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Staff Accommodation: 25 Questions to Ask Before Accepting a Hotel Job

30 October 20265 min read

“Staff accommodation provided” is not a complete housing offer. Before accepting a hotel job, ask what room you will receive, what it costs, when you can move in and how the arrangement ends. Ask the employer to put the answers in writing, especially if you are travelling from another country.

The 25 questions

Room and occupants

  1. Is a room guaranteed for this specific role and my start date?
  2. Is it a private bedroom or shared room?
  3. How many people share the bedroom, bathroom and kitchen?
  4. Are the room and facilities furnished and equipped? What should I bring?
  5. Can I see current photos or a video of the staff accommodation?

Cost and payment

  1. What is the rent or staff housing charge per pay period?
  2. Are utilities, internet, laundry or cleaning included?
  3. Is a deposit required, and under what conditions is it returned?
  4. Are there charges for meals, linen, keys or other services?
  5. Will any amount be deducted from my pay, and where is that stated?

Location and daily life

  1. What is the accommodation address or nearest town?
  2. How far is it from the workplace, and how long does the journey take?
  3. Is transport available for early starts and late finishes?
  4. Are groceries, a pharmacy and basic services reachable without a car?
  5. Is the accommodation shared with staff from the same property or other sites?

Privacy, rules and safety

  1. What are the house rules, quiet hours and guest policies?
  2. Can I lock my room and store personal belongings securely?
  3. Who do I contact about repairs, heating, pests or urgent problems?
  4. Are there rules about visitors, partners or pets?
  5. How are complaints or disputes handled?

Dates and employment changes

  1. On what date may I move in, and is that before my first paid shift?
  2. By what date must I leave after the contract ends?
  3. What happens to my room if the employer ends the contract early?
  4. Can I remain in the room during a work injury, illness or approved leave?
  5. Where are all housing terms recorded in the contract or separate agreement?

Copyable email

Subject: Written accommodation details for [role]

Hello [name],

Thank you for the offer of [role] at [property]. Before I confirm my travel plans, could you send the written staff accommodation terms for my proposed dates, [date] to [date]?

Please confirm the room type and occupancy, address, rent and other charges, deposit, utilities, meals, transport, move-in and move-out dates, house rules, and what happens to the room if the employment ends early. Please also confirm whether any amount is deducted from salary and where that is set out.

Thank you,
[name]

Compare rooms without guessing

Detail Room A Room B
Private/shared and occupants
Rent and payment period
Utilities, internet and meals
Deposit and return terms
Commute and transport
Available dates
Terms in writing?

Do not assume a room is free, private or guaranteed based on one sentence in an advert. If the employer offers “help finding accommodation,” ask whether this means an employer-owned room, a referral to a landlord or general advice.

Verify local rules for a specific dispute

Housing, payroll deductions, deposits and notice rules vary by country. This checklist is general preparation, not a statement of legal rights for every location. For a legal question, consult the relevant national labour or housing authority, a worker-support service or a qualified local adviser. EURES and the European Labour Authority can help locate national information and seasonal-worker support, but the country and contract still matter. EURES country guidance · ELA seasonal-worker guidance

Get a written reply before paying a deposit or arranging travel. If a vacancy is listed on Ergazo, apply directly through the employer’s application route. Ergazo publishes direct employer ads and reviewed official-source vacancies; it does not handle housing or employment placement.

How to assess the reply

A useful housing answer is specific enough to plan around. “A room is available” still leaves the price, address, occupancy and dates unresolved. Ask a follow-up with only the remaining items and request the applicable agreement or contract clause. If the employer cannot confirm a room until shortly before arrival, identify where you will stay if it falls through and what the temporary option costs.

Compare the housing value against your actual alternative, not against an assumed market rent. If accommodation costs a stated amount, include utilities, transport and the time needed to reach work. If meals are included only on working days, plan food on days off. A room at the workplace may reduce commuting while offering less privacy; the right choice depends on your preferences and schedule.

Keep copies of photographs, written terms, deposit receipts and the person responsible for repairs. If something in the room differs materially from the written description, document the issue and contact the named employer representative. For a legal remedy, use country-specific advice because the checklist does not describe every national housing rule.

Browse current hospitality vacancies across Europe. Applications go directly to the employer.