Yes, kitchen staff in the UK are legally entitled to receive tips under the Employment (Allocation of Tips) Act 2023. The law requires employers to pass on 100% of tips, gratuities, and service charges to workers without deduction and to distribute them fairly according to the Code of Practice. Fair allocation includes both front-of-house and back-of-house employees based on role, hours worked, seniority, performance, and customer intention.
Tip pooling systems or tronc schemes ensure equitable distribution across all staff groups. Benefits include improved morale, reduced turnover, stronger teamwork, and better recognition of kitchen staff’s role in customer satisfaction. However, shared tipping can reduce earnings for servers, create internal disputes, and add administrative tasks for employers. Technology platforms such as URocked automate tip management to maintain compliance and transparency. .
Yes, kitchen staff can and should get a share of customer tips under UK law. Kitchen staff contribute to the overall service and customer experience in a restaurant and are entitled to a fair share of tips. Whether tips and service charges are distributed to kitchen staff is dependent on the tipping policy of a restaurant. The Employment (Allocation of Tips) Act 2023 in the UK requires employers to pass on all tips, gratuities, and service charges to staff. The act requires fair distribution of tips in accordance with the Code of Practice. This fair allocation of tips can include all staff including kitchen staff.
To comply with the Code of Practice employers should consider factors such as type of role, basic pay, hours worked during the period of when tips are received, individual and team performance, seniority, length of service and customer intention.
Kitchen staff typically receive tips through a tip-pooling system or tronc scheme that distributes tips fairly amongst all staff. The tip-pooling system and tronc scheme must comply with the Employment (Allocation of Tips) Act 2023 with the responsibility falling on the employer.
No, tips do not typically go to kitchen staff in restaurants in the UK. This is because kitchen staff serve customers indirectly whereas front-of-house workers interact directly with customers and are more likely to receive tips. Kitchen staff can receive tips when included in a tip pooling system arranged by the restaurant.
Kitchen staff are often compensated through slightly higher base wages or other benefits, whilst front-of-house staff relied more heavily on tips to supplement their income.
The Employment (Allocation of Tips) Act 2023 legally mandates that all tips must now be distributed fairly amongst all restaurant staff, which may include kitchen workers. This legislation requires employers to pass on 100% of tips and service charges to employees without deduction, in accordance with the Code of Practice.
Yes, restaurants have a legal obligation to pass on all tips to staff under the Employment (Allocation of Tips) Act 2023, which came into effect on 1st October 2024. This legislation mandates that UK restaurants must distribute 100% of all tips, gratuities, and service charges to employees without making any deductions except for income tax and National Insurance Contributions.
The law applies to all forms of gratuities where the employer exerts control. This includes cash tips, card tips added by customers, and service charges applied to bills. Employees have the right to pursue claims through employment tribunals when restaurants fail to comply with the law. The legislation empowers tribunals with the authority to order compensation for withheld tips plus additional penalties.
The tipping law impacts kitchen staff tips by legally entitling them to receive a fair share of all customer gratuities under the Employment (Allocation of Tips) Act 2023. Kitchen workers now have the same legal right to tips as front-of-house staff. The law mandates that employers distribute all tips under employer control; fairly and transparently according to the statutory code of practice.
The Code of Practice outlines that employers should consider factors such as type of role, basic pay, hours worked during the period of when tips are received, individual and team performance, seniority, length of service and customer intention. For kitchen staff, the hours worked, the type of role within the kitchen and the level of seniority such as working as a head chef compared to a commis chef will have a direct impact on how tips are allocated. Team performance and length of service may also impact how tips are distributed to kitchen staff.
How the tips are allocated must be clearly explained in a written tip policy which employers make available to all kitchen staff. Under the Act, employers are required to pay all tips and service charges to workers no later than the end of the following month in which the tips and service charges were received. Kitchen workers can access records on the total amount of qualifying tips paid at or attributable to the business and the amount allocated to workers for up to 3 years in which tips were paid.
Workers have the legal right to bring claims to employment tribunals when employers fail to comply with the Act. Employment tribunals can order employers to pay compensation to affected workers and ensure compliance with the legislation.
The benefits of kitchen staff receiving tips include improving team morale, staff retention and recognises contribution to service. The benefits of kitchen staff receiving tips are outlined below:
The downsides of kitchen staff receiving tips are outlined below:
To set up a tip pool with kitchen staff, restaurants can follow the seven steps below:
Step 1: Understand UK Legal Requirements for Kitchen Staff Inclusion: Understand the Employment (Allocation of Tips) Act 2023, which allows all staff, including kitchen workers, in tip distribution. The core requirement mandates passing on 100% of qualifying tips to all workers without unauthorised deductions. Distribute tips fairly and transparently to both front-of-house and back-of-house staff based on hours worked and job roles. A written tipping policy is legally required and accessible to all employees, including kitchen staff.
Step 2: Develop a Tipping Policy Including Kitchen Staff: Draft a clear, written tipping policy that outlines how tips are collected, pooled, and distributed to all staff including kitchen workers. This policy specifies the chosen allocation method such as points systems, hours worked, or role-based percentages that fairly include back-of-house contributions. Make the policy accessible to all employees across all departments.
Step 3: Appoint a System for Tip Management Across All Staff: Decide how tips are managed through one of three approaches: manual systems, tronc schemes, or software solutions that can handle kitchen staff inclusion. Manual systems work for very small businesses if regulatory complexity is manageable across all staff types. Designated individuals such as a “troncmaster” act as independent persons responsible for allocating tips to both front-of-house and kitchen staff within a tronc scheme. Choose tip pooling software such as URocked for an efficient and compliant method through automated processes that include all eligible employees.
Step 4: Establish a Tip Collection Process for All Staff Benefits: Create a system for collecting all tips, both cash and non-cash including card and app-based payments, into a single secure fund. Ensure accurate recording occurs at the point of collection with clear tracking of amounts available for distribution to all eligible employees.
Step 5: Implement the Chosen Allocation Method Including Kitchen Staff: Apply the pre-defined allocation rules from the tipping policy to the total pooled tips, ensuring kitchen staff receive their fair share. Double-check all calculations before distribution to verify kitchen staff allocations are accurate.
Step 6: Distribute Tips to All Staff and Maintain Records: Pay out calculated tip amounts to all employees including kitchen staff no later than the end of the month following the month in which the tips were received. Maintain accurate records of all tips received, their allocation to both front-of-house and kitchen staff, and distribution for 3 years. Make these records accessible to all employees including kitchen workers upon request. Include payment dates, amounts, and recipient details for all staff in documentation.
Step 7: Communicate and Train All Staff Including Kitchen Workers: Communicate clearly with all staff including kitchen workers about the new or revised tip pooling system that includes back-of-house employees. Train kitchen staff on how the tip distribution system works and their entitlements under the new policy.
Managers can receive tips in UK restaurants if they regularly serve customers and are included in fair, transparent distribution policies under the Employment (Allocation of Tips) Act 2023. Managers who wait tables, serve drinks, or interact directly with customers can be included in tip distribution as they contribute directly to the customer experience that generates tips.
The Employment (Allocation of Tips) Act 2023 prohibits employers from keeping any portion of tips, service charges, or gratuities paid by customers. Business owners, company directors, and individuals with significant control over restaurant operations are excluded from tip pools because they are classified as employers under the legislation. Senior managers who do not regularly serve customers fall into this exclusion category because their primary responsibilities involve business operations rather than direct customer service.
Including managers in a tip pool can create cohesive team environments where management leads by example in customer service delivery. This incentivises managers to maintain high service standards that increase overall tip amounts. The practice recognises direct contribution to customer satisfaction when managers actively serve tables or operate bars. It fosters collaborative workplace culture between management and front-of-house staff.
No, it is not customary to tip catering staff in the UK. The total price of the catering service including the food and service from staff is agreed in advance. Tips are optional and can be given voluntarily to catering staff as a reward for good service. A tip between 10-20% of the catering bill to the catering staff can be voluntarily given. Corporate events, weddings, and private functions typically include mandatory service charges in final invoicing, making additional tipping unnecessary.
Digital tip management platforms like URocked enable restaurants to operate compliant tip pooling arrangements in accordance with the Employment (Allocation of Tips) Act 2023. These systems automatically split tips based on customisable business rules including hours worked, job role, and tips generated across different locations.
Automated calculations eliminate manual errors and ensure fair distribution amongst staff members. Technology-driven tip management reduces administrative burden, increases accuracy, and ensures fair treatment of all staff members receiving gratuities.
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