Restaurant Payroll Tax Problems: Common Issues, Solutions, and Prevention Strategies

Restaurant payroll tax problems create serious financial and legal consequences that can threaten business viability. The IRS and state tax agencies aggressively pursue payroll tax violations because these taxes represent money withheld from employee paychecks that belongs to the government, making non-payment particularly serious in their view. Unlike income taxes owed by the business itself, payroll tax obligations carry personal liability for owners and can’t be discharged in bankruptcy.

The restaurant industry faces elevated payroll tax risk due to several factors. Cash-intensive operations create opportunities for underreporting. Tip income adds complexity to calculations and reporting. High turnover generates constant Form W-2 filing requirements. Tight profit margins tempt some operators to delay tax deposits when cash flow becomes tight. These industry-specific challenges combine with general payroll complexity to create frequent violations that trigger penalties, interest, and potential criminal prosecution.

This guide identifies the most common restaurant payroll tax problems, explains their consequences, and provides solutions for both fixing existing issues and preventing future violations. Whether you’re currently facing tax problems or want to ensure compliance, you’ll find practical guidance for protecting your business from payroll tax liability.

Understanding Payroll Tax Obligations

What Restaurants Owe

Restaurant payroll tax obligations include multiple federal and state taxes with different calculation methods, deposit schedules, and reporting requirements.

Federal Income Tax Withholding requires calculating and withholding tax from employee wages based on their W-4 elections. You hold this money in trust for the government and must deposit it on the required schedule.

FICA Taxes include Social Security at 6.2% of wages up to the annual wage base ($160,200 for 2023) and Medicare at 1.45% of all wages. You withhold these amounts from employee pay and also pay matching employer portions, effectively doubling the FICA obligation.

Federal Unemployment Tax (FUTA) at 6% of wages up to $7,000 per employee annually, reduced to 0.6% if you pay state unemployment taxes timely. This employer-only tax isn’t withheld from employee wages.

State Income Tax Withholding in most states requires calculating and withholding state income tax from employee wages. The calculation methods and rates vary significantly across states.

State Unemployment Insurance (SUI) rates vary by state and your experience rating. New employers typically pay higher rates until they establish a claims history. Your rate depends on the number of former employees who claim unemployment benefits.

Local Taxes in some jurisdictions add city or county income taxes with separate withholding, deposit, and reporting requirements. These create additional complexity for restaurants in markets like Ohio, Pennsylvania, and Maryland.

Why Restaurants Get Into Trouble

Several factors make restaurants particularly vulnerable to payroll tax problems compared to other industries.

Cash flow challenges in an industry with notoriously thin profit margins tempt operators to delay tax deposits when money gets tight. Using payroll tax money to cover operational expenses creates a dangerous spiral that often ends in serious debt.

Tip income complexity creates calculation and reporting challenges that many restaurants struggle to handle correctly. Misunderstanding tip reporting requirements, tip credit rules, or service charge treatment leads to tax calculation errors.

High employee turnover generates constant W-2 filing requirements and increases the workload of maintaining accurate employee records. Missing W-2 filing deadlines or filing incorrect forms triggers penalties that compound quickly.

Owner inexperience with payroll tax obligations causes many violations. First-time restaurant owners often don’t understand the serious personal liability they face for unpaid payroll taxes until problems emerge.

Inadequate systems that don’t properly track tips, calculate taxes, or maintain required records create compliance gaps that become violations during audits. Using manual processes or inappropriate software increases error risk.

Common Payroll Tax Problems

Late or Missed Tax Deposits

Failing to deposit withheld payroll taxes on schedule creates the most common and potentially most serious restaurant payroll tax problem.

Deposit schedules depend on your total tax liability. Most restaurants follow semi-weekly schedules requiring deposits within three business days of payroll. Smaller employers may qualify for monthly deposits. The schedule is determined by your lookback period showing total taxes reported in a prior year.

Penalties for late deposits escalate based on how late payment arrives:

• 2% penalty for deposits 1-5 days late
• 5% penalty for deposits 6-15 days late
• 10% penalty for deposits more than 15 days late
• 15% penalty for deposits still unpaid 10 days after IRS notice

These penalties apply to the unpaid amount, so they grow as the liability increases. A restaurant owing $50,000 in payroll taxes deposited 20 days late faces a $5,000 penalty plus interest.

Trust fund recovery penalty applies when you willfully fail to deposit withheld taxes. This penalty equals 100% of the unpaid withholding and makes responsible individuals personally liable. The IRS pursues business owners, officers, and sometimes managers who had authority over tax payments.

Criminal prosecution becomes possible for willful failure to pay payroll taxes, with potential penalties including fines up to $10,000 and imprisonment up to five years. The IRS pursues criminal charges in egregious cases involving substantial amounts or repeated violations.

Misclassifying Workers

Treating employees as independent contractors avoids payroll taxes but creates massive liability when the IRS or state agencies reclassify workers.

Why restaurants misclassify often stems from misunderstanding rather than intentional tax evasion. Some operators believe that workers who set their own schedules or work part-time qualify as contractors. Others follow advice from other restaurant owners who incorrectly classify workers.

IRS classification tests examine the degree of control over the worker, financial arrangements, and the relationship type. Common-law employees who you control regarding what work is done and how it’s performed must be treated as employees regardless of how you label them.

Consequences of misclassification include back payment of all employment taxes (both employer and employee portions), penalties for failure to withhold, interest on unpaid amounts, and potential penalties for failure to file Forms W-2 and 941.

Voluntary classification settlement program allows self-correction through paying reduced amounts (approximately 10% of what would be owed) if you qualify and apply before audit. This program provides an alternative to full liability during classification disputes.

Tip Reporting Violations

Mishandling tip reporting and taxation creates frequent restaurant payroll tax problems with serious consequences.

Unreported cash tips that employees don’t report to you still create tax obligations. If the IRS determines employees underreported tips, you may face penalties for failing to withhold and deposit taxes on unreported amounts even though you didn’t know about them.

Form 8027 requirements for large food and beverage establishments mandate annual reporting of tip income and allocated tips. Failure to file this form or filing with significant errors triggers penalties and potential audits.

Tip allocation requirements apply when reported tips fall below 8% of gross receipts. You must allocate additional tips among employees for reporting purposes, though you don’t withhold taxes on allocated tips unless employees actually received unreported amounts.

Service charges versus tips confusion leads to tax errors. Mandatory service charges aren’t tips under federal law and must be treated as regular wages subject to income and payroll tax withholding. Many restaurants mistakenly treat service charges as gratuities.

FICA tax on tips requires you to withhold and pay FICA taxes on all reported tips, not just tips paid through your system. Employee-reported cash tips create FICA obligations even though you didn’t directly pay them.

Incorrect Tax Calculations

Mathematical errors in calculating payroll taxes create underpayment that triggers penalties plus interest on shortfalls.

Social Security wage base limits change annually, but some restaurants fail to update their systems, resulting in over-withholding (which requires correction and refunds) or under-withholding (creating shortfalls and penalties).

Additional Medicare tax at 0.9% applies to employee wages over $200,000 annually but isn’t matched by employers. Some systems incorrectly apply employer matching or fail to withhold the additional tax.

State tax calculation errors from using wrong tax tables, incorrect withholding formulas, or outdated rates create compliance problems. State tax rules change more frequently than federal rules, requiring regular updates.

Overtime and bonus impacts on regular rate calculations for tipped employees create complex scenarios that many restaurants calculate incorrectly. Tip credit calculations for overtime or bonuses require careful attention to detail.

Missing or Incorrect Forms W-2

Form W-2 filing problems generate per-form penalties that escalate based on how late you file corrections.

Filing deadlines require providing W-2s to employees by January 31 and filing copies with the Social Security Administration by the same date (with limited extensions for paper filing). Missing these deadlines triggers automatic penalties.

Penalty structure for late W-2 filing:

• $50 per form if filed within 30 days of deadline
• $110 per form if filed 31+ days late but before August 1
• $280 per form if filed on or after August 1
• $570 per form for intentional disregard

For a restaurant with 50 employees, filing W-2s 45 days late costs $5,500 in penalties alone, not counting any underlying tax issues.

Incorrect information on W-2s including wrong Social Security numbers, incorrect wage amounts, or mathematical errors requires filing Forms W-2c to correct. The SSA increasingly flags mismatches between W-2s and their records, triggering notices requiring explanation.

Mismatched names and SSNs create problems for both you and employees. The SSA won’t properly credit earnings to employee records when information doesn’t match, affecting their future Social Security benefits while creating compliance issues for you.

State Tax Problems

State payroll tax issues often emerge separately from federal problems, creating additional liability.

Unemployment insurance disputes arise when states reclassify workers or challenge exemptions you claimed. State UI audits are common and often result in additional taxes, penalties, and interest.

Experience rating impacts from UI claims affect your future tax rates. Failing to contest invalid claims or not responding to UI hearings can result in benefits charges that increase your rates for years.

State income tax withholding errors from miscalculating taxes, failing to file returns, or late deposits create separate liability from federal issues. State tax agencies often pursue violations more aggressively than the IRS.

Multi-state complications for restaurants with employees working in multiple states require careful attention to nexus rules, reciprocity agreements, and withholding obligations. Errors in multi-state situations compound quickly.

Consequences of Payroll Tax Problems

Financial Penalties and Interest

The immediate financial impact of payroll tax problems extends beyond the underlying tax liability through penalties and interest that often exceed the original obligation.

Failure to deposit penalties as described earlier start at 2% and escalate to 15% for long-delayed deposits. These penalties apply in addition to interest, creating compounding costs.

Interest charges on unpaid balances accrue daily at the federal short-term rate plus 3%. While rates fluctuate, they typically range from 3-8% annually. Interest is non-deductible for tax purposes, making it particularly expensive.

Failure to file penalties apply when quarterly Forms 941 or annual Forms 940 aren’t filed on time. The penalty equals 5% of unpaid tax per month up to 25% of the unpaid amount. If your return is more than 60 days late, minimum penalty is the lesser of $435 or 100% of the tax due.

Accuracy-related penalties at 20% of the underpayment apply when you file returns with substantial understatement of tax, negligence, or disregard of rules. These penalties stack on top of other charges.

Combined impact creates crushing liability. A restaurant with $100,000 in unpaid payroll taxes from a year ago faces approximately $40,000-60,000 in additional penalties and interest, nearly doubling the total obligation.

Personal Liability

Unlike most business debts that affect only the company, payroll tax obligations can make you personally liable for amounts owed.

Trust fund recovery penalty makes responsible persons individually liable for 100% of the withheld but unremitted taxes. This penalty applies to both employees who withheld the taxes and those who willfully failed to ensure payment.

Responsible person definition includes anyone with authority or control over financial affairs including signing checks, deciding which bills to pay, or having ultimate authority over business operations. This typically includes owners, officers, and sometimes managers.

Willfulness standard requires showing you knew about the tax obligation and voluntarily, consciously, and intentionally chose not to pay. You don’t need specific intent to defraud, just awareness of the obligation and decision not to pay.

Collection from individuals means the IRS can pursue your personal assets including garnishing wages, levying bank accounts, and placing liens on property. Corporate structure doesn’t protect against trust fund recovery penalties.

Bankruptcy limitations prevent discharging trust fund recovery penalties in bankruptcy, making these obligations nearly impossible to eliminate. They persist even after business closure or personal bankruptcy filing.

Business Operational Impacts

Payroll tax problems create operational difficulties beyond direct financial costs.

IRS liens on business assets can prevent selling property, refinancing, or obtaining credit. Liens appear on credit reports and must be satisfied before many business transactions can proceed.

Levies on accounts allow the IRS to seize money from bank accounts or accounts receivable. These sudden seizures can create cash flow crises that prevent paying vendors or making payroll.

Inability to obtain loans affects growth and operations when lenders see outstanding tax liabilities or liens. Most lenders won’t provide financing while significant tax debts exist.

Vendor relationship damage occurs when IRS levies hit accounts payable or when word spreads about tax problems. Vendors may demand payment before delivery or refuse to extend credit terms.

Loss of liquor licenses in some states can result from payroll tax violations. State liquor authorities often require tax compliance as a licensing condition.

Criminal Prosecution Risk

While less common than civil penalties, criminal prosecution for payroll tax violations carries severe consequences.

Criminal charges typically involve willful failure to collect or pay payroll taxes, filing false returns, or tax evasion. The government must prove criminal intent, not just mistakes or negligence.

Sentencing guidelines for payroll tax crimes include potential imprisonment up to five years, fines up to $10,000, and supervised release periods. Sentences depend on the amount involved and circumstances.

Reputational damage from criminal charges extends beyond legal consequences to affect business relationships, future employment, and personal reputation. Criminal records are public and follow you permanently.

IRS criminal investigation indicators include large unpaid balances, repeated violations after warnings, evidence of concealment, or funding lavish personal lifestyle while not paying taxes.

Solving Existing Tax Problems

Immediate Actions When You Discover Problems

Taking quick action when you discover payroll tax problems limits damage and demonstrates good faith to tax authorities.

Stop the bleeding by ensuring current payroll taxes are deposited timely even while resolving past issues. Continuing to fall behind makes resolution much harder and shows bad faith.

Calculate exact liability by determining precisely what you owe including principal, penalties, and interest. Don’t guess at amounts. Get exact figures from your records or by requesting IRS transcripts showing your account status.

Gather documentation supporting your position if you believe amounts owed are incorrect or if circumstances justify penalty abatement. Organize records before contacting the IRS or tax professionals.

Contact the IRS promptly rather than ignoring notices or waiting for enforcement action. Proactive contact demonstrates willingness to resolve issues and may influence penalty abatement decisions.

Maintain open communication throughout the resolution process. Respond promptly to IRS requests, meet deadlines, and provide requested information completely. Cooperation affects your options and outcomes.

Payment Options and Arrangements

If you can’t immediately pay the full liability, several options exist for resolving tax debt over time.

Installment agreements allow paying over time through monthly payments. The IRS offers streamlined agreements for balances under certain thresholds without extensive financial disclosure. Larger balances require detailed financial information to qualify.

Partial payment installment agreements for cases where full payment isn’t possible within the collection statute allow paying what you can afford over time. The IRS writes off the remaining balance when the collection period expires.

Offer in compromise settles tax debt for less than the full amount owed based on your ability to pay. The IRS accepts offers only when the offered amount represents the maximum they could reasonably collect. Offers require extensive financial disclosure and typically need professional assistance.

Currently not collectible status temporarily stops collection activity when you can prove paying would create financial hardship. The IRS suspends collection but doesn’t forgive the debt. Interest continues accruing and liens may remain.

Bankruptcy considerations allow discharging some old payroll tax debt under specific circumstances, though trust fund portions (withheld taxes) can never be discharged. Bankruptcy should be a last resort after exploring other options.

Penalty Abatement Strategies

The IRS may reduce or eliminate penalties if you qualify under specific abatement provisions.

First-time penalty abatement provides administrative relief for taxpayers with clean three-year compliance history. This applies to failure-to-file, failure-to-pay, and failure-to-deposit penalties but not accuracy penalties.

Reasonable cause abatement removes penalties when you can show circumstances beyond your control prevented compliance. Qualifying reasons include fire, flood, serious illness, or death of responsible party. Financial hardship alone rarely qualifies.

Statutory exceptions provide relief in specific situations such as incorrect written advice from the IRS or when the IRS caused the failure. These exceptions require documentation proving the qualifying circumstances.

Abatement request process requires written explanation of why penalties should be removed along with supporting documentation. Requests should be detailed, honest, and include evidence supporting your position.

Limitation on relief means the IRS won’t abate penalties for willful neglect or situations where you could have complied but chose not to. Penalty relief is privilege, not right.

Working with Tax Professionals

Payroll tax problems often require professional assistance to navigate resolution options and negotiate with the IRS.

Enrolled agents specialize in tax matters and can represent you before the IRS. Many EAs focus specifically on payroll tax issues and offer expertise in resolution options.

CPAs and tax attorneys provide sophisticated analysis for complex situations or cases involving significant liability. Attorneys provide attorney-client privilege for sensitive matters.

Payroll tax resolution specialists focus exclusively on employment tax issues and often have prior IRS experience. These specialists understand IRS procedures and personnel, potentially improving negotiation outcomes.

Cost considerations for professional help vary widely but often prove worthwhile when dealing with substantial liability or complicated situations. Mistakes in resolution can cost far more than professional fees.

Red flags when selecting help include guarantees of specific outcomes, requests for payment before services, or promises that sound too good to be true. Verify credentials and check references before engaging anyone.

Preventing Future Problems

Establishing Proper Systems

Prevention costs far less than correction. Implementing robust systems prevents most common payroll tax problems.

Restaurant-specific payroll software designed for tip reporting, multiple pay rates, and compliance tracking reduces error risk dramatically. General business software often handles restaurant complexities poorly. Proper restaurant payroll process management requires appropriate tools.

Automated tax deposits eliminate the risk of missing deposit deadlines. Most payroll services offer automatic deposit functionality that withdraws taxes from your account and remits them on schedule.

Integrated time tracking connecting directly to payroll eliminates manual data entry errors while providing electronic records meeting documentation requirements.

Multi-level approval workflows create checks and balances that catch errors before payroll processes. Different people should review time, approve payroll, and authorize payment when possible.

Regular reconciliation comparing payroll records to tax deposits and returns ensures everything aligns properly. Monthly reconciliation catches discrepancies quickly before they compound.

Compliance Monitoring

Ongoing monitoring identifies potential issues before they become violations.

Monthly tax account reviews verify deposits posted correctly to your IRS and state accounts. Request quarterly transcripts showing account status to catch posting errors or missing deposits.

Quarterly return verification ensures Forms 941 accurately reflect wages paid and taxes deposited for the quarter. Review returns before filing to catch calculation errors or reporting mistakes.

Annual reconciliation comparing Form W-2 totals to Form 941 annual totals ensures consistency across all reporting. Mismatches indicate errors requiring correction before filing.

Form W-2 early preparation starting in December rather than rushing in January reduces error risk while allowing time for correction if employees identify mistakes.

State tax compliance tracking for all jurisdictions where you have employees ensures you’re meeting varied state requirements. States often have different deadlines and rules than federal obligations.

Employee Education and Training

Many payroll tax problems stem from employee errors in reporting or employer mistakes in handling employee data.

Tip reporting training helps employees understand their obligation to report all tips and the proper procedures for doing so. Clear policies reduce compliance problems from unreported tips.

W-4 assistance for employees ensures withholding elections make sense for their situations. While you can’t give tax advice, you can help them understand the form and access IRS resources.

New hire documentation procedures that verify Social Security numbers, capture required forms, and establish files properly prevent W-2 and reporting problems later.

Separation procedures ensuring you capture correct final addresses for terminated employees prevent W-2 mailing failures and reduce unclaimed paycheck problems.

Ongoing communication about payroll policies, pay dates, and time reporting requirements keeps employees informed and reduces mistakes.

Regular Professional Reviews

Periodic outside review catches problems before they become serious violations.

Annual payroll audits by qualified professionals review your processes, calculations, and compliance practices to identify gaps. The cost of an audit is minimal compared to penalties for undetected violations.

Tax return reviews before filing ensure accuracy and compliance with current regulations. Professional review catches mistakes that internal staff might miss.

System upgrades as your business grows or regulations change ensure your technology continues meeting your needs. Software that worked fine for 20 employees may not scale to 50.

Classification reviews verifying that worker classifications remain appropriate as roles and regulations evolve prevent accumulating misclassification liability. Periodic review of independent contractor arrangements is particularly important.

Special Situations

Buying a Restaurant with Tax Problems

Purchasing a restaurant with existing payroll tax liability creates risk that requires careful management.

Successor liability applies when you buy restaurant assets rather than stock, potentially making you liable for predecessor’s employment taxes. FICA taxes specifically carry successor liability that transfers to asset purchasers.

Due diligence must include verifying the seller’s tax compliance status. Request:

• IRS transcripts showing current account status
• Copies of filed payroll tax returns for recent years
• Proof of deposit for the past four quarters
• State tax clearance certificates

Withholding from purchase price protects you by holding sufficient funds in escrow to cover any discovered tax liabilities. Never release all funds without verifying tax compliance.

Notification requirements in some states mandate notifying tax authorities of the purchase and requesting tax clearance before closing. Missing these steps can make you liable for predecessor debts.

Corporate structure matters. Stock purchases acquire all liabilities including tax debts, while asset purchases offer some protection though successor liability for employment taxes still applies.

Managing Multi-Location Tax Compliance

Operating restaurants in multiple locations multiplies complexity and compliance risk.

State registration requirements vary. Some states require registration with a single employee, while others have minimum thresholds. You must register in every state where you have employees regardless of duration.

Nexus considerations determine where you owe taxes based on employee location, not business location. Remote workers or employees traveling across state lines create nexus in multiple states.

Unified payroll processing using systems that handle multi-state requirements prevents mistakes that arise from juggling different state rules. Single-system processing is more efficient and reliable than separate state-by-state approaches.

Local tax variations add complexity in areas with city or county income taxes. Some municipalities have unique rules requiring separate attention.

Unemployment insurance in multiple states requires tracking each state’s wage base, tax rate, and reporting requirements. Costs can vary dramatically across states.

Addressing Historical Non-Compliance

Discovering you’ve been non-compliant for extended periods requires immediate action to limit ongoing damage.

Voluntary disclosure to the IRS before they contact you demonstrates good faith and may influence penalty treatment. Proactively coming forward looks better than being discovered during an audit.

Determining lookback period for corrections depends on the violation type. Generally you should correct at least three years for payroll issues, though the IRS can go back further for fraud.

Amended returns filing corrected Forms 941X for quarters with errors brings your account current. Include payment for additional taxes owed plus interest calculation.

Employee notification may be required when correcting wage amounts reported on W-2s. Employees need corrected W-2c forms to amend their personal returns if your changes affect their reported income.

Professional assistance is strongly recommended for substantial historical issues. The stakes are too high and the rules too complex to handle major historical corrections without expert help.

Working with Tax Authorities

Understanding IRS Procedures

The IRS follows specific procedures when addressing payroll tax issues. Understanding their process helps you respond appropriately.

Notice progression typically starts with computer-generated notices requesting payment or information. These notices have response deadlines that you must meet to preserve your rights and options.

Revenue officer assignment happens for serious cases involving substantial unpaid taxes or no response to notices. Revenue officers have authority to seize assets and assess penalties. Cooperating with assigned officers usually produces better outcomes than avoiding contact.

Collection due process rights allow requesting a hearing before the IRS Office of Appeals when the IRS files liens or proposes levies. These hearings provide opportunities to challenge liability or propose collection alternatives.

Statute of limitations for IRS collection is generally 10 years from assessment. This limitation doesn’t apply to criminal prosecution for fraud. Understanding when obligations expire affects your strategy for old liabilities.

Negotiation Strategies

Negotiating with tax authorities requires preparation and realistic expectations.

Documentation importance can’t be overstated. Tax authorities want proof of your claims and financial situation. Providing complete, organized documentation improves your credibility and strengthens your position.

Realistic proposals that you can actually fulfill are crucial. Proposing payment arrangements you can’t maintain wastes everyone’s time and damages your credibility for future negotiations.

Understanding their position helps frame proposals the IRS can accept. Revenue officers must follow guidelines that limit their flexibility. Proposals that fit within their approval authority move faster.

Patience and persistence prove necessary because tax resolution takes time. Multiple submissions, appeals, and negotiations often precede final resolution. Maintain momentum without becoming frustrated with the pace.

Appealing Decisions

When you disagree with IRS determinations, appeal rights provide options for review.

Informal appeals through supervisor review handle many disagreements without formal procedures. Requesting supervisor review often resolves issues when you can demonstrate errors or provide additional information.

Formal appeals through the IRS Office of Appeals provide independent review of determinations you dispute. Appeals officers aren’t part of the collection or examination divisions and offer fresh perspectives.

Tax Court jurisdiction exists for certain disputes including trust fund recovery penalty assessments. Tax Court allows challenging liability before paying, unlike refund suits that require paying first.

Time limitations strictly apply to appeal rights. Missing appeal deadlines often means losing the right to challenge determinations, making timely response critical.

Building Long-Term Compliance

Sustainable payroll tax compliance requires ongoing commitment and systematic approaches rather than one-time fixes.

Effective restaurant payroll management creates foundations that prevent tax problems through proper calculation, timely deposits, and accurate reporting. Strong systems reduce reliance on manual oversight that inevitably fails.

Comprehensive human resources in restaurant industry strategies integrate payroll compliance with broader workforce management. When HR and payroll work together seamlessly, compliance becomes natural rather than an afterthought.

Strategic human resource management in restaurants recognizes that proper worker classification, accurate record keeping, and employee communication prevent the mistakes that trigger tax problems.

Understanding average payroll cost for restaurant operations helps you budget appropriately for all tax obligations while recognizing whether your costs align with industry norms or signal potential compliance issues.

Ready to resolve existing payroll tax problems or implement systems that prevent future issues? Our team can help you assess your compliance status, address any existing liability, and build robust systems ensuring ongoing compliance.

Get started today and protect your restaurant from the serious consequences of payroll tax problems through proper systems, professional guidance, and proactive compliance management.