Michigan Split-Shift and On-Call Pay Laws: What Restaurant Managers Must Know

Michigan Split-Shift and On-Call Pay Laws: Key Takeaways

• Michigan does not require additional pay for split shifts beyond regular wages.
• On-call pay is mandated only when employees are significantly restricted or on premises.
• Minimum wage in Michigan as of 2025 is $10.56/hour, with overtime after 40 hours at 1.5x pay rate.

Michigan restaurant managers must understand that neither split shifts nor on-call time trigger automatic extra pay requirements under state law. Federal FLSA provisions still apply.

This guide clarifies key rules and best practices managers should know, and how they apply to the restaurant manager job description.

For local pay context, review the Michigan cost of living to inform wage decisions.

1. Split-Shift Pay Laws for Michigan Restaurant Managers

A split shift occurs when an employee's scheduled workday is divided into two or more segments separated by unpaid breaks longer than a standard meal period.

Unlike some states, Michigan has no specific legal requirement to pay a split shift premium or extra compensation just because a shift is split.

Therefore, restaurant employers are only obligated to pay employees for the actual hours worked during each segment of the split shift at the appropriate hourly wage.

Managers must ensure employees receive at least the state minimum wage and overtime pay (if applicable) for combined hours worked.

When planning back-of-house coverage, revisit the line cook job description to align duties with split shifts.

2. On-Call Pay Obligations under Michigan Law

On-call time compensation is governed primarily by federal Fair Labor Standards Act (FLSA) standards in Michigan.

Employees must be paid for on-call time if two key conditions are met:

• They are required to remain on the employer’s premises during the on-call period.
• Their activities are so limited that they cannot effectively use the time for personal matters.

If an employee is merely reachable and can go about their own activities while on-call, Michigan law does not require the employer to compensate them for that time.

Restaurant managers should carefully evaluate the restrictions placed on on-call employees to determine if payment is due.

Understand the risks of working off the clock to avoid unpaid on-call liabilities.

Assessing On-Call Time Compensation

For example, if an employee must stay at the restaurant or remain in a designated waiting area, that is generally compensable time.

If the employee can be offsite, run errands, or relax with minimal restrictions apart from answering phone calls, that time typically is not compensable.

3. Minimum Wage and Overtime Requirements in Michigan Restaurants

As of January 1, 2025, the minimum wage in Michigan stands at $10.56 per hour.

Tipped employees must receive a cash wage of at least 38% of this minimum ($4.01/hour), with the remainder made up through tips to reach at least $10.56 per hour. For role clarity, review the server job description.

Overtime pay is required for hours worked beyond 40 within a workweek and must be calculated at one and a half times the employee’s regular rate of pay.

For more on tipped pay rules, see the server minimum wage.

4. Best Practices for Michigan Restaurant Managers on Split-Shift and On-Call Pay

Although no extra split-shift or on-call premiums are legally required in Michigan, implementing best practices can improve employee morale and reduce disputes.

• Clear Policies: Develop and communicate clear schedules and on-call policies, including any paid or unpaid expectations.
• Fair Scheduling: Aim to minimize frequent split shifts or excessive on-call requirements to support work-life balance.
• Compliance Monitoring: Verify all hours worked are accurately tracked and compensated according to wage and overtime laws.

Managers who are transparent with employees about scheduling practices foster a more positive work environment and reduce misunderstandings.

Build consistency with a practical restaurant manager training checklist for scheduling and pay practices.

To balance coverage and compliance, align expectations using the kitchen manager job description.

5. Legal Compliance Tips and Resources for Michigan

Stay current with labor regulations by regularly consulting official governmental resources.

• Visit the Michigan Department of Labor and Economic Opportunity for state-specific labor standards and updates.
• Review the U.S. Department of Labor’s Fair Labor Standards Act (FLSA) website for federal wage and hour guidelines affecting split shifts and on-call work.

Consider consulting an employment law expert to tailor policies for complex scheduling and pay compliance.

Ensure your postings meet regulations with this guide to job posting compliance.

Michigan Split-Shift and On-Call Pay Laws: Conclusion

Michigan restaurant managers should know that, unlike some states, Michigan does not require additional pay for split shifts or most on-call time unless federal rules deem the on-call time compensable.

Ensuring compliance with minimum wage, overtime rules, and clear communication with employees about scheduling is fundamental.

Adopting best practices for fair scheduling and transparent policies supports workforce satisfaction and legal compliance.