A workforce health screening with Palm House Hospitality, and what it means for every hotel and restaurant group trying to hold onto good people.
Hospitality runs on people.
The front desk employee who remembers a guest's name. The line cook who trained three other cooks. The housekeeper who has worked the same floor for six years.
When they leave, a business doesn't just lose a role. It loses the thing that made the experience good.
And hospitality loses people fast:
Employers try to fix this with pay, schedules, and perks. Those matter. But one factor gets less attention: whether employees are healthy enough, and supported enough, to keep showing up.
In July 2026, MiSalud screened Palm House Hospitality's team across everyday health markers: weight, blood pressure, cholesterol, and blood sugar.
The pattern wasn't unusual. It's what we see across hospitality and other shift-based industries: risk that looks manageable alone, but shows up in the same employees, stacked.
None of it looks urgent by itself. Together, it adds up, for the employee and the business.
Unmanaged health doesn't wait for open enrollment. It shows up as a missed shift. A slower recovery after a long night. A person who's tired in a way that causes a whole day of small mistakes to compound.
Hospitality shifts don't look like a typical nine-to-five. They start before sunrise and end after midnight.
Many employees don't have a regular doctor, because a doctor's hours rarely match a hospitality shift. That's one reason unmanaged health and high turnover show up in the same industries:
5x higher medical costs for employees managing overlapping risk factors (weight, blood sugar, blood pressure) versus one alone. (Journal of Managed Care & Specialty Pharmacy, 2025)
$3,900 per employee, per year. That's what unmanaged health already costs the average U.S. employer in lost productivity, before any of it shows up as a claim. (Integrated Benefits Institute)
The good news: this is one of the more fixable parts of the retention problem.
MiSalud builds care around how hospitality actually works, not around office hours.
That's not because the benefit exists on paper. It's because people actually use it.
If your workforce looks anything like Palm House Hospitality's, hospitality, retail, manufacturing, or any industry built on hourly and shift-based work, this same pattern is likely playing out.
Some of it shows up in your turnover numbers. Most of it stays invisible until someone looks.
A screening won't fix turnover by itself. But it's a fast, low-lift way to see where the risk actually sits, before it shows up as a resignation.
Let's discuss what a workforce health screening could impact for your teams
Sources: U.S. Bureau of Labor Statistics (JOLTS, leisure & hospitality sector); Society for Human Resource Management, Human Capital Benchmarking Report; Journal of Managed Care & Specialty Pharmacy, systematic literature review, 2025; Integrated Benefits Institute, "Poor Health Costs US Employers $575 Billion," 2020.
