2022 Georgia Tipped Minimum Wage
The 2022 Georgia Tipped Minimum Wage is $2.13.
Effective 2022-01-01Source: Individuals FAQs - Fair Labor Standards Act (Georgia Department of Labor)Verified 2026-09-01
Compared with 2021
Every figure on this page is unchanged from 2021.
| Item | 2021 | 2022 | Change |
|---|---|---|---|
| Minimum cash wage | $2.13 | $2.13 | +$0 (+0.0%) |
Who it applies to
Employers of tipped employees in Georgia subject to the Fair Labor Standards Act
What changed this year, and why
The minimum cash wage that Georgia employers must pay tipped employees is $2.13 per hour for 2022, under the federal Fair Labor Standards Act.
Common questions
- What is the tipped minimum wage in Georgia for 2022?
- Employers must pay tipped employees at least $2.13 per hour in direct wages. If that amount plus the tips received does not equal at least the federal minimum wage for each hour worked, the employer must make up the difference.
- What happens if tips do not bring the employee's earnings up to the federal minimum wage?
- The employer must make up the difference so the employee receives at least the federal minimum wage for every hour worked.
Who counts as a tipped employee
Under federal law, a tipped employee in Georgia is anyone engaged in an occupation where they customarily and regularly receive more than $30 a month in tips. This threshold determines whether an employer can pay the lower cash wage and claim a tip credit toward its minimum wage obligations. Only tips actually received by the employee count toward this determination. If a Georgia worker's tips fall below this amount in a given month, they are not considered a tipped employee for that period, and different wage rules may apply to their employment.
Under the FLSA, a tipped employee is an employee engaged in an occupation in which they customarily and regularly receive more than $30 a month in tips.
Fact Sheet #15: Tipped Employees Under the Fair Labor Standards Act (FLSA) (DOL)
What a tip credit is, and the cash wage underneath it
In Georgia, a tip credit allows an employer to count a portion of an employee's tips toward meeting the federal minimum wage requirement. The employer must pay a direct cash wage of at least $2.13 per hour, and can take a tip credit equal to the difference between that cash wage and the federal minimum wage. This means the employer can claim up to $5.12 per hour in tips as a credit toward its wage obligation. However, the employer must ensure that the employee's cash wage plus their tips equals at least the full minimum wage for each workweek. If the combined amount falls short, the employer cannot use the full tip credit and must pay additional wages to make up the difference. Only tips actually received by the employee count when calculating whether the tip credit is valid.
An employer must pay a tipped worker at least $2.13 per hour under the FLSA. An employer can take an FLSA tip credit equal to the difference between the direct wage, or the cash wage it pays directly to the tipped employee, and the federal minimum wage, which is currently $7.25 per hour. The maximum tip credit that an employer can currently claim is $5.12 per hour: ($7.25 - $2.13 direct (or cash) wage = $5.12). Only tips actually received by the employee count when determining whether the employee is a tipped employee and in applying the tip credit.
Fact Sheet #15: Tipped Employees Under the Fair Labor Standards Act (FLSA) (DOL)
When the tips do not get you to the minimum wage
In Georgia, if an employee's tips combined with the employer's direct wages do not equal the minimum hourly wage of $7.25 per hour in each workweek, the employer must make up the difference. This means the employer cannot simply pay the low cash wage and assume the tips will cover the rest. If a tipped worker's total earnings fall short of the minimum wage in any given workweek, the employer is legally required to pay the additional amount needed to reach $7.25 per hour. This guarantee applies every workweek, not just on average over a pay period or month.
If an employee’s tips combined with the employer’s direct (or cash) wages do not equal the minimum hourly wage of $7.25 per hour in each workweek, the employer must make up the difference.
Fact Sheet #15: Tipped Employees Under the Fair Labor Standards Act (FLSA) (DOL)
The notice an employer owes you before it takes the credit
In Georgia, employers must provide specific information to tipped employees before taking a tip credit under federal law. This notice requirement ensures workers understand their wage structure and rights. The employer must inform the employee of the cash wage being paid, the tip credit amount being claimed, and other key details about how the tip credit system works. Without proper notice, an employer cannot legally take advantage of the tip credit provisions. This notice can be provided orally or in writing, but it must be given before the employer begins using the tip credit to calculate wages.
Notice to Tipped Employees: Employers must provide the following information to tipped employees before taking a tip credit under the FLSA:
Fact Sheet #15: Tipped Employees Under the Fair Labor Standards Act (FLSA) (DOL)
When state law gives more than the federal rule
In Georgia, when state law differs from the federal FLSA, an employer must comply with the standard most protective to employees. This means if Georgia law provides better wage protections than federal law—such as requiring a higher cash wage or prohibiting tip credits entirely—the employer must follow the more favorable state rule. The federal government sets minimum standards, but states can establish stronger protections for workers. Georgia employers must follow whichever rule gives employees the most benefit, whether that comes from federal law or state law.
Interaction with State Laws: When state law differs from the federal FLSA, an employer must comply with the standard most protective to employees.
Fact Sheet #15: Tipped Employees Under the Fair Labor Standards Act (FLSA) (DOL)
Your employer, your manager and your supervisor may not keep your tips
In Georgia, the FLSA prohibits employers from keeping any portion of employees' tips for any purpose, whether directly or through a tip pool. This rule applies regardless of whether the employer takes a tip credit. An employer may not require an employee to give their tips to the employer, a supervisor, or a manager. This protection ensures that tips belong to the employees who earn them from customers, not to the business owners or management. Even if an employer pays the full minimum wage and takes no tip credit, they still cannot keep any portion of the employees' tips.
Regardless of whether an employer takes a tip credit, the FLSA prohibits employers from keeping any portion of employees’ tips for any purpose, whether directly or through a tip pool.
Fact Sheet #15: Tipped Employees Under the Fair Labor Standards Act (FLSA) (DOL)
Which tip pools you can be made to join
In Georgia, when an employer takes a tip credit, they can require tipped employees to participate in a tip pool, but only with other employees who customarily and regularly receive tips. This is known as traditional tip pooling. The pool is limited to employees in occupations like waiters, bellhops, bussers, and service bartenders. Non-tipped employees such as cooks or dishwashers cannot be included in the pool when the employer is taking a tip credit. The employer must notify tipped employees of any required contribution amount and can only take a tip credit for the tips each employee ultimately receives after the pool distribution.
Traditional Tip Pooling: An employer that takes a tip credit can require tipped employees to contribute tips only to a tip pool which is limited to employees in occupations in which they customarily and regularly receive tips
Fact Sheet #15: Tipped Employees Under the Fair Labor Standards Act (FLSA) (DOL)
Doing two jobs for one employer
In Georgia, an employee who works in dual jobs is considered a tipped employee only with respect to their employment in the tipped occupation. For example, if someone works as both a maintenance person and a server for the same employer, they are only a tipped employee when working as a server. The employer can take a tip credit for the server hours but cannot take a tip credit for the maintenance hours. Each occupation must be evaluated separately to determine whether the tip credit applies to those specific hours of work.
In such a situation the employee, if they customarily and regularly receive at least $30 a month in tips for their work as a server, is a tipped employee only with respect to their employment as a server.
Fact Sheet #15: Tipped Employees Under the Fair Labor Standards Act (FLSA) (DOL)
How each figure was verified
Each number below was read from a stored copy of the document named beside it, and checked to occur word for word in the quoted sentence. The digest is of that stored text.
Individuals FAQs - Fair Labor Standards Act (Georgia Department of Labor)
- Minimum cash wage
An employer of a tipped employee is only required to pay $2.13 an hour in direct wages
Other years
Every Georgia Tipped Minimum Wage year · Tipped Minimum Wage in every state