Summary
New Hampshire offers relatively strong protections for tipped workers. While it follows the federal minimum wage rate, it has a lower limit for the amount of tip credit an employer can claim. It also has stricter rules on tip pooling, requiring employee consent for tip pool participation.
Key provisions:
- The full minimum wage in New Hampshire matches the federal rate of $7.25, but the tipped minimum wage is higher at $3.27.
- Employees must voluntarily agree to participate in tip pools. Employers may not coerce participation or require it as a condition of employment.
- Non-tipped employees may participate in tip pools as long as employers do not claim tip credit and tipped employees give consent.
In a state like New Hampshire, where the cost of living is higher than the natural average, tips make up a crucial part of employee income. Employers need to protect their employees’ wages by developing a strong understanding of federal and state tip laws. By complying with rules on tip ownership, credits, pooling, and more, you can improve employee satisfaction, avoid legal issues, and keep your operations steady and efficient.
What is a “tip?” in New Hampshire?
Under New Hampshire law, a tip is a gratuity a customer gives directly to an employee for a service rendered. For a payment to count as a tip, the customer must give it out of their own free will and determine the amount without instruction or mandate from the employer.
Tips can take any of the following forms:
- Cash the customer leaves
- Amounts the customer adds to credit card payments
- Digital app tips (through payment solutions like Venmo or Square, or service platforms like DoorDash and Uber Eats)
- Tips placed in tip jars
- Shares of a collective tip pool
New Hampshire law states that tips belong exclusively to the employee. As an employer, you may not keep, withhold, or deduct from tips. The only time you are allowed to control tips is when distributing them from customer credit card payments, tip jars, or valid tip pools.
What is the difference between a tip and a service charge?
In New Hampshire, tips are legally distinct from service charges, even if they’re both extra payments the customer gives establishments outside of the advertised cost of the product or service they purchased. Tips are voluntary payments that customers give employees, while service charges are mandatory costs the establishment adds to the customer’s bill.
The distinction matters because it tells you who owns the money.
New Hampshire law states that tips belong exclusively to the employee, which means that you as an employer cannot keep, reduce, or withhold employee tips. However, service charges belong to the employer, and you can allocate them however you want. Even if you choose to use service charge earnings to cover labor expenses, they will not count as tips.
Who qualifies as a tipped worker in New Hampshire?
Although, theoretically, all employees can earn tips, not all employees count as tipped employees. The term “tipped employee” is a special classification the Fair Labor Standards Act (FLSA) reserves for workers who regularly and customarily make more than $30 per month in tips. This distinction matters because it determines who you can include in tip pools and pay tipped minimum wage.
To break the definition down:
- Regularly: The employee should frequently encounter opportunities to earn tips
- Customarily: Giving or receiving tips should be a cultural expectation in the employee’s occupation.
- $30 per month: The employee should receive tips often enough to meet the FLSA’s threshold.
If an employee does not meet the above criteria, they do not count as a tipped employee, and you cannot pay them the tipped minimum wage. This rule is in place to protect employees with limited means of supplementing their income from receiving reduced base wages.
Common examples of tipped employees include:
- Servers
- Bartenders
- Baristas
- Hosts
- Bussers
- Food runners
- Hair stylists
- Nail technicians
- Bellhops
- Valets
- Delivery drivers
Minimum wage and tip credit in New Hampshire
| Full minimum wage | Tipped minimum wage | |
| Adults (over 16 years old) | $7.25 | $3.27 |
| Minors (16 years old and under) | $5.44 | $3.27 |
| New workers | $5.44 | $3.27 |
The minimum wage in New Hampshire matches the federal rate of $7.25 per hour. However, the state lets you pay employees 16 years of age and under 75% of $7.25, or $5.44. You can also apply this rate to new workers with fewer than six months of experience in their assigned occupation.
New Hampshire law allows employers to claim tip credits and count an employee’s tip income toward the minimum wage requirements. It sets a tipped minimum wage of $3.27 for all employees, including adults, minors, and new workers. However, they must still make at least $7.25 per hour in total earnings (base wages plus tips). If they don’t meet the threshold, you need to pay the shortfall.
New Hampshire tip credit rules
In New Hampshire, employers who claim a tip credit must comply with the standards set by the federal Fair Labor Standards Act (FLSA). These rules are in place to make sure all tipped employees receive fair compensation and fully understand their pay structure.
Tip credit eligibility
You may only claim tip credit from eligible tipped employees. This means they must regularly and customarily receive at least $30 in tips per month. If the employee doesn’t meet this criteria, you must pay them full minimum wage. This rule prevents you from reducing the base wages of employees with limited opportunities to earn tips.
Minor and new worker rates
Although New Hampshire law lets you pay minors and new workers 75% of full minimum wage, it sets the same tipped minimum wage of $3.27 per hour for all workers. You cannot pay minors and new workers a lower tipped minimum wage even though their base rate is lower than full minimum wage.
Full minimum wage guarantee
Although New Hampshire law lets you count tip income toward the $7.25 per hour minimum wage requirement, it’s still your responsibility to ensure that all workers make that full amount. If an employee’s tips don’t bring their total earnings to full minimum wage, you must pay them the deficit. This rule is in place to guarantee tipped workers a living wage amidst the invariability of tip income.
Dual jobs
Under the FLSA, you may only claim tip credit for the hours employees perform tipped tasks or incidental non-tipped duties related to tipped tasks, such as cleaning tables, restocking inventory, and packaging food for deliveries. However, if these tasks take up a substantial portion of the employee’s time, you may not claim a tip credit for those hours.
Notice requirements
Under New Hampshire law, employers must inform employees of their full pay rate and payment details at the time of hiring and whenever you implement any changes. This means that you need to provide a written notice informing employees about tip credit details. Your notice should include the following information:
- How much you are paying the employee
- How much tip credit you intend to claim
- A guarantee that the tip credit will not exceed the amount of tips your employee earns
- A guarantee that you will not claim or withhold any portion of the employee’s tips except to distribute them under a valid, agreed-upon tip pooling arrangement
- A guarantee that you will not claim tip credit without prior notice
Notice requirements are important because they give your employees time to review and analyze the terms of the establishment’s tip credit arrangements. The transparency helps you avoid misunderstandings and disputes, especially in relation to tip pooling and minimum wage compliance.
Tip pooling in New Hampshire
New Hampshire lets employers establish tip pools. In this arrangement, employees combine tips (or portions of their tips) into one group and redistribute them under agreed-upon divisions, such as role, seniority, and hours worked. This allows establishments to smooth out tip income discrepancies, especially between frontline workers (like servers, hosts, and bartenders) and tipped support roles with fewer opportunities to earn tips (like bussers and food runners).
New Hampshire tip pooling rules
To support fair and transparent tip sharing, New Hampshire follows tip pooling rules that generally align with the federal Fair Labor Standards Act (FLSA). These guidelines help employers stay compliant with wage laws while making sure employees understand how pooled tips are distributed.
Voluntary participation
Unlike other states, which permit mandatory tip pooling, New Hampshire law only allows tip pooling if the arrangement is voluntary. While you can establish tip pools, you cannot make tip pooling participation a requirement for employment. Employees must agree to join tip pools out of their own free will, with no coercion.
Employee eligibility
| If the employer claims tip credit | If the employer does NOT claim tip credit | |
| Tipped employees | ✅ | ✅ |
| Non-tipped employees | ✅(with consent of tipped employees) | ❌ |
| Managers and supervisors | ❌ | ❌ |
Tip pooling arrangements are designed for employees who customarily and regularly receive tips, such as servers, bartenders, bussers, and similar front-of-house staff. Because they typically make reduced base wages, a significant part of their income depends on tips.
Under the Fair Labor Standards Act (FLSA), only these tipped employees can take part in a tip pool when an employer claims a tip credit. The reasoning behind this rule is that it’s unfair to take tips earned by someone making a lower base wage and distribute them to employees who are already earning the full minimum wage or more.
That said, New Hampshire does allow non-tipped employees to join a tip pool, but only if the establishment meets certain conditions. First, you must not claim a tip credit. Second, the participating tipped employees must agree to include non-tipped staff. This arrangement is fairer because it doesn’t force employees to sacrifice their reduced base wage to support others who already earn a full hourly rate.
However, managers and supervisors can never, under any circumstances, participate in tip pools. Their role as authority figures creates a risk of coercion, whether intentional or not. Keeping them out of the tip pool protects your team and ensures compliance with both federal and state law.
Employer administration limits
Ultimately, shares of tip pools still count as tips, which means that they belong to the employee, and that you as an employer are not allowed to control them. When implementing tip pool arrangements, you must stay within certain limits.
- You may collect and hold tips as long as you distribute them within the agreed-upon pay period.
- You can suggest practices, rules, and distribution policies, but the employee must agree to the terms for them to take effect.
- You may mediate employee disputes on how to share tips.
Notice requirements
As mentioned above, New Hampshire law requires employers to inform employees of their pay rates and schedules at the time of hiring, and prior to any changes taking effect. This rule also covers the details of any tip pooling arrangements.
Before establishing a tip pool, or before hiring an employee when you have a tip pool in place, you need to give the following information:
- How tip pools are divided
- When shares get distributed
- Who is involved
Save hours with 7shifts
Managing tips amidst New Hampshire’s complex tip laws doesn’t have to be time-consuming. With 7shifts’ tip management software, you can automate manual tip-related tasks. We automatically calculate tip pool distributions, transfer tips to employee accounts, and provide real-time visibility on owed tips, so you can focus on core business activities.
Rebecca Hebert, Sales Development Representative
Rebecca Hebert
Sales Development Representative
Rebecca Hebert is a former restaurant industry professional with nearly 20 years of hands-on experience leading teams in fast-paced hospitality environments. Rebecca brings that firsthand knowledge to the tech side of the industry, helping restaurants streamline their operations with purpose-built workforce management solutions. As an active contributor to expansion efforts, she’s passionate about empowering restaurateurs with tools that genuinely support their day-to-day operations.
