Hiring Bartender in Chicago: Local Wage Laws and Hiring Checklist

Hiring Bartender in Chicago: Local Wage Laws and Hiring Checklist: Key Takeaways

• As of July 1, 2025, Chicago’s minimum wage is $16.60/hour for most employees; tipped bartenders have a minimum wage of $12.62/hour under a phased elimination of subminimum tipped wage by 2028.
• Employers must ensure tipped employees’ total earnings (wages plus tips) meet or exceed the standard minimum wage or compensate the difference.
• The Fair Workweek Ordinance requires predictable schedules, advance notice, and compensation for schedule changes for covered employees in large employers.

When hiring bartenders in Chicago, understanding wage laws and scheduling regulations is crucial for compliance.

This article outlines Chicago’s local wage rules and provides a checklist for employers hiring bartenders.

For local staffing options, explore bartenders for hire in Chicago.

1. Chicago Minimum Wage and Tipped Employee Wage Laws

Chicago enforces a local minimum wage that, as of July 1, 2025, sets a base rate of $16.60 per hour for employers with four or more employees.

For tipped employees such as bartenders, the minimum wage is lower at $12.62 per hour but this is part of a planned phase-out of the tipped subminimum wage.

The city has an 8% annual increase scheduled for tipped workers’ minimum wage through July 1, 2028, when it will reach parity with the standard minimum wage.

When advertising openings, use this guide to post jobs for tipped employees compliantly.

Employers must ensure that the combination of hourly wages plus tips meets or exceeds the full minimum wage of $16.60/hour.

If a bartender’s tipped earnings fall below that amount, the employer is legally obligated to compensate the difference.

Define role expectations with the bartender job description.

2. Summary of Fair Workweek Ordinance for Chicago Bartender Hiring

The Fair Workweek Ordinance applies to large employers (with at least 250 employees and 30 locations globally) and covers workers in industries including restaurants.

Bartenders employed under these conditions receive protections such as:

• Advance notice of work schedules.
• The right to decline unscheduled or last-minute work hours.
• Compensation for any schedule changes made within 24 hours of the shift.

This ordinance supports predictable scheduling and work-life balance for service industry employees.

To streamline planning, consider these bartender scheduling apps.

Who Does the Fair Workweek Ordinance Apply To?

The law applies to employees who earn $32.60 per hour or less in covered industries and work for substantial employers meeting the size and scope thresholds.

If your hospitality business meets these criteria, adherence to these scheduling provisions is mandatory when hiring bartenders.

3. Required Postings and Notices for Chicago Bartender Employers

Employers in Chicago must post workplace notices about current minimum wage rates, Fair Workweek regulations, and paid leave policies.

These postings must be clearly visible to employees at all times.

Additionally, written notices outlining these important policies should be provided:

• With the first paycheck issued to an employee.
• Annually by July 30 (within 30 days of July 1).

Providing transparent wage and schedule information helps ensure compliance and builds trust with employees.

4. Checklist for Hiring Bartenders in Chicago

• Verify wage compliance: Ensure base wage paid to bartenders aligns with Chicago's minimum wage laws and phased tipped wage schedule.
• Tip compensation policies: Confirm that tips plus wages meet or exceed $16.60/hour and have processes to track and supplement shortfalls.
• Understand scheduling laws: Determine if your business is covered by the Fair Workweek Ordinance and implement predictable scheduling, advance notice, and compensation for changes accordingly.
• Post required notices: Display minimum wage, Fair Workweek, and paid leave posters prominently in break rooms or other common areas.
• Written notification: Provide employees with written details about wages, scheduling rights, and leave policies at first paycheck and annually.
• Documentation: Keep thorough records of wages paid, tips received, schedules provided, and communications with employees.

Screen candidates with targeted bartender interview questions.

Plan support coverage using the barback job description.

5. Best Practices for Compliance and Positive Workplace

Beyond legal compliance, employers benefit from fostering a positive work atmosphere for bartenders by being clear and consistent.

Communicate scheduling policies well in advance and respect employees' rights to decline unscheduled shifts.

Maintain an open dialogue regarding tips and wage calculations to prevent misunderstandings.

Regularly train supervisory staff on wage and scheduling laws to avoid inadvertent violations.

These steps not only ensure compliance but also enhance retention and employee satisfaction.

Assign oversight using a clear bar manager job description.

6. Additional Resources for Chicago Bartender Hiring and Wage Laws

• City of Chicago Minimum Wage Information
• City of Chicago Fair Workweek Ordinance
• City of Chicago Office of Labor Standards

Before interviews, review this bartender interview guide for employers.

Hiring Bartender in Chicago: Local Wage Laws and Hiring Checklist: Conclusion

Hiring bartenders in Chicago requires careful adherence to local wage laws, including phased minimum wage increases for tipped employees and compliance with the Fair Workweek Ordinance.

By following the outlined checklist and maintaining clear communication with employees, employers can ensure legal compliance and foster a supportive workplace environment.