Hiring teenage workers can bring fresh energy and a new perspective to your small business. They often represent a motivated, tech-savvy talent pool for part-time, seasonal, and after-school positions. However, employing workers under the age of 18 comes with a specific set of rules. Understanding federal and state child labor laws is essential for any small business owner, whether you run a retail shop, a bustling café, or a seasonal service.
This guide will walk you through the key aspects of hiring and managing underage employees. We’ll cover legal requirements, best practices for management, and how to create a positive work environment that benefits both your business and your young employees.
Jump to:
- Work Hours for Minors
- State-Specific Guidelines
- Best Practices for Teen Employees
- Compliance Checklist
- Frequently Asked Questions
Understanding the Legal Landscape
Navigating labor laws is one of the most critical parts of hiring minors. The rules are designed to protect their well-being and ensure work does not interfere with their education. While federal standards provide a baseline, state laws often add more specific restrictions. A key rule to remember is that when federal and state laws differ, the more restrictive law applies.
Age Requirements and Certificates
Before you can hire a teen, you need to verify they meet the minimum age requirements. The Fair Labor Standards Act (FLSA) sets the minimum age for most non-agricultural work at 14. However, some states have a higher minimum age, so it’s vital to check your local regulations.
Many states require minors to obtain an employment certificate, sometimes called working papers. This document is typically issued by the teen’s school and confirms they’re old enough to work, have parental permission, and meet any school-related requirements.
As an employer, you’re usually required to:
- Receive a signed employment certificate before the minor starts working.
- Keep the certificate on file at your business location.
- Make it available for inspection by labor officials.
Permitted Work Hours for Minors
One of the most common areas where employers make mistakes is scheduling. Federal law sets clear limits on when and how much employees under 16 can work.
For 14- and 15-year-olds, federal rules state they cannot:
- Work during school hours.
- Work more than 3 hours on a school day.
- Work more than 18 hours during a school week.
- Work more than 8 hours on a non-school day.
- Work more than 40 hours during a non-school week.
- Work before 7 a.m. or after 7 p.m. (extended to 9 p.m. from June 1 through Labor Day).
For workers aged 16 and 17, federal law does not limit their work hours. However, many states do. For example, some states restrict how late a 16- or 17-year-old can work on a school night. Always check your state’s specific hour restrictions for this age group.
Hazardous Jobs and Restricted Duties
To ensure their safety, the U.S. Department of Labor has declared certain jobs too hazardous for underage employees. These restrictions are particularly relevant for businesses like restaurants, retail stores with stockrooms, and any operation with heavy machinery.
Common restrictions include:
- Driving: Employees under 18 are generally prohibited from driving a motor vehicle as a regular part of their job. This includes making deliveries for a restaurant or a retail store.
- Heavy Machinery: Minors are forbidden from operating, cleaning, or repairing many types of power-driven equipment. This includes meat slicers, commercial mixers, forklifts, and paper balers.
- Baking and Cooking: Workers aged 14 and 15 cannot perform baking activities and are restricted from most cooking tasks. They may not work with open flames, deep fryers, or most ovens.
For example, a teen working at a cafe can take orders and operate the register, but they cannot operate a commercial dough mixer. In a grocery store, a young employee can stock shelves but cannot operate the cardboard baler in the backroom.
State-Specific Guidelines for Hiring Teens
While the FLSA sets the national standard, state laws often introduce stricter rules. This is especially true for work hours and hazardous occupations.
- California: The state requires minors to have a “Permit to Employ and Work” and has specific rules about the number of hours teens can work on school days and weekends.
- New York: Child labor laws in New York dictate the exact hours a minor can work based on their age and whether school is in session, with different end times for school nights.
- Texas: Texas law aligns closely with federal standards but requires employers to be aware of how a minor’s school schedule impacts their work hours, emphasizing that school hours are compulsory.
To ensure full compliance, it’s best to visit your state’s Department of Labor website. These sites provide detailed information and resources specifically for employers.
Best Practices for Training and Managing Teen Employees
Beyond legal compliance, creating a supportive environment is key to a successful working relationship with underage employees. For many, this is their first job, so clear guidance and mentorship can make a significant difference.
- Provide clear onboarding. Start with a structured orientation that covers job responsibilities, company policies, and safety procedures. Don’t assume they know workplace etiquette.
- Offer patient and constructive feedback. Be direct and encouraging. When correcting a mistake, explain the right way to do it and why it matters. Regular, positive reinforcement builds confidence.
- Prioritize safety training. Thoroughly train teens on all safety protocols, especially regarding equipment they’re allowed to use. Make it clear which tasks and machines are off-limits.
- Be a flexible scheduler. Remember that your teen employees are students first. Be understanding about school commitments, exams, and extracurricular activities when creating schedules.
- Set a positive example. Demonstrate a strong work ethic, professionalism, and respect. Your behavior as a manager will set the standard for your young employees to follow.
Quick Compliance Checklist for Hiring Teens
Use this checklist to ensure you’ve covered the essential legal steps before and during employment.
- Verify the applicant’s age with a reliable document (birth certificate, state ID).
- Obtain a completed employment/age certificate if required by your state.
- Post a notice of child labor laws in a visible place, as required by state or federal law.
- Understand and follow all work hour restrictions for the employee’s age.
- Ensure the employee’s job duties do not include any federally or state-prohibited hazardous tasks.
- Keep accurate records of hours worked and wages paid.
- Provide meal and rest breaks as required by your state’s laws.
Frequently Asked Questions (FAQ)
What are the penalties for violating child labor laws?
Penalties can be severe and may include significant fines for each violation. Repeat or willful violations can lead to even larger financial penalties and, in some cases, criminal prosecution.
Are there exceptions for family-owned businesses?
Yes, some exemptions exist under the FLSA for minors employed by their parents in a business wholly owned by them. However, these exemptions do not apply to hazardous occupations like mining, manufacturing, or jobs involving power-driven machinery. State laws may also have their own rules regarding family businesses.
How can a small business ensure it’s compliant?
The best resource is the U.S. Department of Labor’s YouthRules website, which provides clear guidance for teens, parents, and employers. Additionally, your state’s Department of Labor website is an essential tool for understanding local requirements. When in doubt, consulting with an HR professional or legal counsel is always a good idea.
By taking a thoughtful and informed approach, you can make hiring and managing underage employees a rewarding experience that supports your community’s youth while helping your business thrive.
This article is adapted from a byline originally published on our sister site, Pizza Today. It was last updated here in October 2025.
