Massachusetts Workers' Comp Insurance for Hotels & Lodging

Massachusetts requires workers' compensation coverage no matter how many employees a business has or how many hours they work; there is no minimum headcount exemption for most employers. A specific carve-out applies to domestic workers, who must work at least 16 hours a week before coverage is required for them. See Mass.gov's workers' compensation insurance requirements page.

Common codes for this work include 9052 Hotel (Non-Restaurant Staff); 9058 Hotel Restaurant Employees; 9060 Country / Golf / Yacht Club. Massachusetts maintains its own classification system (WCRIBMA) rather than NCCI codes. The codes below are NCCI reference codes; your Massachusetts classification may carry a different number, and we match it during quoting.

LLC members, LLP partners, and sole proprietors are not required to carry coverage on themselves, though this exemption never extends to any employees they hire, who must still be covered. Corporate officers who own at least 25% of the corporation can request an exemption for themselves using the state's affidavit of exemption, but again, this doesn't exempt the corporation's actual employees. Because the exemption thresholds differ by entity type (a flat exclusion for LLC members/partners/sole proprietors versus a 25%-ownership test for corporate officers), it's worth confirming which rule fits a given ownership structure before assuming exemption applies.

An employer without required coverage can be issued a stop-work order that halts all business operations; paying $100 per day of noncompliance can avoid the order taking effect initially, but that daily penalty rises to $250 per day once the violation is confirmed after a hearing. Separately, failing to provide required coverage is a criminal offense carrying a fine of up to $1,500, up to one year of imprisonment, or both, with a corporation's president or treasurer personally liable; a repeat violation after notice is treated as an additional offense with its own fines and imprisonment. Noncompliant employers can also lose business licenses and permits, face a three-year debarment from state and municipal contracts, and have liens placed against their property for unpaid penalties (M.G.L. c. 152, § 25C).

Price is driven by payroll in each class code, the Massachusetts rates filed for those codes, your claims history (experience modification), and underwriting factors such as whether the property operates its own restaurant or food-service function; total payroll split between housekeeping, front desk, maintenance, and food service; housekeeping workload standards and equipment ergonomics. We compare carriers so you can see what you qualify for.

Complete one application and we compare up to 10 carriers in minutes, with the option to purchase online. A Live Certificate is included with your coverage, so proof of coverage is always live and shareable by text or email in seconds.

No — hotel restaurant employees are rated under their own classification, separate from the code covering housekeeping, front desk, maintenance, and management staff at the same property.

Housekeeping involves repetitive strain from bed-making and cleaning, back and shoulder injuries from pushing heavy carts, and awkward postures reaching under furniture and into bathtubs, all of which add up to a higher injury rate than desk-based or supervisory hotel roles.

Country clubs, golf, fishing, and yacht clubs fall under a related but distinct classification that reflects their own mix of recreational, dining, and membership-service staff.

Yes. Massachusetts requires coverage regardless of employee count or hours worked, with the only hours-based exception applying to domestic workers.

No. LLC members, LLP partners, and sole proprietors are exempt from coverage on themselves, though any employees they hire must still be covered.