Managed Payroll · Multi-Location Restaurant
Consolidated reporting across locations, per-location tip credit compliance in different states, high-volume W-2 production, and location-level P&L reporting. BEG manages all of it at $25-$45 per employee per month. Fully managed, no migration required.
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The Cost of Running It Yourself
How It Works
We map your location footprint, tip credit rules at each location, multi-state wage laws, and reporting needs by location and entity. You get a fixed monthly cost before anything changes.
We configure per-location payroll settings, state-specific tip credit rules, consolidated reporting structures, and per-location P&L reporting formats. No migration required.
Every pay cycle, every state filing, every per-location labor report, and every year-end W-2. Fully managed by BEG. Your GMs and operators touch nothing.
What BEG Handles
Multi-unit restaurant groups often operate under a holding company structure with individual LLCs or entities for each location. Payroll must be processed under the correct entity for each location, with the right state and local tax configurations applied at each site. BEG consolidates the oversight and management of payroll across all locations into a single managed process while maintaining the entity-level separation that your corporate structure and legal team require. Your leadership team sees one consolidated payroll function; your CFO sees clean per-entity financials.
Tipped minimum wage rules are set at the state level and vary significantly across the country. States like California, Minnesota, and several others require employers to pay the full minimum wage regardless of tips, meaning no tip credit is permitted. Other states allow a tip credit but set different cash wage minimums and different tip thresholds. Running the same tip credit configuration across a multi-state restaurant group puts locations in non-credit states in violation of state wage law. BEG configures tip credit rules independently for each location based on the state laws that apply there, and monitors state wage law changes that affect tip credit eligibility as the regulatory environment continues to evolve.
Restaurant operators manage labor as a percentage of revenue by location. Your CFO needs labor cost per location to match the P&L line. BEG produces per-location payroll reports that your GMs can use to manage labor cost against their revenue targets, and that your CFO can tie directly to the P&L without manual reconciliation. Location-level payroll reporting turns payroll data from a compliance output into a management tool your entire leadership team can act on.
Restaurant groups with locations across multiple states face a patchwork of minimum wage rates, overtime rules, predictive scheduling laws, and meal and rest break requirements that vary by state and sometimes by city. Seattle, San Francisco, New York City, and other jurisdictions have minimum wages significantly above the state floor. Predictive scheduling ordinances in Chicago, New York, and Philadelphia add premium pay requirements for last-minute schedule changes. BEG monitors applicable wage and hour laws at the state and local level for each of your locations and applies the correct rules to each location's payroll configuration as laws change.
Restaurant groups with high turnover across multiple locations produce large W-2 volumes at year-end, including for employees who worked briefly earlier in the year and have since moved on. Locating former employees, managing returned mail, correcting address errors, and meeting IRS and state W-2 filing deadlines is a significant administrative burden without a managed payroll partner. BEG manages the full W-2 production and delivery process for your entire multi-location roster (current employees and former employees alike) so your HR and accounting teams are not spending January catching up on paperwork from the prior year.
Comparison
| Capability | BEG Managed | In-House | Software Only |
|---|---|---|---|
| Consolidated multi-location processing | ✓ | Admin-heavy | Partial |
| State-by-state tip credit configuration | ✓ | Compliance risk | Self-service |
| Per-location labor reporting | ✓ | Manual reporting | Partial |
| Predictive scheduling compliance | ✓ | Expertise required | ✗ |
| High-volume W-2 production | ✓ | Admin-heavy | Self-service |
| Multi-state wage law monitoring | ✓ | Compliance risk | ✗ |
| No migration required | ✓ | N/A | Migration often required |
| Fixed all-inclusive monthly cost | ✓ | ✗ | ✗ |
The Math on Waiting
A restaurant group with locations in multiple states running the wrong tip credit configuration is accumulating back-wage exposure at every non-compliant location every pay period. The longer that configuration runs uncorrected, the larger the back-wage liability when a DOL audit or employee complaint surfaces it. Getting tip credit right across all locations now costs far less than the assessment you will face if you wait.
Your Next Transition Window
BEG transitions take 30-60 days. Restaurant groups that consolidate payroll management before adding a new location avoid carrying the wrong configuration into the new market. Every location you add to a properly managed structure is cleaner than fixing a problem after it has been running for two years across three states.
15 minutes. We scope your payroll, give you a fixed monthly cost, and show you what transition looks like.
FAQ
BEG configures tip credit rules independently for each location based on the state and local laws that apply at that site. States that prohibit tip credits get the full minimum wage configuration. States that allow tip credits get the correct cash wage floor and tip threshold for that jurisdiction. We monitor state wage law changes and update each location's configuration when laws change.
Yes. BEG produces per-location labor cost reports that your GMs can use to manage labor against revenue targets, and that your CFO can tie directly to the P&L without manual reconciliation. We format reports to match how your leadership team tracks location performance.
No. BEG operates as your managed payroll team inside your existing system. Migration is an option, never a requirement.
Everything: per-location payroll processing, tip credit compliance, multi-state tax filing, per-location reporting, year-end W-2 production, and dedicated BEG support.
BEG maintains entity-level separation in payroll processing while managing the whole group as a single consolidated function for your leadership team. Each location runs under its own legal entity with the correct EIN, state registrations, and tax configurations, and you get consolidated reporting on top of that structure without consolidating the entities themselves.
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