Montana Tip Laws: Employer’s Guide to Compliance and Fair Labor

 

Montana offers relatively strong protections for workers in tipped occupations. It requires employers to pay all workers the full minimum wage and prohibits counting tips toward wage requirements. If you want to honor your employee’s rights to fair compensation, you need to develop a deep understanding of these protections and why they matter. Following proper guidelines around tip ownership, minimum wage, tip pooling, and other tip-related duties can help you build a strong culture of transparency and trust within your organization.

What is a “tip” in Montana?

Under Montana law, a tip is a gratuity a customer grants an employee as a reward for good service, outside the advertised cost of the product or service delivered. Payments only count as tips when they come from the customer voluntarily, and not when the employer requires or asks for them.

Typically, tips go to employees in the service businesses, such as restaurants, hotels, and salons. They can come in many forms, including:

• Cash tips customers leave employees
• Credit card amounts customers add as tips
• Digital app tips (e.g. through Uber, DoorDash, Square, Venmo, etc.)
• Shares employees distribute through tip pools

 

In Montana, tips are the exclusive property of the employee. As an employer, you may not withhold, keep, or handle tips unless the employees who earned them grant permission to. You may deduct credit card processing fees from tips, but only under specific conditions.

Tips vs. service charges

While tips and service charges are both payments customers add to the cost of the product or service they purchased, Montana treats them as legally distinct. Tips are gratuities customers freely give employees in return for good service, while service charges are fixed amounts employers add to customer bills.

Tips legally count as employee income, while service charges are business revenue. Tips belong exclusively to the employee, while service charges belong to the employer, who can choose whether to keep or distribute them. Even if an employer distributes service charge earnings to employees, these earnings will count toward regular wages, not tips.

Who qualifies as a tipped employee in Montana?

According to the FLSA, tipped employees are employees who regularly and customarily earn at least $30 in tips per month. These employees work in occupations where cultural expectations create plentiful opportunities to earn tips from customers.

Most tipped employees work in restaurants, bars, or cafes. However, others also work in food delivery, hotel service, cosmetology, and gaming organizations. Examples of tipped employees include:

• Baristas
• Bartenders
• Bellhops
• Bussers
• Delivery drivers
• Food runners
• Hair stylists
• Hosts
• Nail technicians
• Servers
• Valets

In most states, the distinction of a tipped employee determines who can receive the tipped minimum wage and participate in tip pool arrangements. In Montana, claiming tip credit is illegal, and anyone can participate in tip pools, so this distinction matters less. However, understanding the FLSA definition of a tipped employee is still valuable as it helps you distinguish which employees receive variable income, which helps with recordkeeping purposes.

Can Montana employers deduct credit card processing fees from tips?

Unlike most states, Montana allows employers to deduct processing fees from credit card tips. However, you must follow specific rules on how much you deduct and how to keep records.

Deductions must be proportional

The percentage the employer may deduct from the tip cannot exceed the percentage the credit card company charges. For example, if a customer leaves a $10 tip, and the processing fee is 2.5%, the customer may only deduct up to 2.5% of $10. If the employer deducts $0.25, which is the maximum, the employee takes home $9.75.

No additional deductions

Employers may only deduct credit card processing fees from tips. You cannot tack on additional handling or administrative fees.

Keep deduction records

Montana law requires employers to keep records of both the tips the employee receives and the credit card processing fees they deducted. This ensures transparency and provides evidence of compliance for future audits.

Minimum wage and tip credit in Montana

The hourly minimum wage in Montana is $10.55, which is $3.3 higher than the federal rate of $7.25 per hour. It does not have a separate wage for minors, workers in training, or full-time students. However, it allows certain small businesses to pay lower base wages. Namely, if an establishment does not meet the FLSA coverage criteria and generates less than $110,000 in gross sales annually, it may pay employees a wage of $4 per hour.

Montana is also one of the few states where claiming tip credit is illegal. This means that you cannot count tips toward the $10.55 minimum wage requirement. You must pay all employees at least the full minimum wage, regardless of what they earn in tips.

The state plans to raise the minimum wage to $10.85 on January 1, 2026. It adjusts the wage each year based on changes in the Consumer Price Index (CPI). If the CPI doesn’t rise, the wage remains the same. However, the minimum wage has increased every year since 2007, so annual increases remain likely.

Montana tip reporting obligations

In Montana, employers have the legal obligation to track and report tips correctly. This means maintaining records of tip income, including tips in appropriate tax documents, and collecting employee tip reports.

Tip income records

As an employer, you must keep clear, accurate records of all tips your employees earn. This includes:

• Cash tips employees report
• Credit card tips you pay out to staff
• Amounts distributed from tip pools

Your records should include dates, amounts, and how the establishment divides tip pool shares. Detailed records help you spot discrepancies early, avoid disputes, and comply with labor laws and tax rules. They also help you defend yourself in case of wage claims, lawsuits, and audits.

Tax reports

Tips count as taxable income. This means that you need to include tip income in payroll records, employee W-2’s, and payroll tax filings. It also means that you need to withhold the appropriate taxes on employees’ gross wages (base wages plus tips) rather than base wages alone. Affected taxes include Social Security, Medicare, and income tax. You must also pay the employer’s share of payroll taxes on tips reported by employees.

Employee tip report collection

Federal law requires employees to report all tips by the 10th of the month following the month they earned them. As their employer, it is your responsibility to educate employees on their reporting requirements, deadlines, and relevant processes. You must also collect the reports they submit and keep copies for your records.

Most employees use the IRS Form 4070 (Employee’s Report of Tips to Employer) or similar forms to report their tip income to you. With this form, they can list the total cash and credit card tips they received during the month. Like other tip income records, employee tip reports help you prove your compliance with Montana tip laws.

Tip pooling in Montana

Montana allows employers to establish employee group funds called tip pools. Under these arrangements, employees may combine the tips they receive and share them among staff. The employees give out shares according to agreed-upon percentages, often based on factors like seniority, role, and hours worked.

 

Montana allows tip pooling because, when done fairly, it helps promote equity among service staff. Tip pooling evens out disparities between tipped workers. It gives employees with fewer opportunities to receive tips, such as bussers or food runners, a better shot at fair pay.

By putting a shared earnings system in place, you can strengthen teamwork and improve service quality. Because everyone contributes to and benefits from the tip pool, employees gain more reason to support each other and create quality experiences for customers.

Montana tip pooling rules

While tip pooling arrangements are typically a net positive for all employees, you must still actively ensure fair distribution. Following state and federal tip pooling rules helps protect employee wages, maintain legal compliance, and build trust within the team.

Eligible participants

The typical tip pool exists to benefit tipped employees. Most states ban non-tipped employees from tip pools to prevent employers from diverting tip income away from employees who make lower base wages.

Because Montana prohibits tip credits, it allows all employees, except managers and supervisors, to participate in tip pools. Even employees who don’t serve customers directly, like cooks and dishwashers, can take shares.

However, tip pools can’t include salaried managers and supervisors. As workplace leaders, they hold too much power over employees, which can create conflicts of interest when setting up distribution policies.

Notice requirements

If an employer uses a tip pool, they must give employees written or verbal notice about the arrangement. Clear notices help employees understand how the system works and give them opportunities to ask questions or raise concerns.

Tip pool notices must provide the following information:

• Who is included in the tip pool
• How shares will be distributed
• Confirmation that managers and supervisors will not participate in the tip pool

Distribution timing

In Montana, employers must distribute each employee’s share of pooled tips by the regular payday for that workweek. If you miss the deadline, you may face legal penalties, including potential fines and liability for unpaid wages.

Recordkeeping

Montana law requires employers to record all tips they collect and distribute under a tip pool. Your records should show:

• How much money each employee contributed
• How the establishment divides tips
• When each employee receives their share

Keeping clear records helps ensure transparency, fairness, and compliance with state labor laws. It also helps you build a solid defense in case you get called for investigations or audits.

Mandatory vs voluntary tip pools

Montana law lets employers require tip pool participation, even as a condition of employment. However, they must follow all of the rules listed above for the tip pool to be considered valid.

Montana payday laws

Under Montana law, employers must establish regular paydays. These need to occur at least twice a month. This means that you need to pay employees whatever wages they earned within a pay period at least 10 days after the end of that period.

Included in this rule are tips you collect on the employee’s behalf, such as credit card tips, tip pool shares, and tip jar shares. As mentioned in the tip pooling rules section, you need to distribute tip shares no later than the regular payday which the employees earned them. The same rule applies to credit card tips and tip pool shares. Failing to pay out employee tips on time counts as a wage law violation.

Types of financial penalties for tip law violations in Montana

Employers who break Montana’s tip laws face several financial penalties when found guilty through wage claims, lawsuits, audits, or investigations. Most penalties aim to repay employees for lost income, such as lost wages, liquidated damages, and attorneys’ fees.

Back pay

Back pay is the most common type of financial penalty for tip law violations. This means reimbursing employees for the wages you failed to pay in a previous pay period.

Typically, you pay back pay when found guilty of a wage violation after an audit, investigation, wage claim, or lawsuit.

For example, if you withheld $300 worth of credit card tips from one employee in one month, the government may force you to pay the unpaid wages within a given deadline.

Penalty wages

If you miss the legal deadline to pay back wages, you may owe a 110% penalty on top of the unpaid amount. This applies mainly when employees quit or are fired.

Let’s say an employee quits, and you fail to pay them $500 worth of tips. They file a successful wage claim, forcing you to pay them back before a deadline. If you miss the deadline, you will owe them the unpaid $500 plus penalty wages worth $550, amounting to a total penalty of $1,050.

Liquidated damages

If the state or court deems that you acted in bad faith (as opposed to making an honest mistake) it may entitle the affected employees to liquidated damages equivalent to 100% of the owed wages, effectively doubling the owed amount. Typically, the governing body enforces this penalty if you knew your actions violated wage laws.

For example, you refused to pay an employee $400 worth of tips in one month. If the employee files a wage claim or lawsuit, the state or court may entitle them to liquidated damages. This means you need to pay $400 worth of unpaid wages plus $400 in liquidated damages, raising your total penalty to $800.

Legal fees

Employees who file successful lawsuits might seek compensation for legal fees, such as court fees and attorneys’ fees. These penalties help punish employer wrongdoings while making legal action more accessible for employees.

For example, let’s say an employee sues you for $600 in unpaid tips. The court rules in their favor, ordering you to pay the $600 plus legal fees. Their attorney charges $1,200 for the case, and court filing fees total $100. This means you have to pay your employee a total of $1,000.

Common tip law violations in Montana and their consequences

Violating tip laws in Montana exposes employers to several possible consequences, including wage claims, civil penalties, and lawsuits. Penalties vary depending on the type of offense, its severity, and the intentions and history of the employer.

Including managers and supervisors in tip pools

Montana tip laws prohibit employers from including salaried supervisors or managers in mandatory tip pools. While managers and supervisors may perform tipped tasks and keep the tips they receive directly from customers, they may not receive any portion of the tips collected through tip pooling arrangements.

Violations of this rule count as non-compliance with wage and labor laws. If an employer if found guilty, the Montana Department of Labor may impose enforcement actions, which may include:

• Requiring the employer to pay back the misappropriated tips to the affected employees.
• Issuing fines or civil penalties

Additionally, affected employees have the right to file complaints with the Montana Department of Labor and Industry or pursue legal action to recover their lost wages and other remedies.

Not notifying employees of mandatory tip pools

Under Montana law, employers must inform employees about mandatory tip pool participation. This ensures transparency and helps employees estimate how much they will earn in tip pool shares and why. If the employer doesn’t provide notice, employees may file complaints or wage claims.

Requiring tip pool participants to contribute more than what they make in tips

Employers can’t force workers to put more money into a tip pool than the tips they actually earned. If the employer violates this rule, they are liable to pay the excess contributions. Employers may also file wage claims or legal action, which can lead to enforcement actions from state labor regulators.

Not keeping tip pool records

Montana law requires employers to keep accurate records of all tips the establishment collects and distributes through a tip pool. Aside from helping you build trust and transparency with employees, these records act as evidence of compliance in the event of a complaint or audit. Without proper documentation, you could face liability for back pay, damages, or other penalties.

Not paying tips on time

In Monanta, employers who collect tips for tip pools need to distribute each employer’s share no later than the regular payday for that workweek. Missing this deadline violates wage laws and sometimes even counts as a misdemeanor. Not only will the state require you to pay owed tips, but it may also impose additional penalties under Montana’s Wage Payment Act, including possible fines and enforcement actions.

Other consequences of violating employee tip laws

The consequences of violating tip laws transcend the legal and financial. You also hurt your employees, your reputation, and your operations.

Reputational harm

Withholding tips doesn’t just cost money. It also damages your reputation. When employees feel mistreated, they often leave and complain about their experiences on available platforms. They may spread word through the local job market, smearing your name among eligible hiring candidates.

Other employees might post about the issue on platforms like X (Twitter), Facebook, Reddit, Yelp, Google Reviews, or Glassdoor. In more serious cases, or if your business is well-known, the story could catch the attention of local or national media. The bad press can destroy your ability to attract and retain customers.

Harm to employees

Tip law violations often hit employees harder than employers. When you misappropriate your tips or report tip income improperly, your workers lose more than just their wages. They also lose certain benefits with financial institutions and government agencies.

• Damaged creditworthiness: If an employee’s reported income looks lower than what they actually earn, it can hurt them when they apply for credit cards, loans, or mortgages. Lenders rely on tax records, and low numbers can make employees look less able to pay debts, even if they earn more than what they report.
• Tax trouble: If tips go unreported, the IRS may hold employees responsible. They could owe back taxes, interest, and penalties. Unless they file a wage claim and get their records corrected, they might even face an audit.
• Lower retirement benefits: Social Security and Medicare benefits depend on reported earnings. If tip income is missing, employees contribute less and naturally receive fewer benefits when they retire.
• Smaller unemployment checks: Unemployment benefits are based on recent earnings. Underreported tips can lower those numbers and shrink the checks workers receive if they lose their jobs.

Operational harm

Tip law violations will inevitably reduce employee satisfaction. With repeated mistreatment, employees will lose trust in your organization and may eventually feel less motivated to deliver good service. Morale drops, teamwork suffers, and turnover rises. Over time, the culture you cultivate will hurt your service quality, your brand, and your bottom line.

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