Figuring out if you can afford staff for your food truck keeps many entrepreneurs awake at night. Your revenue must cover way more than just wages—there's social contributions, insurance, and hidden employer costs. Here's how to crunch the numbers and know if you're financially ready.
What does an employee really cost?
Staff costs go far beyond the hourly wage you advertise. Employer contributions, insurance, and unexpected expenses add up fast.
💡 Example: Part-time employee 24 hours/week
- Gross salary: €12/hour × 24 hours × 4.33 weeks = €1,247/month
- Employer contributions (25%): €312/month
- Holiday pay (8%): €100/month
- Insurance and contingencies: €50/month
Total costs: €1,709/month
Calculate your break-even revenue
Your truck needs enough revenue to cover everything. From years of working in professional kitchens, I've seen too many operators hire too early and struggle with cash flow.
- Fixed costs: Stand rental, insurance, phone
- Variable costs: Ingredients, fuel, packaging
- Your own income: What you need at minimum
- Staff costs: Total costs of new employee
💡 Example calculation:
- Fixed costs: €800/month
- Your income: €2,500/month
- Staff costs: €1,709/month
- Food cost: 30% of revenue
Total fixed costs: €5,009/month
Minimum revenue: €5,009 / 0.70 = €7,156/month
Check your current performance
Before adding staff, dig into your actual numbers. Can you realistically hit that extra revenue target?
⚠️ Note:
An employee doesn't magically create more revenue. You can work faster and extend hours, but you need realistic estimates of how much extra you'll actually sell.
Seasons and fluctuations
Food trucks face seasonal swings. You've got to cover staff costs even during slow winter months or rainy weeks.
- Calculate average revenue over the entire year
- Account for holiday periods and bad weather
- Build a buffer for quiet months
💡 Rule of thumb:
If you consistently generate at least €8,000 revenue for 3 months straight (using the example above), you can consider a part-time employee. Less than that? Hold off.
Legal aspects
Hiring staff brings legal obligations. These costs need to factor into your calculations too.
- Draw up an employment contract (possibly via a lawyer)
- Register with UWV and Tax Authority
- Comply with workplace safety regulations (safety shoes, training)
- Sick leave: you continue to pay during illness
How do you calculate if you can afford an employee?
Calculate total staff costs
Add up gross salary, employer contributions (25%), holiday pay (8%) and insurance. Don't forget additional costs like work clothing and training.
Determine your break-even revenue
Add up all fixed costs (including staff costs and your own income). Divide this by your net margin percentage to calculate your minimum revenue.
Compare with current performance
Check if you're already achieving the required revenue for 3 months in a row. If not, focus on revenue growth before hiring staff.
Plan for seasonal fluctuations
Calculate your average monthly revenue over the entire year. Build a buffer for quiet periods when you still need to pay salaries.
✨ Pro tip
Track your daily revenue for 90 consecutive days before hiring anyone. If you can't hit your break-even target at least 75% of those days, you're not ready for staff costs.
Calculate this yourself?
In the KitchenNmbrs app you can do this in just a few clicks. 7 days free, no credit card.
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Frequently asked questions
Can I start with a call-in worker?
Yes, that's a smart intermediate step. You'll have fewer fixed costs but higher hourly rates. Perfect for testing whether extra hands actually generate more revenue.
How much revenue growth can I expect with staff?
That depends on your location and setup. With help you can work faster and extend operating hours, but your spot determines maximum revenue. Calculate conservatively with 20-30% growth.
What if my employee gets sick?
You continue paying salary for up to 104 weeks. With a food truck, this often means stepping in yourself. Factor this risk into your planning.
Can I hire family members more cheaply?
Family members must still receive minimum wage and you pay the same employer contributions. The only savings come from experience and reliability, not actual costs.
When should I consider a second employee?
Only after consistently generating €12,000+ revenue monthly with one employee. Then you can afford a second person's costs without major risk.
Should I offer benefits like meal allowances?
Meal allowances aren't required but can help with retention. Factor an extra €50-100 monthly if you choose to offer free meals during shifts.
📚 Sources consulted
- EU Verordening 852/2004 — Levensmiddelenhygiëne (2004) — Official source
- EU Verordening 853/2004 — Hygiënevoorschriften voor levensmiddelen van dierlijke oorsprong (2004) — Official source
- EU Verordening 1169/2011 — Voedselinformatie aan consumenten (2011) — Official source
- NVWA — Hygiënecode voor de horeca (2024) — Official source
- NVWA — Allergenen in voedsel (2024) — Official source
- Codex Alimentarius — International Food Standards (2024) — Official source
- FSA — Safer food, better business (HACCP) (2024) — Official source
- BVL — Lebensmittelhygiene (HACCP) (2024) — Official source
- Warenwetbesluit Bereiding en behandeling van levensmiddelen (2024) — Official source
- WHO — Foodborne diseases estimates (2024) — Official source
Food Standards Agency (FSA) — https://www.food.gov.uk
The HACCP standards shown in this application are for informational purposes only. KitchenNmbrs does not guarantee that displayed values are current or complete. Always consult the FSA or your local authority for the latest regulations.
Written by
Jeffrey Smit
Founder & CEO of KitchenNmbrs
Jeffrey Smit built KitchenNmbrs from 8 years of hands-on experience as kitchen manager at 1NUL8 Group in Rotterdam. His mission: give every restaurant owner control over food cost.
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