Pricing
Transparent service-retainer pricing for Massachusetts restaurants
Retainer tiers
Flat monthly retainer, priced by restaurant size
Essentials
Independent, single location · up to 25 employees
$495
per month
- Payroll processing on your approved payroll platform
- Onboarding & documentation
- Handbook & HR advisory
- WOTC screening
One room, one owner, and a payroll cycle that currently lives in somebody's inbox.
Most popular
Growth
1–2 locations · 26–75 employees
$895
per month
- Everything in Essentials
- Customized handbook, annual update
- Priority HR advisory
- Quarterly compliance review
A second room, a real management layer, and enough turnover that onboarding is a weekly job.
Group
Small multi-unit, 3–10 locations · up to 300 employees
$1,795+
per month
- Everything in Growth
- Multi-location handbook consistency
- Dedicated HR contact
- Cross-location WOTC program management
Multiple rooms where the same policy has to hold in each one, and nobody owns that job full-time.
Enterprise (10+ locations or 300+ employees): custom quote.
What moves you between tiers
The six variables that actually drive the work
Active employees
Counted at onboarding and reviewed each quarter. Seasonal swings inside a band do not re-tier you — that is the point of a flat retainer.
Locations
Each room adds its own onboarding volume, manager intake, and posting requirements.
Legal entities
Two locations under one EIN is a different workload than two EINs. Entities are what actually drive payroll complexity.
Pay frequency
Weekly payroll is roughly twice the approval cycles of biweekly, at the same headcount.
Hiring and offboarding volume
A room turning 90% of its staff annually generates far more file work than one turning 30%.
Tipped workforce
Tip reporting, multiple pay rates, and tip-credit tracking add inputs to every cycle.
Before you compare quotes
What to check in any restaurant HR or payroll proposal
Is the fee per employee or flat?
A per-employee fee moves with your headcount, which in a restaurant means it moves with the season. BOHO’s retainer is flat inside a tier band — that is the main reason the model exists.
What is separate from the recurring fee?
Ask any provider to name every cost that is not in the monthly number. In your BOHO proposal, anything that sits outside the retainer is written down before you sign, not discovered later.
Who is the employer of record?
With a PEO, that changes. With BOHO it does not — your restaurant remains the sole employer. The full comparison is here.
Who prepares the payroll, and who approves it?
Software gives you a place to run payroll; it does not assemble your inputs. BOHO prepares the run and your named approver signs off before anything is submitted.
The commercial terms
What the retainer covers
The monthly retainer covers the services listed in your tier: payroll processing, onboarding and documentation administration, handbook support, HR advisory, and WOTC screening. There is no per-employee charge, and headcount movement inside your band does not change your bill.
Your written proposal is the document that governs scope and fees. Where anything on this page and your proposal differ, the proposal controls. Tiers are reviewed periodically rather than monthly, so a busy stretch inside your band does not trigger a re-price.
FAQ
Pricing questions
What is included in the BOHO monthly retainer?
The retainer is a flat monthly fee with no per-employee charge, and it includes payroll processing, onboarding and documentation administration, handbook support, HR advisory, and WOTC screening at the tier you select. Your headcount can swing with the season inside a tier band without changing your bill.
Do you charge per employee, or re-price when we get busy?
No per-employee fee. Restaurant headcount moves seasonally, and a per-head model punishes you for a good summer. Tiers are set by location count and employee band, reviewed periodically rather than monthly, so a busy stretch inside your band does not change what you pay.
Get a proposal scoped to your actual operation
Your restaurant remains the employer of record and approves payroll and employment decisions. BOHO is not a PEO, a staffing agency, or legal counsel.