This study aims to verify the main factors influencing turnover intention in the Iran hospitality industry. The objective of this study is to construct a fuzzy AHP and fuzzy TOPSIS model to evaluate the dimensions of the hotel employee turnover intention model. The performance evaluation for employee turnover intention includes Work Itself, Supervision, Coworkers Relationship, Salary and Benefit, Career Opportunities, Job Stress, Perceived Risk, and Job Insecurity. These dimensions generate a final evaluation for ranking priority among the employee turnover intention of the proposed model. The importance of dimensions is evaluated by 20 experts, and decision-making is processed through the fuzzy concept and fuzzy environment. From the critical fuzzy AHP and fuzzy TOPSIS analysis results, the study shows that the most important dimensions of employee turnover intention in the hotel industry model are salary and benefits. Moreover, the results indicate that the least important dimensions are the Co-workers Relationship, Supervision, and Career Opportunities. The second group dimensions that impact employee turnover in the context of the COVID-19 epidemic are Work Itself, Job Stress Perceived Risk, and Job Insecurity. In addition, this study’s results show that three-star hotels have the highest value of turnover intention; the second is the Four and Five-star hotels, and the third is the Below three-star hotels. The results of the study will help businesses in the field of hospitality have a more comprehensive view of human resource management activities. Especially, this study provides implications for hotel managers in understanding employee behavior and their turnover intention during the context of the COVID-19 epidemic based on the eight proposed dimensions.