The Right Way to Include Housing in Camp Job Offers
How to position on-site living as a benefit, not a trade-off.
At most overnight camps, housing is a given. Whether it’s a cabin during the summer or an on-site home for year-round staff, it’s woven into the fabric of camp life. But when it comes to recruiting, the way you talk about housing matters.
Too often, camps position housing as part of compensation instead of what it really is — a convenience and a perk. And that misunderstanding can hurt both your hiring appeal and your compliance.
Housing Is a Perk, Not a Substitute for Fair Pay
For many residential camps, including housing in an offer makes total sense. But it should never be used to justify a lower salary.
We talk to candidates about this topic all the time, and it’s almost always the same story: the camp or board overvalues the housing, while the candidate doesn’t give it much value at all. In fact, some see it as a drawback — especially when it means living on property year-round in a remote area, away from community or family.
From the camp’s perspective, having someone live on-site is a massive advantage. It means the property is watched, the lights are on, and there’s someone available around the clock if something goes wrong. But that’s precisely the point: it can benefit the camp far more than it benefits the employee. Candidates know that, and that’s one reason they often prefer flexibility over lower rent.
That said, on-site living can be a wonderful fit for some people — especially those who love the quiet of the off-season or enjoy being close to nature. The key is matching the arrangement to the right person and never assuming it’s universally appealing.
How to Position Housing in Offers
The way you describe housing can shape how candidates interpret your offer. We still see job postings that say, “$45,000 + housing,” as if that somehow makes up the gap. It doesn’t.
Be transparent, accurate, and clear about what’s included in the role requirements and compensation package.
Here’s how to get it right:
State it separately. List salary and housing on different lines — for example:
“Salary: $60,000 | Housing: Optional year-round housing provided on-site.”Be specific about terms. Is it seasonal or year-round? Private or shared? Are utilities included? Spell it out.
Make it optional when possible. Framing housing as a choice gives candidates flexibility and strengthens your offer.
Avoid using it to justify lower pay. Treat housing like health insurance or retirement contributions — a benefit that complements, not replaces, salary.
If you require a camp director or senior leader to live on-site, explain why it’s necessary. For instance: “Due to the onsite programs throughout the year, the Executive Director is required to reside on camp property year-round.” Clarity and honesty go a long way.
When Housing Adds Value
Used thoughtfully, housing can support recruitment and retention, especially for camps in rural areas or locations with limited rental options. Some camps purchase nearby homes to offer year-round housing or temporary solutions for relocating directors, while others repurpose on-site residences for occasional overnight stays by year-round staff rather than permanent living.
The key is flexibility and alignment — for some, on-site living is a great lifestyle fit, and for others, it’s a dealbreaker. Knowing which is which helps you attract the right people and retain them longer.
Know the Rules: What Federal and State Law Say
Under the Fair Labor Standards Act (FLSA), housing can be included as part of an employee’s total compensation — but only within strict limits. Employers can assign a “reasonable value” to housing, but not if it causes an employee’s cash wages to fall below minimum wage.
Beyond that, many states have additional restrictions. Here’s what to know:
Housing must be optional. You can’t require an employee to live on-site unless it’s truly necessary for the role (for example, a maintenance manager or caretaker. Managing year-round programs may also fit into this category, but check your local regulations).
You can’t offset wages. Even if housing is offered, an employee’s hourly or salaried pay must still meet or exceed the applicable minimum wage.
Any deduction must be reasonable. If you assign a value to housing, it should reflect actual cost — not an arbitrary number.
Some states require consent. In states like New York and Massachusetts, employees must sign a written agreement if housing is counted toward compensation.
Failing to follow these rules can lead to penalties or wage claims. It’s worth checking your state labor department or consulting an HR professional before structuring a “salary + housing” offer.
The Bottom Line
Housing should never be positioned as a replacement for fair compensation. It’s a perk — one that makes camp life easier and more comfortable, but not a reason to lower wages or restrict choice.
Frame it that way in your job descriptions and conversations, and you’ll not only stay compliant but also attract stronger candidates who see your camp as professional, organized, and fair.
