality operators before incidents occur, designing safety programs, running benchmarking analytics to identify loss drivers and building the documentation that supports carrier negotiations at renewal.

When incidents do occur, HUB's claims advocates manage the process from first report through resolution. For complex claims — weather-related property losses, multi-party liquor liability judgments, cyber breach response — HUB's specialists coordinate between carriers, legal counsel and remediation vendors to protect the outcome the operator needs rather than the outcome that is easiest for the insurer to close. Fleet risk management programs extend the same approach to hotel shuttle and restaurant delivery operations.

Attracting and retaining hourly workers in hospitality is among the most persistent operational challenges in the industry, and the hospitality employee benefits program is one of the few levers operators can pull. The HUB Hospitality Benefits Captive provides employers with greater cost stability and long-term control over benefits spend by pooling stop-loss risk across a group of hospitality businesses rather than absorbing it individually. For operators with high workforce turnover and limited HR infrastructure, the captive structure shifts benefits from an unpredictable annual expense to a managed financial position.

HUB's employee benefits advisors work alongside HUB's Commercial Insurance and Risk Services teams — so a workers' compensation claim reduction program, a return-to-work protocol and a benefits plan adjustment are coordinated rather than siloed. This integration matters most when labor pressure and insurance cost are both rising and operators need every decision to do more than one thing.

Hospitality operators face a disproportionately complex employment law environment: tip credit rules, tipped employee classification, wage-and-hour compliance under both FLSA and state statutes, sexual harassment exposure in service environments and ADA accommodation obligations for staff and guests. The volume of employment practices liability (EPL) claims in food and beverage and lodging is among the highest of any industry, and regulatory change — particularly around gig worker classification and minimum wage escalation — creates ongoing compliance gaps for operators who are not actively monitoring.

HUB's HR consultants help hospitality operators build the policies, training programs and documentation practices that reduce EPL frequency before claims are filed. For franchisees navigating franchisor HR requirements alongside state law, and for PE-backed portfolio companies managing employment practices across multiple jurisdictions, this advisory function is a direct margin protection tool.

Hospitality operators run their businesses in one of the most demanding employment environments around. Tip credit rules, tipped employee classification, wage-and-hour compliance under both the FLSA and state statutes, harassment exposure in service settings, and ADA accommodation obligations all create complexity that few other industries face. It's little surprise that employment practices liability (EPL) claims rank among the highest in food, beverage, and lodging. As regulations shift—particularly around gig worker classification and rising minimum wages—operators who aren't actively monitoring their obligations can quickly fall out of compliance. HUB's People & Technology Consulting team helps you stay ahead of these challenges, building the policies, training programs, and documentation practices that reduce EPL frequency before a claim is ever filed. Tip credit rules, tipped employee classification, wage-and-hour compliance under both the FLSA and state statutes, harassment exposure in service settings and ADA accommodation obligations create a level of employment law complexity most industries don't face. As a result, employment practices liability (EPL) claims in food, beverage and lodging rank among the highest of any industry. As regulations shift — particularly around gig worker classification and rising minimum wages — operators who aren't actively monitoring their obligations can quickly fall out of compliance. HUB's People & Technology Consulting team helps you stay ahead of these challenges, building the policies, training programs, and documentation practices that reduce EPL frequency before a claim is ever filed.

Our HR consultants bring services tailored to the realities of hospitality, including HR audits, a human resources compliance framework, employee training and development, and outsourced HR management. For franchisees balancing franchisor HR requirements alongside state law, and for PE-backed portfolio companies managing employment practices across multiple jurisdictions, this advisory function becomes a direct margin protection tool. Paired with HUB's Employment Practices Liability Insurance, it gives operators a proactive way to limit exposure, protect their people, and safeguard the bottom line.

Hospitality businesses with a stable core workforce — managers, chefs, senior operations staff and corporate employees — carry fiduciary obligations under qualified retirement plans that require the same rigor as any other regulated employer. For tribal-owned gaming and lodging operations, plan design must account for the specific legal and employment structure of sovereign nation-owned enterprises, where standard ERISA frameworks do not always apply in their conventional form. For PE-backed portfolio companies, retirement plan administration and cost management are evaluated alongside other operational metrics during diligence and post-acquisition integration.

HUB's retirement services advisors bring plan design expertise and fiduciary process support to hospitality employers who are managing workforce complexity alongside a regulated benefits obligation. This is a cross-practice capability that operates in direct coordination with HUB's employee benefits and HR consulting teams, supporting hospitality employers who are managing fiduciary obligations alongside a complex workforce.