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Employers must pay hospitality workers at least the federal or state minimum wage, whichever is higher.

Hospitality employers must pay nonexempt employees overtime at a rate of 1.5 times their regular rate for hours worked beyond 40 in a workweek.

Employers must correctly classify workers as employees or independent contractors and comply with pertinent laws.

Employers in hospitality must provide a workplace free of discrimination based on race, color, religion, sex, national origin, age, disability, or genetic information.

Hospitality employers are responsible for preventing and addressing sexual harassment in the workplace.

Employers must provide reasonable accommodations to qualified employees with disabilities, unless it causes undue hardship.

Eligible employees are entitled to take unpaid, job-protected leave for specified family and medical reasons.

Employers must provide a workplace free from recognized hazards likely to cause death or serious physical harm.

Employers must ensure that all employees, regardless of nationality, are legally authorized to work in the United States.

Employers must adhere to state-specific laws regarding break and meal periods for employees.

Employers can enforce dress codes and uniforms but must consider costs and potential discriminatory effects.

Employers can terminate at-will employees at any time without cause but cannot violate anti-discrimination laws or contractual obligations.

Employees have limited privacy rights in the workplace, but employers must respect those rights regarding personal belongings and personal information.

Employers can require tip pooling, but there are restrictions on who may participate and how tips are distributed.

Depending on the size of the business and other factors, employers may be required to offer health insurance and other benefits to full-time employees.

While PTO is not required under federal law, employers who offer it must do so in a manner that does not discriminate.

Employers must ensure compliance with laws on serving alcohol, including server ages, licensing, and training on responsible service.

Employers must allow employees to take time off for jury duty and may not penalize them for doing so.

Employers must comply with federal and state restrictions on hiring minors and their working hours.

Employers should provide employee handbooks outlining workplace rules and policies, ensuring consistency and legal compliance.

Employers must recognize employees' rights to unionize, collectively bargain, and engage in concerted activities for mutual aid or protection.

Employers in the hospitality industry are required to provide adequate safety training to employees.

Employers must display official labor law notices in conspicuous areas accessible to all employees.

Employers cannot retaliate against employees who exercise their rights under employment laws or report violations.