Child Labor Laws: What Every Employer Must Know Before Hiring Young Workers This Summer

Apr 20, 2026 8:30:00 AM

As summer break approaches, many businesses look to teenagers to fill seasonal positions. While young workers can be enthusiastic, affordable, and eager to learn, hiring minors comes with important legal obligations under federal and, in many cases, more restrictive state law. Violations can result in significant civil penalties, reputational damage, and in serious cases, criminal liability.

This article provides a practical overview of the Fair Labor Standards Act (FLSA) child labor provisions, explains the key age-based rules employers must follow, and walks through several real-world scenarios to help you apply the rules correctly.

The Federal Framework: Fair Labor Standards Act (FLSA)

The FLSA sets the federal requirements for child labor protections. Most states have stricter requirements, so employers must always comply with whichever standard is more protective of the minor.

The FLSA's child labor rules revolve around three key variables:

The minor's age
Whether school is in session
The nature of the work (hazardous vs. non-hazardous)

Age-Based Hours and Restrictions at a Glance

Age Group	School Days (Hrs/Day)	Non-School Days (Hrs/Day)	Permitted Hours
Under 14	Generally prohibited	Generally prohibited	Limited exceptions (farms, entertainment, family business)
14–15	3 hrs/day	8 hrs/day	7 a.m.–7 p.m. (9 p.m. June 1–Labor Day)
16–17	Unlimited	Unlimited	No federal hour limits; hazardous jobs prohibited
18+	Unlimited	Unlimited	All jobs permitted under adult labor law

Under Age 14: Very Limited Employment

Federal law generally prohibits the employment of children under 14 in non-agricultural settings. However, there are a handful of narrow exceptions:

Delivering newspapers to consumers
Performing in radio, TV, film, or theatrical productions
Working in a business solely owned by their parents (except in mining, manufacturing, or hazardous occupations)
Babysitting or performing minor home chores on a casual basis
Making homemade wreaths

Agricultural employment has its own separate (and generally more permissive) rules not covered in depth here.

Ages 14–15: Permitted, But Strictly Limited

Fourteen- and 15-year-olds may work in a range of non-hazardous jobs, but their hours are tightly controlled to protect their education and well-being.

Permitted Hours

3 hours on a school day, 18 hours per week during school weeks
8 hours per day, 40 hours per week during non-school weeks
Work may only occur between 7:00 a.m. and 7:00 p.m., except during summer (June 1 through Labor Day), when the evening limit extends to 9:00 p.m.

Permitted Jobs

Fourteen- and 15-year-olds may work in retail, food service, offices, and other settings, performing tasks such as:

Cashiering, stocking shelves, bagging groceries
Office and clerical work
Intellectual or creative work such as tutoring or computer programming
Limited kitchen work in restaurants (not operating cooking equipment such as grills or fryers)
Car washing (by hand, not using power equipment)

Prohibited Jobs for 14–15 Year Olds

Regardless of supervision, minors aged 14–15 may not:

Operate or clean power-driven machinery (lawn mowers, bakery machines, meat slicers, etc.)
Work in construction, mining, or manufacturing
Work in warehouses or on loading docks
Drive a motor vehicle or be a helper on a vehicle
Work in any job declared hazardous by the Department of Labor

Ages 16–17: Broader Freedom, Hazardous Jobs Still Off Limits

Minors aged 16 and 17 face no federal restrictions on hours worked. This makes them a much more flexible labor option for employers.

However, they are still prohibited from performing any of the 17 Hazardous Occupations Orders (HOs) designated by the Department of Labor. These include:

Driving a motor vehicle (with very limited exceptions for 17-year-olds in specific circumstances)
Operating or assisting with explosives
Mining, logging, or sawmill work
Operating power-driven woodworking, metal-forming, or hoisting machinery
Roofing, excavation, and demolition work
Working in slaughtering or meat-packing plants
Operating circular saws, band saws, or guillotine shears

Note: Some hazardous occupation exemptions apply to apprentices or student learners enrolled in approved vocational programs. These are narrow exceptions and require careful documentation.

Work Permits and State Law

Many states require minors to obtain a work permit (sometimes called an "employment certificate") before starting a job. These are typically issued through the minor's school. As an employer, you may be required to:

Request and retain a copy of the work permit before the minor begins work
Comply with state-mandated hour restrictions, which may be stricter than federal rules
Post required notices about the employment of minors in the workplace
Maintain age verification records (such as birth certificates or state IDs) on file

Some states, including California, New York, and Illinois, have significantly more restrictive rules than federal law. Always verify your state's specific requirements in addition to the federal baseline.

Practical Scenarios: Applying the Rules

The following scenarios are designed to illustrate how these rules play out in common employment situations. They are based on federal FLSA standards; always check your state laws as well.

SCENARIO: The 15-Year-Old Summer Hire

A local ice cream shop hires 15-year-old Marcus for the summer. He is scheduled to work 6 days per week, 8 hours per day (10:00 a.m. to 6:00 p.m.), starting June 15. His duties include scooping ice cream, running the cash register, and restocking freezers.

Analysis: School is not in session, so the summer rules apply. The 8 hours per day and 40 hours per week limit is met on days he works. His shift ends at 6:00 p.m., well within the extended summer curfew of 9:00 p.m. However, working 6 days × 8 hours = 48 hours per week exceeds the 40-hour weekly maximum for his age group.

⚠ VIOLATION The schedule must be reduced to no more than 5 days/40 hours per week. The hours and time of day are otherwise acceptable.

SCENARIO: The 16-Year-Old Restaurant Worker

A fast food restaurant hires 16-year-old Sofia to work after school and on weekends. She is assigned to run the cash register, take drive-through orders, and clean the dining room. Occasionally she is asked to clean the grill using a wire brush.

Analysis: At 16, Sofia has no federal hour restrictions and may work the positions described. Cash register, order-taking, and dining room cleaning are all permitted. Cleaning the grill itself, however, requires close contact with a cooking surface and may constitute operation or cleaning of cooking equipment, a task that must be evaluated carefully. The DOL prohibits 14-15 year-olds from operating cooking equipment, but at 16, the prohibition is narrower (focused on hazardous occupations). Grill cleaning is generally permissible for 16–17 year-olds as long as it does not involve operating the grill itself.

✓ COMPLIANT This arrangement is likely compliant at age 16, as long as Sofia is cleaning a cool grill and not operating it. The employer should document the task clearly and verify no state law imposes stricter restrictions.

SCENARIO: The 17-Year-Old Delivery Driver

A landscaping company wants to hire 17-year-old Derek for the summer to drive a company truck between job sites, a short route of about 2 miles on local roads, and to assist with lawn mowing using commercial riding mowers.

Analysis: Driving a motor vehicle is a Hazardous Occupation under federal law (HO 2). There is a narrow exception allowing 17-year-olds to drive as an incidental and occasional part of their job (no more than 1/3 of their work time), during daylight hours, within 30 miles of their worksite, and using a vehicle under 6,000 lbs Gross Vehicle Weight (GVW), but only for jobs that are not primarily driving jobs. Operating commercial riding mowers raises a separate question: DOL regulations prohibit minors from operating power-driven lawn mowers in agricultural settings, but in non-agricultural landscaping, 16–17 year-olds are generally permitted to operate riding mowers. However, some state laws differ.

⚠ VIOLATION Driving may be permissible only if the very narrow HO 2 exception is met and documented. The riding mower work is likely permitted under federal law for a 17-year-old. The employer should document all conditions carefully and verify state law.

SCENARIO: The 13-Year-Old Family Cashier

A family-owned bakery employs 13-year-old Emily, the owner's daughter, to help at the front counter on weekends — taking orders, working the cash register, and packaging baked goods. She does not use any equipment.

Analysis: The FLSA permits minors under 14 to work in a business entirely owned by their parents, provided the work is not in manufacturing, mining, or a hazardous occupation. The bakery is owned solely by Emily's parents. Her tasks, which include cashiering and packaging, are safe, non-hazardous, and do not involve power-driven equipment. This falls squarely within the family business exception.

✓ COMPLIANT This is permissible under federal law. However, the employer should still verify state law, as some states do not recognize this exception or impose additional requirements.

Penalties for Violations

Child labor violations are taken seriously by the U.S. Department of Labor's Wage and Hour Division (WHD). Penalties include:

Civil money penalties of up to $15,138 per violation for non-willful violations
Penalties of up to $71,671 per violation where a child's death or serious injury results
Criminal prosecution for willful violations
Loss of government contracts or being barred from federal contracting

The WHD actively investigates child labor complaints and conducts targeted enforcement actions, particularly in food service, retail, and agriculture. Employers found in violation may also face state-level penalties on top of federal ones.

Best Practices for Employers

To protect your business and your young employees, consider these practical steps before summer hiring begins:

Verify ages before the first day of work. Collect and retain proof of age (birth certificate, driver's license, or state ID).
Obtain required work permits. Check your state's requirements and keep permits on file.
Schedule carefully. Build schedules that respect daily and weekly hour limits and prohibited time periods during the school year.
Train supervisors. Make sure every manager who oversees young workers understands the applicable restrictions — including which machines and tasks are off-limits.
Audit job duties regularly. As workflows change, reassess whether any new duties would expose minors to prohibited tasks or equipment.
Post required notices. Display the required FLSA poster (available free from the DOL) and any state-mandated minor labor notices.
Consult legal counsel for complex situations. Apprenticeships, agricultural work, and entertainment industry roles each carry their own rules. When in doubt, ask.

Questions About Your Workforce?

Child labor compliance is just one piece of building a legally sound and ethical workplace. If you have questions about hiring young workers this summer — or any other HR or employment law matter — please reach out. We're here to help.

Child Labor Laws: What Every Employer Must Know Before Hiring Young Workers This Summer

Apr 20, 2026 8:30:00 AM

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