Texas Overtime Rules for Tipped Employees

Texas Overtime Rules for Tipped Employees: Key Takeaways

• Texas follows the federal minimum wage of $7.25 per hour with a cash wage of $2.13 plus tip credit of $5.12 per hour.
• Overtime pay is calculated at 1.5 times the full minimum wage rate ($10.88), with a tip credit still capped at $5.12, resulting in a minimum overtime cash wage of $5.76.
• Non-tipped duties over 20% of an employee's time or over 30 consecutive minutes require full minimum wage pay with no tip credit allowed.

Understanding Texas overtime rules for tipped employees is essential for fair pay and legal compliance. These rules clarify minimum wage, tip credits, and overtime calculations for tipped workers.

This article provides a comprehensive overview of how tipped employee overtime works in Texas, including employer responsibilities and best practices.

For hiring guidance, see tipped employee job postings.

1. Minimum Wage, Tip Credit, and Overtime Pay in Texas

Texas adopts the federal minimum wage of $7.25 per hour, which applies to all employees, including those who receive tips.

For tipped employees, employers may pay a direct cash wage of $2.13 per hour, applying a tip credit of up to $5.12 per hour to meet the minimum wage.

The combined cash wage and tips must equal or exceed $7.25 per hour; otherwise, the employer must pay the difference to make up the full minimum wage.

For broader context, review server minimum wage.

Overtime Pay for Tipped Employees

Overtime is calculated for hours worked beyond 40 in a workweek at 1.5 times the employee’s regular hourly rate.

For tipped employees in Texas, the regular hourly rate is the full minimum wage of $7.25, not the reduced cash wage.

This means the overtime rate is $10.88 per hour ($7.25 x 1.5).

The tip credit of $5.12 still applies during overtime, so the employer must pay at least $5.76 per hour in cash during overtime hours ($10.88 - $5.12).

Importantly, the tip credit amount does not increase for overtime hours—it remains fixed at the standard $5.12.

Avoid liability from working off the clock.

2. Tip Credit Rules for Non-Tipped Duties in Texas

Texas law includes specific provisions addressing the amount of time tipped employees spend on non-tip-generating duties.

If an employee spends more than 20% of their work time performing non-tipped tasks, the employer cannot apply the tip credit for that portion of time.

In such cases, the employer must pay the full minimum wage of $7.25 for the hours spent on non-tipped duties without reducing wages by any tip credit.

Clarify support roles with the barback job description.

30-Minute Rule for Non-Tipped Work

Additionally, if a tipped employee spends more than 30 consecutive minutes performing non-tipped tasks, the tip credit cannot be applied for that period.

The employer must pay the full minimum wage for those consecutive minutes regardless of overall time spent on non-tipped duties.

This ensures that tipped employees receive fair compensation when performing duties not related to their tipped occupation.

3. Tip Pooling Rules and Compliance in Texas

Employers in Texas can implement tip pooling arrangements, allowing employees who regularly receive tips—such as servers and bartenders—to share tips.

For role specifics, see the bartender job description.

However, employees who do not customarily receive tips, like cooks or dishwashers, cannot be included in tip pools.

Tip pools must be structured so that no employee’s wages fall below the minimum wage in compliance with federal and state law.

Proper documentation and transparency about tip pooling and distributions are essential to avoid legal challenges.

Use this tip pooling template to structure fair distributions.

4. Recordkeeping Requirements and Employer Responsibilities

Employers must maintain accurate records of all hours worked, wages paid, and tips received by tipped employees.

This includes tracking hours spent performing tipped versus non-tipped duties, which affects how tip credits apply.

Failure to keep detailed records and comply with wage laws can result in penalties, back pay claims, and legal actions.

Employers should regularly audit payroll and tip records to ensure compliance and transparent reporting.

5. Best Practices for Managing Tipped Employees’ Overtime in Texas

• Provide clear notice to tipped employees about the tip credit, cash wage, and overtime pay calculations.
• Implement a fair and transparent tip pooling policy that complies with regulations.
• Monitor the distribution of hours between tipped and non-tipped duties to correctly apply tip credits.
• Maintain detailed records and regularly review compliance with both federal and Texas wage laws.
• Train management and payroll staff on the nuances of tipped wage laws and overtime rules.

Review primary duties in the server job description.

6. Useful Official Resources on Texas Overtime and Tipped Employee Laws

For further guidance, employers and employees can consult the following official sources:

• U.S. Department of Labor Fact Sheet #15: Tipped Employees Under the Fair Labor Standards Act (FLSA)
• Texas Workforce Commission: Allowable Deductions Under the FLSA
• Texas Workforce Commission: Tipped Employees

If your venue employs them, consult the cocktail server job description.

Texas Overtime Rules for Tipped Employees: Conclusion

Understanding and applying Texas overtime rules for tipped employees ensures compliance with both federal and state labor laws.

Employers must accurately calculate overtime wages using the full minimum wage rate, respect tip credit limits, and avoid applying tip credits to excessive non-tipped duties.

By following these guidelines and maintaining careful records, employers protect their business while guaranteeing fair pay for tipped workers in Texas.