Hotel / Motel Permits & Licenses in Rock Hill, SC

Required for all LLCs. Annual report required separately (see below).

Applies to all active LLCs. Filing maintains good standing.

Renewal not required but must be re-filed if name changes. Search availability first.

Hotels/motels must register to collect and remit 5% state TAT + local taxes (avg. 2-7%). Monthly/quarterly filing based on revenue.

Required for all hotels/motels offering overnight lodging. Involves plan review, inspections for sanitation, water, pool (if applicable).

Administered locally but state oversight. Fee schedule based on location/revenue; hotels typically $25+.

Hotels and motels must collect state sales tax on room rentals. South Carolina imposes a 7% state sales tax on accommodations. This registration is mandatory for all businesses selling taxable goods or services.

Required for all employers in South Carolina to withhold state income tax from employee wages. Hotels/motels with staff must register.

All employers with one or more employees must register. Employers pay unemployment insurance tax; rate varies based on experience rating (0.05% to 6.2% of first $14,000 in wages per employee).

All LLCs in South Carolina must file an annual report and pay a corporate license fee. This is not a franchise tax but a flat fee based on capital structure. Applies to all LLCs regardless of industry.

In addition to the 7% state sales tax, hotels and motels must collect a 5% state accommodations tax on room rentals. Total effective tax rate is 12% before local taxes. Required under S.C. Code § 12-36-2120.

Many counties (e.g., Horry, Charleston, Greenville) impose an additional local accommodations tax to fund tourism promotion. Businesses must register with the local treasurer or auditor. For example, Horry County adds up to 3% local tax. See SC Association of Counties resource for jurisdiction-specific rates.

Most cities and counties in South Carolina require a local business license or privilege tax for hotels/motels. For example, the City of Myrtle Beach requires a business license for lodging establishments. Fees and requirements vary widely by location.

Many counties (e.g., Horry, Charleston, Greenville) impose an additional local accommodations tax on hotel/motel room rentals. Registration is required with the local county treasurer or auditor. For example, Horry County imposes up to 3% local tax. Businesses must register separately in each jurisdiction. See SCDOR's accommodations tax page for state rules and county contacts for local registration.

All SC counties require a business license for hotels/motels; contact specific county treasurer (e.g., Charleston County: https://www.charlestoncounty.org/departments/treasurer/business-license.php). Fees based on gross receipts.

Required in most SC municipalities for hotels; see city-specific codes (e.g., Greenville: https://www.greenvillesc.gov/182/Business-Licenses). Confirm location.

Hotels/motels must comply with local zoning ordinances (e.g., Charleston Zoning Ordinance Sec. 54-231: https://library.municode.com/sc/charleston/codes/code_of_ordinances?nodeId=CD_ORD_CH54ZO_ARTIIIGEUSDI_S54-231HO). Verify property zoning.

Required for any building changes; e.g., Richland County: https://www.richlandcountysc.gov/Departments/Building-Construction-Services. Follow SC Building Code (2021 edition).

Governed by local sign ordinances (e.g., Sec. 54-513 Charleston). Size, lighting restrictions apply to hotels.

All hotels/motels require DHEC lodging permit (Regulation 61-45); inspections for sanitation, linens, pools. Local DHEC offices enforce (e.g., Charleston: https://scdhec.gov/regions/lowcountry).

Required for new/renovated hotels; annual inspections often. Comply with NFPA/SC Fire Code (e.g., Greenville Fire: https://www.greenvillesc.gov/181/Fire).

Confirms zoning, building, fire, health compliance. E.g., Columbia: https://columbiasc.gov/business/building-permits-occupancy/.

Mandatory for assembly/lodging occupancies per SC Fire Code. Annual monitoring permit may apply.

Zoning codes specify parking ratios; traffic study may be needed for large hotels.

Required for employers with four or more employees in South Carolina, including part-time workers. Sole proprietors and partners are not required to cover themselves unless they opt in. Corporate officers may elect exemption under SC Code § 42-7-30. Coverage must be obtained from a licensed insurer or approved self-insurance program.

While not universally required by South Carolina state law, many municipalities, property owners, and franchisors require general liability insurance as a condition of operation. Hotels are high-risk for premises liability and thus commonly required to carry this coverage. Not a blanket legal mandate but effectively necessary for operation.

Required under South Carolina's Financial Responsibility Law (SC Code § 56-9-910). Minimum liability coverage: $25,000 bodily injury per person, $50,000 per accident, $25,000 property damage. Applies to all vehicles used for business purposes, including shuttle vans or service vehicles.

While not always listed as a standalone insurance mandate, the South Carolina Alcohol and Other Drug Abuse Services (ADAS) Act and local alcohol licensing boards commonly require proof of liquor liability insurance (also called dram shop insurance) as a condition of obtaining or renewing a retail alcohol license. Coverage typically required: $250,000–$1,000,000 per incident.

A surety bond may be required as part of the alcohol license application process, particularly for certain license types (e.g., Class C Retail License). Bond amounts vary by license class and local jurisdiction. The bond ensures compliance with state alcohol laws.

Not legally required by South Carolina law for hotels. However, it is strongly recommended to cover claims of negligence, misrepresentation, or failure to deliver services. Often required by franchisors or management contracts. Not a regulatory mandate.

Not specifically required by South Carolina law, but risk exposure increases with product sales. General liability policies typically include product liability coverage. Recommended but not legally mandated unless contractually required.

While not an insurance mandate per se, compliance with fire codes (e.g., NFPA 101 Life Safety Code) is enforced and often required by insurers as a condition of coverage. Non-compliance can void policies. The State Fire Marshal conducts inspections and may require proof of compliance, indirectly affecting insurance eligibility.

Covers building, furnishings, equipment, and inventory from fire, theft, and covered perils. Often bundled with business interruption insurance. Required by most hotel franchisors and lenders.

Not currently required by state law, but increasingly required by payment processors, franchisors, and insurers. South Carolina’s Personal Information Protection Act (SC Code § 39-1-140) mandates breach notification, which can be financially devastating without insurance.

Even single-member LLCs without employees may need an EIN to open a business bank account or if electing corporate taxation. EIN is mandatory for payroll tax reporting.

Multi-member LLCs taxed as partnerships must file Form 1065. Single-member LLCs are disregarded entities and report income on Schedule C. LLCs may elect corporate taxation (Form 1120).

Hotels must maintain OSHA injury logs (Form 300) if 10+ employees. Required to provide hazard communication training, emergency action plans, and safe equipment handling (e.g., cleaning chemicals, electrical systems).

Hotels must comply with ADA Standards for Accessible Design (28 CFR Part 36). Includes accessible guest rooms, public restrooms, registration desks, and pathways. New construction and alterations must meet current standards.

Hotels built before 1981 may contain asbestos. Contractors must be certified. Notification required to EPA or delegated state at least 10 working days before work.

Contractors must be EPA-certified and follow lead-safe work practices. Applies to guest room updates, bathroom remodeling, etc.

Hotel advertising (e.g., online listings, pricing, amenities) must be truthful and not misleading. Must disclose material terms (e.g., resort fees, cancellation policies). Applies to all marketing channels including websites and third-party platforms.

Covers minimum wage ($7.25/hour), overtime (1.5x regular rate after 40 hours), and child labor restrictions. Hotels must maintain accurate time and payroll records for at least 3 years.

Eligible employees are entitled to up to 12 weeks of unpaid, job-protected leave for qualifying reasons (e.g., birth of child, serious health condition).

Form I-9 must be completed for every employee, regardless of citizenship. E-Verify is not mandatory for hotels unless required by state law or federal contract.

Guest room telephones must allow direct access to 911 without requiring a room number, access code, or operator. Applies to all guest rooms with in-room phones.