Bartender Job Description Template: Duties & Requirements

Overview

A bartender job description clarifies the role that mixes drinks, serves guests, runs bar operations, and follows alcohol laws to keep service safe and profitable.

A clear JD helps you hire faster and set expectations. It reduces turnover by aligning skills, schedule, pay, and compliance from day one.

Bartenders work in restaurants, bars, hotels, taprooms, clubs, and events. They typically report to a bar manager or GM.

A precise description standardizes training and performance, especially in high-volume venues. Speed, accuracy, and guest rapport drive tips and revenue. It also protects your business by outlining ID checks, overserving prevention, and tip handling.

Role summary and scope of work

A bartender delivers guest service at the bar and service well. Core tasks include greeting guests, taking orders, mixing and serving beverages, running tabs, and closing out checks accurately.

The scope also includes stocking and cleaning, cash handling, POS operation, and compliance with ID checks and local alcohol laws.

Most bartenders report to a bar manager, beverage director, or general manager. They collaborate closely with servers, barbacks, and the kitchen.

In practice, they balance speed with hospitality. They prep garnishes before service, execute cocktails during rushes, and reset stations for the next shift.

Core duties and responsibilities

This role centers on consistent service flow, product knowledge, and safe alcohol service. Focus your duties on what success looks like on a typical night. This helps candidates self-qualify and lets you onboard efficiently.

Greet guests, take drink orders, and deliver beverages with warm, timely hospitality.
Prepare classic cocktails, house specialties, beer, wine, and non-alcoholic drinks to spec.
Verify customer age and identification, and refuse service when appropriate under policy.
Operate POS systems, manage tabs, and handle cash and card payments with accuracy.
Monitor guest alcohol consumption and follow overserving and cut-off procedures.
Maintain bar cleanliness, glassware, tools, and sanitation standards throughout service.
Restock spirits, beer, wine, mixers, and garnishes; rotate product and track low stock.
Complete opening/closing checklists, including prep, counts, and side-work.
Conduct basic inventory counts and communicate 86’d items and reorder needs.
Collaborate with servers and barbacks to prioritize service-well tickets and bar guests.
Upsell and recommend pairings; hit targets for featured cocktails and premium pours.
Resolve guest issues calmly; escalate to manager when needed and log incidents.
Follow safety and hygiene policies (handwashing, glove use, broken glass, spill response).
Support events (tastings, private parties) with setup, batch prep, and breakdown.

Tailor this list by venue volume, menu complexity, and whether bartenders run a service well.

Skills and qualifications

Hire for the core bartender skills first—speed, accuracy, and guest rapport. Then layer in venue-specific knowledge.

Stating must-haves vs. nice-to-haves keeps the applicant pool focused without being overly restrictive.

Must-have: fast, accurate drink building; great guest communication; POS fluency; cash handling; responsible alcohol service judgment; basic math; teamwork under pressure; dependable attendance.
Nice-to-have: craft-cocktail experience; wine/beer knowledge; batching and draft system familiarity; barista or coffee cocktails; event service; social promotions; local regulars management; bilingual skills.

Emphasize situational judgment: when to card, when to cut off, and when to loop in a manager. Also stress resilience during rushes.

If you run a cocktail-forward program, note recipe memorization and free-pour or jigger accuracy expectations.

Education, certifications, and legal requirements

Successful bartenders learn on the job, through apprenticeships, or via short mixology courses. Pair training with responsible alcohol service education.

Many states or municipalities require server/seller training. Some require a permit before an employee can serve alcoholic beverages. Requirements change over time, so confirm with your state’s alcohol authority or legislative resources. A widely recognized training example is ServSafe Alcohol.

All U.S. states set the minimum legal drinking age at 21. That is why ID verification and refusal protocols belong in your JD and training plan (CDC: https://www.cdc.gov/alcohol/fact-sheets/minimum-legal-drinking-age.htm).

Age-to-serve rules may differ by state and venue type, so verify locally. In addition to training/permits, hospitality JDs often mention wage-and-tip compliance under federal and state law.

State your expectations clearly. Note whether certification is required before the first shift, accepted program names, and how you will verify credentials. Ask candidates to provide certificates or permit numbers as part of onboarding.

Working conditions and physical demands

Bartending is an active, guest-facing role with late nights, weekends, holidays, and peak rushes. Shifts typically involve standing 6–10 hours, frequent walking, and repetitive motions like shaking, stirring, and polishing glassware.

Physical demands include lifting and carrying up to 25–50 pounds (cases, CO2 tanks, small kegs). Expect tight spaces behind the bar and loud environments.

Hygiene and safety are daily responsibilities. These include handwashing, sanitizing stations, safe ice handling, broken glass protocols, and preventing slips and falls.

Compensation, tips, and scheduling clarity

Be transparent about base pay, shift schedule, and how tips work. Clarity reduces confusion and helps candidates choose the right environment.

Under the Fair Labor Standards Act, the federal tipped minimum wage is $2.13/hour if tip-credit conditions are met. Many states and localities set higher cash wages or restrict tip credits (DOL: https://www.dol.gov/agencies/whd/flsa/tips).

Explain whether your team uses individual tips, tip pooling, or service charges. State whether a tip credit applies in your location.

Spell out typical shifts (e.g., opening, swing, close) and approximate hours per week. Include any on-call or event coverage.

Remind candidates that tips are taxable income and must be reported. Outline how your team declares tips and how payouts occur (daily vs. weekly).

Salary benchmarks and tip mechanics

According to the U.S. Bureau of Labor Statistics, bartenders’ median pay was about $14 per hour in May 2023 (BLS: https://www.bls.gov/ooh/food-preparation-and-serving/bartenders.htm). Employment growth is projected to be about average through 2032.

Actual take-home varies widely by venue, shift (weekday vs. weekend), and tip structure. In your JD, include a base pay range, expected tip range by shift type, whether a tip credit is used, and how tip pooling or service charges are distributed.

Lead bartender vs. bartender

A lead bartender (or head bartender) does everything a standard bartender does while guiding the bar’s daily operations. They mentor staff, maintain quality standards, and coordinate with management.

If you need leadership on the floor but not a full manager, a lead bartender role can help. It can anchor training, menu execution, and inventory without adding heavy admin hours.

Add for lead roles: train and coach bartenders/barbacks; oversee opening/closing; maintain cocktail specs and prep/batching; assist with ordering and inventory; coordinate features and upsell goals; act as shift lead for service and guest recovery; support scheduling feedback and onboarding.

Clarifying these additions helps you hire a service leader who keeps speed and hospitality high during peak hours.

How to write a bartender job description

Write your bartender job description like a service script. Keep it clear, concise, and focused on what success looks like on your floor.

Start with a strong bartender job summary. Then list the core bartender responsibilities. Set expectations for pay, tips, and schedules.

Steps: 1) Title and hook: “Bartender” or “Lead Bartender” + venue/style (“craft cocktail lounge,” “high-volume nightclub”) and one benefit (set schedule, health perks, free shift meal). 2) Summary: 3–4 lines on service style, reporting line, and what success looks like. 3) Duties: 10–12 action-driven bartender duties aligned to your menu and rush patterns. 4) Skills: must-haves first; nice-to-haves second. 5) Requirements: age, alcohol server certification/permit, work eligibility, lifting/standing. 6) Pay and tips: base pay range, tip credit (if used), tip pool or service charge and distribution, typical weekly hours/shifts. 7) Compliance: ID checks, overserving policy, and brief EEO/ADA statement.

Keep sentences short and scannable. If you staff both service well and guest-facing roles, specify which you’re hiring for.

Bartender job description template (copy, edit, and post)

Use this concise bartender job description template as a starting point. Customize the venue style, shifts, certifications, and pay/tip details to match your operation.

Bartender

Location: [City, Neighborhood] | Schedule: [Evenings/Weekends/Holidays] | Reports to: [Bar Manager/GM]

Job summary: We’re hiring a bartender to deliver fast, friendly service, prepare consistent cocktails, manage tabs, and uphold responsible alcohol service in our [venue style—e.g., high-volume restaurant/bar, craft cocktail lounge, hotel lobby bar, brewery taproom]. You’ll collaborate with servers, barbacks, and the kitchen to keep service smooth and guests happy.

Key responsibilities:

Greet guests, take orders, and serve beer, wine, and cocktails to spec with speed and accuracy.
Verify IDs and follow overserving prevention and incident protocols.
Run the POS, manage cash/cards, and close tabs without errors.
Maintain a clean, organized bar; restock product and prep garnishes.
Complete opening/closing checklists and support inventory counts.
Communicate 86’d items and feature cocktails; upsell when appropriate.

Skills and qualifications: Must-have—fast, accurate drink building; guest-first communication; POS/cash handling; basic math; teamwork under pressure; dependable attendance. Nice-to-have—craft cocktail and wine/beer knowledge; batching/draft system experience; bilingual.

Requirements: Minimum age per local law; valid alcohol server certification/permit [list accepted programs]; eligibility to work in [country]; ability to stand for long periods and lift up to [X] lbs; evenings/weekends/holidays as scheduled.

Compensation and tips: Base pay [range]; tips via [individual/gratuity/tip pool/service charge] with [distribution method]; we [do/do not] take a tip credit under applicable law. Typical weekly hours: [range]. Tip income is taxable and must be reported per IRS guidance.

EEO/ADA: We’re an equal opportunity employer. We consider all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other protected characteristic. Reasonable accommodations are available to enable individuals with disabilities to perform essential functions.

Use this as a living document—update duties and pay details as your menu, volume, or laws change.

Venue-specific variants

Restaurant bartender: Balance service-well tickets for tables and bar guest interactions. Strong POS speed, food pairing knowledge, and teamwork with servers drive check averages and guest satisfaction during meal peaks.
Nightclub bartender: Prioritize high-volume, high-speed execution, cash handling, and security awareness with tight ID checks and cut-off protocols. Batch prep, minimal-garnish builds, and efficient station layout are critical.
Hotel lounge bartender: Emphasize refined service, menu knowledge (wine/spirits), and upselling to business and leisure travelers. Expect mixed traffic patterns (pre/post-event) and close coordination with front desk and banquets.
Brewery taproom bartender: Focus on draft system operation, beer styles, and cleanliness of glassware/lines. Light cocktail or N/A program, to-go sales compliance, and community engagement (flights, tours, merch) often apply.

Compliance essentials for responsible alcohol service

Your JD should state that bartenders verify IDs, follow overserving prevention protocols, and comply with all alcohol laws. All U.S. states set 21 as the minimum legal drinking age for purchasing/consuming alcohol (CDC: https://www.cdc.gov/alcohol/fact-sheets/minimum-legal-drinking-age.htm), but age-to-serve rules can vary, so reference your state’s alcohol authority.

Require or provide responsible service training that meets your state’s statute, and list accepted programs. If your state requires permits, state how candidates will present proof. Include a short line about incident logging and manager escalation to reinforce safety.

Performance expectations and KPIs

Stating reasonable bartender KPIs helps candidates know your bar’s pace and priorities without sounding punitive. Frame them as targets with coaching support and team tools.

Example KPIs: tickets per hour during peak; drink accuracy/void rate; upsell rate on features/premium pours; guest satisfaction notes or ratings; completion of opening/closing checklists; cleanliness audit scores.

In your JD, phrase KPIs as “targets and tools.” For example: “We track ticket times and offer prep/station support to help you hit them.” Tie them to training to attract pros who value standards and teamwork.

Interview prompts and skills evaluation

Show me your process for verifying IDs and handling a suspected fake—what do you say and do?
Walk me through building our house [signature] cocktail; what would you prep ahead?
Speed drill: make two classics (e.g., Margarita, Old Fashioned) to spec; we’ll time and taste for balance.
Free-pour or jigger test: demonstrate accuracy and consistency.
Cash handling scenario: close a tab with split payments and a last-minute void; explain your steps in the POS.
De-escalation: how would you refuse service to an intoxicated guest and recover the table?
Menu recall: memorize five cocktails and key ingredients in two minutes; recap to me.
Responsible service: what are your cues for overserving and when do you loop in a manager?
Cleanliness: set and break down a station; how do you keep tools/glassware sanitary during rushes?
Availability: which shifts can you work consistently, and what are your weekly hour expectations?

Bartender vs. barback vs. mixologist

A bartender serves guests and executes drinks while managing tabs, compliance, and station cleanliness. A barback supports the bar by stocking product, ice, glassware, and kegs. They also clean and assist with prep. This path is ideal for candidates building toward bartender responsibilities.

A mixologist focuses on beverage program design—creating menus, specs, prep systems, and sometimes training. The role often overlaps with lead bartender or beverage manager duties in craft programs.

Post separate roles when you need distinct skill sets (e.g., a dedicated barback for high-volume nights or a mixologist job description for menu development). If you expect cross-training, state it: “Barbacks eligible for bartender shifts after training,” or “Bartenders contribute to R&D and batching one shift per week.”

FAQ

What’s the difference between a tip credit and tip pooling, and how should I disclose it? A tip credit lets employers count a portion of tips toward meeting minimum wage (federal cash wage can be $2.13/hour if conditions are met; states may override). Tip pooling shares tips among eligible staff. In your JD, state whether you take a tip credit, the base cash wage, and how pooling or service charges are distributed.
Which alcohol server certifications are accepted in my state, and how do I verify them? Check your state’s statute and accepted programs via legislative resources and your state alcohol authority; list accepted certifications (e.g., ServSafe Alcohol) and ask candidates to provide certificate numbers or permits before the first shift.
How should I set realistic bartender KPIs without discouraging candidates? Use 2–4 metrics tied to tools and training (e.g., ticket times with batching support). Phrase as “targets” and highlight coaching and teamwork rather than rigid quotas.
What venue-specific responsibilities should I add for nightclub vs. hotel vs. taproom? Nightclub: high-speed service, cash handling, security/ID checks. Hotel lounge: refined service, wine/spirits knowledge, variable traffic. Taproom: draft system care, beer styles, to-go compliance.
How do I write an EEO/ADA statement for hospitality roles? Keep it standard and clear: equal opportunity across protected characteristics and reasonable accommodations to perform essential functions. Place it under your schedule/pay section or at the end.
How can I structure a fair, legal skills test or trial shift? Use short, paid evaluations: timed builds of 2–3 cocktails, an ID-check scenario, and a station setup/cleanliness check. Avoid unpaid labor and keep tests role-related and consistent for all candidates.
What’s the best way to communicate base pay, tips, and service charges? Publish a base pay range, typical tip ranges by shift type, whether a tip credit applies, and how tips or service charges are distributed and paid out (daily/weekly).
How much prior experience is needed for high-volume vs. craft-cocktail bars? High-volume venues often need 1–2 years of fast-service experience; craft programs may require 1–2 years with classics/specs and batching. Hire for core speed/judgment and train on your menu.
What should a bartender job summary include? Venue style, pace, key responsibilities, reporting line, certifications required, and one benefit or differentiator (e.g., set schedule, health benefits, education stipend).
Which shifts are hardest to staff and how should I present schedules? Closers, late weekends, and holidays. State shift blocks clearly, rotation rules, and any flexibility (e.g., fixed schedule bids after 90 days).
What tax and recordkeeping responsibilities apply to tips? Employees must report tips; employers must track and withhold applicable taxes. Reference IRS guidance and outline your reporting process (daily tip reports or POS declarations).

Resources and references

U.S. Bureau of Labor Statistics — Bartenders: https://www.bls.gov/ooh/food-preparation-and-serving/bartenders.htm
U.S. Department of Labor — Tips and the FLSA: https://www.dol.gov/agencies/whd/flsa/tips
Centers for Disease Control and Prevention — Minimum Legal Drinking Age: https://www.cdc.gov/alcohol/fact-sheets/minimum-legal-drinking-age.htm
National Conference of State Legislatures — Server/Seller Training Statutes: https://www.ncsl.org/transportation/alcohol-server-and-seller-training-statutes
Oregon Liquor and Cannabis Commission — Service Permits (example): https://www.oregon.gov/olcc/education/pages/service_permits.aspx
ServSafe Alcohol — Responsible Alcohol Service Training: https://www.servsafe.com/alcohol
IRS Publication 531 — Reporting Tip Income: https://www.irs.gov/publications/p531