Many restaurant owners implement a tip pooling system between servers and supporting staff. While the servers are the main point of contact for the restaurant patron, good service cannot be delivered without the help of other staff members.
You may also be looking to start a tip sharing policy for the first time for any new business operations you started during the coronavirus pandemic.
Did you hire a new to-go or delivery crew? Is there anyone that performs curbside operations now? With everyone working to increase efficiency in these new practices, it makes sense to split the tips that the customer-facing employee receives.
Between complying with different legalities around tip splitting and choosing between different options, the process can be a difficult one—that’s why we’re here to help.
We’ve laid out everything you need to know to make tip splitting as seamless and simple as possible, from the legal information to a breakdown of the differences between the choices and how to implement them with ease.
We even included a custom tip distribution calculator so you can tip split like a champ.
The Internal Revenue Service (IRS) defines a tip as “discretionary (optional or extra) payments determined by a customer that employees receive from customers.” These payments are typically found in the hospitality industry and include:
In general, the tip amount is the cost of the service multiplied by 0.XX, with XX being the percentage you want to leave as a tip. Your total cost (service and tip) is your cost multiplied by 1.XX, with XX again being the percentage you want to leave the staff.
Tip pooling means all or some of the tips collected are combined and redistributed fairly among all employees at the end of a shift.
A tip pooling policy makes sure every restaurant group of employees—including back of house staff such as cooks and dishwashers—benefit from tip pooling arrangements.
Tip sharing means getting a certain percentage or amount of collected tips and splitting them between non-salaried employees.
Tip sharing is typically done based on an agreed-upon arrangement or understanding among employees.
It allows for a bit more flexibility, as employees have the autonomy to decide who they share their tips with and the amount they choose to share.
While sometimes used interchangeably (which isn’t accurate), the main difference between tip pooling and tip sharing is that tip sharing is entirely voluntary and doesn’t carry the same mandatory guidelines as tip pooling.
You must meet the following requirements to implement tip sharing:
According to federal law, employees who receive tips are classified as tipped employees if they make more than $30 in tips per month.
In these cases, you can pay tipped employees less than the standard minimum wage, as long as the total amount of tips, combined with the hourly pay, reaches or exceeds the federal minimum wage of $7.25.
If the combined wages fall short of the minimum wage, you’re required to make up the difference through a tip credit.
In 2021, the U.S. Department of Labor made some updates to the regulations regarding tipped workers. These changes apply to various sections of the Fair Labor Standards Act, including section 3(m).
Here are the key points:
When it comes to tip splitting and tip pooling, there are several different options that can be set by you as long as your employees agree, including:
Here’s a breakdown of each method and how it works.
Some restaurants split tips based on how many hours an employee worked. Since there are both full-time and part-time servers, it wouldn’t necessarily be fair for those who worked a full shift to split tips with those who only worked the dinner rush.
To split servers’ tips based on hours worked, add up the total amount of tips and then divide that figure by the total hours worked. Then, multiply THAT figure by the hours an individual server worked.
Hours Worked Tip Splitting Example
Here’s an example:
$1,000 divided by 20 is 50, so multiply that each employee’s hours.
To check your calculations, make sure the individual employees’ take-home tips equal up to the total amount of tips earned in the shift.
Using a time tracking software like Homebase makes it easy to monitor hours work, simplifying your tip calculations.
A points system is an effective way for you to pool 20-100% of the servers’ tips and fairly disperse them amongst all employees, including bussers, bartenders, hostesses, runners, and other staff members who help keep the restaurant service running smoothly.
This method also helps keep staff happy by ensuring that no one has a particularly terrible shift.
The dispersion is usually done on a percentage basis that is calculated with a point system. Different types of employees are given a certain number of points. These points determine the percentage of the tip pool they receive.
Point System Tip Splitting Example
Let’s say your servers are given 10 points each, and your bartenders and bussers were given 5 points each. If $1,500 in tips was earned in a shift, it would look like this:
Total points: 45
Another form of tip splitting involves servers using the honor system. A restaurant tip-out structure includes tipping out the support staff based on a percentage of the tips they earned.
Each of the supporting service roles is assigned a percentage of the total tips. Usually, the percentage split would be 10% to the bartender and another 25-30% shared among the remaining employees.
Percentage Tip Splitting Example
Here’s an example based on a to-go crew. If a delivery driver’s total sales equaled $1,000 and they earned $200 in tips, here’s how much the rest of the staff could earn:
Regardless of the method, it’s important to make sure you stay on top of the process.
We’ve put together a free tip splitting spreadsheet to take the headache out of keeping up with who gets what.
Depending on the state, local, or federal laws in your area, as well as your business structure, the answer is mostly no. There are some exceptions, however, but most laws indicate that an owner or manager is not allowed to take a tip that is left for an employee.
Pooling tips can have its advantages and disadvantages, but it is common in many restaurants and bars. The most important thing is to communicate with your staff about your intentions and accept their feedback or criticism. After all, you are asking them to share their money.
The amount a server should tip out to a bartender in the US can vary depending on the restaurant’s policy. Typically, it ranges from 10% to 20% of the server’s total tips earned.
However, it’s important to check with the specific workplace to know the exact percentage or amount to tip out.
In general, the standard tip percentages in restaurants by role are as follows: servers usually receive 15% to 20% of the total bill as tips, bartenders are often tipped around 10% to 15% of the drink costs, and busboys or bussers may receive around 5% to 10% of the server’s tips.
These percentages can vary based on individual preferences, inflation and the restaurant’s policies.
Direct participation in tip pooling by managers and supervisors is not allowed. They are only entitled to tips specifically given to them for services they personally provide.
Tip pooling usually requires mandatory participation and is overseen by the employer. In contrast, tip sharing is an optional agreement among employees.
Tips should be allocated to staff participating in the pool based on a reasonable and equitable system, such as hours worked or a points-based system.
Employers who fail to adhere to tip pooling regulations, like including ineligible staff or unfair distribution, risk violating federal laws.
Tip pooling fosters teamwork, ensures equitable compensation across different roles, and addresses pay disparities between front and back-of-house staff.
The main criticisms of tip pooling include dissatisfaction from higher-earning employees who have to share their tips and a potential decrease in motivation as tips are evenly divided, irrespective of individual performance.
A tip credit allows employers to count a maximum of $5.12 per hour of tips towards meeting their minimum wage obligations.
Federal law strictly prohibits employers from retaining any part of the tips.
Servers are legally obligated to report all of their tip income.
Employers are required to distribute all received tips fully by the end of each business day.
Back-of-house employees, like cooks and dishwashers, are allowed to be part of tip pools if the employer pays them the full minimum wage and does not apply a tip credit.
