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Guide to Child Labor Laws in Every US State

A young man driving a blue tractor

Child labor refers to the employment of minors under conditions that may interfere with their education, health, and overall development. While some work performed by minors is lawful and even beneficial in terms of skill development and financial independence, child labor often poses risks when it violates legal protections designed to safeguard their well-being. These risks can range from exploitative working hours to exposure to hazardous conditions.

In the United States, child labor is regulated by a combination of federal and state laws. At the federal level, the Fair Labor Standards Act (FLSA) sets the minimum age for employment, restricts hours for certain age groups, and prohibits minors from engaging in hazardous work. However, each state has the authority to implement additional rules, which often vary significantly. These state-specific regulations may impose stricter age limits, further limit working hours, or require specific permits and certifications for minors.

Understanding the distinctions between federal and state laws is crucial for both employers and employees. When federal and state laws conflict, the more restrictive regulation takes precedence. This principle ensures that minors are afforded the highest possible level of protection, but it also makes navigating compliance a complex task for employers.

This guide aims to provide a comprehensive overview of child labor laws across all 50 states. By detailing minimum age requirements, working hour restrictions, hazardous job prohibitions, and required documentation, this resource will equip employers, parents, and policymakers with the knowledge needed to ensure compliance. Through this guide, we seek to promote lawful employment practices that prioritize the safety, education, and well-being of minors nationwide.

Federal Child Labor Laws Overview

Child labor laws in the United States are primarily governed by the Fair Labor Standards Act (FLSA). Enacted in 1938, the FLSA establishes the foundation for regulating the employment of minors, ensuring their work does not interfere with their education, health, or well-being. These federal guidelines serve as the baseline, while states have the option to impose stricter requirements.

The Fair Labor Standards Act (FLSA) and Its Role

The FLSA plays a critical role in protecting minors by:

  1. Setting minimum age requirements for employment.
  2. Defining acceptable working conditions, including permissible hours for specific age groups.
  3. Prohibiting minors from hazardous occupations to prevent exposure to unsafe environments.
  4. Enforcing compliance through penalties for employers who violate these regulations.

 

The Act differentiates between non-agricultural and agricultural jobs, recognizing the unique nature of work in each sector. It also establishes exemptions for certain types of work, such as family-owned businesses and specific entertainment roles, while maintaining strict restrictions on hazardous jobs.

Minimum Working Age for Non-Agricultural and Agricultural Jobs

Non-Agricultural Jobs:

  • The federal minimum working age for non-agricultural jobs is 14 years old.
  • Exceptions include jobs deemed non-hazardous and essential for minors’ development, such as:
    • Newspaper delivery.
    • Acting or performing in entertainment.
    • Babysitting or performing household chores in a private home.


Agricultural Jobs:

  • Federal regulations are more flexible for agricultural work:
    • Any age: Minors may work on a farm owned or operated by their parents, except in hazardous occupations.
    • 12 or 13 years old: Allowed to work outside school hours with parental consent or on a farm where the parent is employed.
    • 14 and older: May work without restrictions on the type of employer or parental consent.
    • 16 and older: Permitted to work during school hours and in hazardous agricultural occupations.

Maximum Working Hours for Minors Under 16

The FLSA imposes strict limits on the working hours of minors under 16 to prevent interference with their education and development.

Non-Agricultural Jobs:

  • 14- and 15-year-olds:
    • During the school year:
      • Maximum of 3 hours/day on school days.
      • Maximum of 18 hours/week.
      • Work hours restricted to between 7 a.m. and 7 p.m..
    • During non-school periods (e.g., summer):
      • Maximum of 8 hours/day.
      • Maximum of 40 hours/week.
      • Extended work hours allowed from 7 a.m. to 9 p.m. between June 1 and Labor Day.
  • Minors aged 16 and 17 are not subject to federal hourly restrictions but are restricted to non-hazardous occupations.

 

Agricultural Jobs:

  • Federal regulations limit the hours for minors under 16 working in agriculture, primarily during school hours:
    • Work must not interfere with school attendance.
    • Hours vary based on age and school schedules but are generally less restrictive than non-agricultural work.

Hazardous Occupations Prohibited for Minors Under 18

The FLSA explicitly prohibits minors under 18 from engaging in hazardous occupations that could jeopardize their health or safety. Examples include:

  • Manufacturing or storing explosives.
  • Operating heavy machinery, such as forklifts and power-driven woodworking tools.
  • Mining, logging, and roofing work.
  • Jobs involving radioactive materials or harmful chemicals.
  • Meat processing occupations, including using power-driven meat slicers.
  • Demolition and excavation work.

 

These regulations extend to both non-agricultural and agricultural jobs, with additional restrictions for younger minors in agriculture.

Federal vs. State Laws: Understanding the Stricter Rule Principle

The relationship between federal and state child labor laws is governed by the principle of applying the stricter standard:

  • When federal law is more restrictive (e.g., sets a higher minimum working age), it overrides state law.
  • When state law is more restrictive (e.g., limits work hours or prohibits additional hazardous occupations), it takes precedence over federal regulations.

For example:

  • If federal law allows a 14-year-old to work during non-school hours, but a state law sets the minimum working age at 15, employers in that state must follow the state law.
  • Conversely, if federal law bans minors from certain hazardous jobs but state law is silent on the issue, the federal restriction applies.

 

This dual-layer system ensures that minors are protected to the greatest extent possible, but it also requires employers to remain vigilant about compliance with both federal and state regulations.

‘Pro-Tip’

Know the Federal Standards: Always start with the Fair Labor Standards Act (FLSA) as it sets the baseline for child labor laws. State laws may vary but cannot be less restrictive than federal rules.

State-Level Regulations

Child labor laws in the United States vary widely from state to state, reflecting local priorities and circumstances. While federal laws like the Fair Labor Standards Act (FLSA) set the minimum standards, states have the authority to impose additional restrictions or protections. Understanding these state-level variations is essential for employers and parents to ensure compliance and protect minors from exploitative practices.

Overview of State Laws

1. Variations in Minimum Working Age by State

  • States often build on the federal minimum working age of 14 for non-agricultural jobs but may adjust this based on specific industries, local needs, or educational priorities. Examples include:
    • Illinois allows minors as young as 12 to work in agricultural jobs during school hours with parental consent.
    • Georgia permits 12-year-olds to engage in certain non-agricultural tasks, like babysitting or yard work, under state exemptions.
    • States like California and Massachusetts require special certifications for minors to work in specific industries, such as entertainment or agriculture.

2. Common Requirements for Employment and Age Certifications Most states require minors to provide documentation to verify their age and eligibility for employment. These documents include:

  • Employment Certificates (Work Permits):
    • Often issued by schools or local labor departments.
    • Required in states like Arkansas, Connecticut, and New York for all minors under 16 or 18, depending on the job type.
  • Age Certificates:
    • Serve as proof of age and are issued by government agencies.
    • Commonly required in states like Florida and Texas for minors under 18.
  • Parental Consent:
    • Required in certain states, like Virginia and Utah, for minors under 16 to work in agricultural or non-agricultural roles.

3. State-Specific Restrictions

  • Some states impose additional restrictions beyond the federal guidelines, such as:
    • Shorter working hours for minors during school days (e.g., Connecticut limits 14- and 15-year-olds to 3 hours/day on school days).
    • Nightwork limitations that prohibit minors under 16 from working past 7 p.m. during the school year (e.g., Minnesota).
    • Prohibitions on hazardous jobs tailored to local industries, such as coal mining in West Virginia or fishing-related jobs in Alaska.

‘Pro-Tip’

Automate Scheduling: Use TimeTrex to ensure minors’ work schedules comply with both federal and state labor hour restrictions, especially during school periods.

State Agricultural Child Labor Laws

State Min Age During School Hours Min Age Outside School Hours Hours Permitted (Daily/Weekly) Days/Week Other Relevant Information
Alaska 16 14 Up to 9 hrs/day; up to 23 hrs/week (combined school + work). 6 (if under 18) No employment certificate required.
Age certificate required for all minors under 18.
Arizona 16 14 Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 3 hrs/day, 18 hrs/week. 		N/A N/A
Arkansas 16 14 Ages 16–17: up to 8 hrs/day, 48 hrs/week,
can be 10 hrs/day, 54 hrs/week in any week. 		6 (if under 18) Employment certificate required for all minors under 16.
California 18 (or 16 if not required to attend school) 12 Ages 12–13: up to 8 hrs/day, 40 hrs/week when no school; 3 hrs/day, 18 hrs/week when school is in session.
Ages 16–17 (enrolled): up to 4 hrs on a school day or up to 8 hrs/day if next day is non-school; up to 48 hrs/week during school breaks. 		6 Employment certificate required for all minors under 18.
Colorado 16 12 Under 18: up to 8 hrs/day, 40 hrs/week.
Under 16: up to 6 hrs/day on school days.
Ages 14+ in seasonal work: can do up to 12 hrs in 24 hrs, 30 hrs in 72 hrs. 		N/A Age certificate required for all minors under 18.
Connecticut 16 14 Up to 8 hrs/day, 48 hrs/week. N/A Employment certificate and proof of age (or agriculture permit) required for minors under 16.
Delaware Exempt (except hazardous tasks) Exempt (except hazardous tasks) Exempt (except hazardous tasks) N/A N/A
Florida N/A 14 Age 15: up to 8 hrs/day, 40 hrs/week (non-school); 3 hrs/day, 15 hrs/week (if next day is school).
Ages 16–17: up to 8 hrs/day, 30 hrs/week during school; up to 8 hrs/day, 40 hrs/week at age 17 when school is out. 		6 Age certificate required for all minors under 18.
Hawaii 18 (or 16 if not required to attend school) 14 (15 in pineapple; 10 in coffee) Under 14 (coffee): up to 6 hrs/day, 30 hrs/week (max 5 consecutive days).
Ages 14–15: up to 8 hrs/day, 40 hrs/week (non-school); 3 hrs/day, 18 hrs/week (school).
Up to 8 hrs/day, 48 hrs/week in pineapple (June 1 – day before Labor Day). 		6 Employment certificate for under 16.
Age certificate for 16–17.
Idaho 16 N/A Up to 9 hrs/day, 54 hrs/week. N/A N/A
Illinois 12 10 N/A N/A N/A
Indiana Exempt from farm work (except minimum age or if school is in session). 12 Minors 14–17 are exempt from farm work. N/A As of July 1, 2021, Indiana no longer issues employment/age certs; employers must register employed minors in the state’s system.
Iowa 16 14 (or 12 for migratory); younger only by court order/permit. Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 4 hrs/day, 28 hrs/week. 		N/A Employment certificate required for under 16.
Certain part-time ag/seed tasks exempt for 14+ in June–August.
Maine 16 (unless superintendent grants exemption) Under 14 only for planting/cultivating/harvesting if not using hazardous equipment. Exempt Exempt If no hazardous machinery, minors are exempt from child labor laws.
18-year-olds need a certificate only if they use hazardous machinery.
Age certificate not required.
Massachusetts 14 (with certification) 14 (with certification) School: up to 4 hrs/day, 24 hrs/week.
Non-school: up to 8 hrs/day, 48 hrs/week. 		6 Employment certificate + proof of age for all minors under 18.
Michigan 16 13 Under 16: up to 10 hrs/day, 48 hrs/week (school + work ≤ 48 if attending school).
Ages 16–18: up to 10 hrs/day, 48 hrs/week (24 hrs/week if in school).
Farming: up to 11 hrs/day, 62 hrs/week with parental consent, no work 2 a.m.–5:30 a.m. 		6 (if under 18) Employment certificate + proof of age for all minors under 18.
Minnesota 16 12 Exempt N/A Certificate required for under 16 (school-hours work); proof of age for under 18.
Missouri 16 14 Non-school: up to 8 hrs/day, 40 hrs/week.
School days: up to 3 hrs/day. 		6 Employment certificate for under 16 during school term;
Proof of age for under 18 upon request.
Nevada 14 N/A N/A N/A Agriculture is exempt except for minimum age when school is in session.
New Hampshire 18 (or 16 if not required to attend school) 12 Non-school: up to 8 hrs/day, 48 hrs/week (vacations).
School: up to 3 hrs/day, 23 hrs/week if enrolled.
Ages 16–17: up to 30 hrs/week in school session, 48 hrs/week in vacation. 		6 (if ages 16–17 in school) N/A
New Jersey 16 12 Up to 10 hrs/day 6 Employment certificate required for all minors under 16.
New Mexico 16 (14 in hardship cases) N/A Up to 8 hrs/day, 44 hrs/week;
Up to 8 hrs/day, 48 hrs/week (special cases under 14). 		N/A Employment certificate for under 16;
Proof of age for under 18 on request.
New York 16 14 (or 12 for hand-harvesting berries/fruits/veggies) Up to 4 hrs/day for ages 12–13. N/A Employment certificate required for under 16.
North Dakota 14 N/A Exempt Exempt N/A
Ohio 16 14 Non-school: up to 8 hrs/day, 48 hrs/week.
School: up to 3 hrs/day, 18 hrs/week. 		N/A 18-year-olds in agriculture labor camps must have an employment certificate.
Oregon 16 12 (or 9 for berry/bean picking with parental consent) Up to 10 hrs/day, 40 hrs/week (non-school; special permit for over 10 hrs/day).
School: up to 3 hrs/day, 18 hrs/week. 		6 Employment certificate required only if under 18 and operating power-driven farm machinery.
Pennsylvania Exempt from child labor Farm workers under 14 should not be required to work. Under 18: cannot work from 7 a.m. until 1 hour after the end of the school day. N/A N/A
South Carolina 16 14 (or 12 with parental consent) N/A N/A N/A
South Dakota N/A N/A Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 4 hrs/day, 20 hrs/week. 		N/A N/A
Utah 16 12 (no limit with parental consent) Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 4 hrs/day (can be waived with parental consent). 		N/A Proof of age required for all minors under 18 upon request.
Vermont 16 (14 with labor certification) N/A Up to 8 hrs/day, 40 hrs/week. 6 Employment certificate required for under 16 during school hours.
Virginia 16 14 (or 12 with parental consent) N/A N/A Proof of age required for all minors under 18 on request.
Washington 18 14 (or 12 for hand-harvesting berries, bulbs, cucumbers, spinach) Ages 12–15: up to 8 hrs/day, 40 hrs/week (non-school).
Ages 16–17: up to 10 hrs/day, 50 hrs/week (or 60 hrs/week for wheat/hay/pea harvest) during non-school; up to 4 hrs/day, 28 hrs/week (school). 		6 (or 7 in dairy/livestock/hay/irrigation; 1 day off every 2 weeks if under 18) N/A
Wisconsin 18 12 Non-school: up to 8 hrs/day, 40 hrs/week; up to 3 hrs/day, 18 hrs/week (school).
Peak seasons (14–17): may exceed normal weekly hours outside school.
After 50 hrs/week, overtime pay is required. 		6 N/A

*Sources

State Agricultural Child Labor Law Exemptions

State Proof of Age or Employment Certificate Required Exemption from Agricultural Employment Special Notes
Alabama Yes Yes Minors are exempt from agricultural work regulations.
Delaware Yes Yes Exempt from agricultural work regulations.
Georgia Yes Yes Proof of age is commonly required for compliance.
Utah No No No minimum age outside school hours with parental consent.
Kansas Yes Yes Minors are exempt from agricultural labor restrictions.
Texas Yes Yes Exempt from agricultural work laws, but proof of age may still be requested.
Kentucky Yes Yes Proof of age required for compliance with non-agricultural jobs.
North Carolina Yes Yes Minors exempt from agricultural labor rules.
West Virginia Yes Yes Proof of age required for non-agricultural employment.
Wyoming Yes Yes Minors are exempt from agricultural labor laws.

*Sources

‘Pro-Tip’

Track Work Hours Accurately: Implement TimeTrex’s time-tracking software to log hours worked by minors and generate reports for compliance.

Child Labor Laws by State: Non-Agricultural

State Maximum Hours (Under 16) Maximum Hours (16–17) Nightwork Restrictions
Alabama During non-school times: up to 8 hrs/day, 40 hrs/week.
During school times: up to 3 hrs/day, 18 hrs/week.
Up to 6 days/week. 		N/A Under 16: no work between 7 p.m. and 7 a.m. (9 p.m. in summer).
Ages 16–17 (in school): cannot work from 10 p.m. to 5 a.m. on a school night (until age 19).
Alaska Up to 9 hrs/day, 23 hrs/week (combined work + school hours).
Up to 6 days/week during school weeks. 		Up to 6 days/week during school weeks. Under 16: no work from 9 p.m. to 5 a.m.
Arizona Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 3 hrs/day, 18 hrs/week. 		N/A Under 16: no work from 9:30 p.m. to 6 a.m. (11 p.m. if next day is non-school).
Door-to-door sales/deliveries: no work after 7 p.m. or before 6 a.m.
Arkansas Up to 8 hrs/day, 48 hrs/week.
Up to 6 days/week. 		Age 16 cannot exceed 10 consecutive hours or more than 10 hrs in any 24-hour period. Under 16: no work from 7 p.m. (9 p.m. if next day is non-school) to 6 a.m.
Ages 16–17: no work from 11 p.m. to 6 a.m. on a school night.
California Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 3 hrs/day, 18 hrs/week. 		Non-school: up to 8 hrs/day, 48 hrs/week.
School: up to 4 hrs/day, 28 hrs/week (total of work + school).
May work 8 hrs on a day before a non-school day. 		Under 16: no work from 7 p.m. to 7 a.m. (9 p.m.–7 a.m. from June 1 to Labor Day).
Ages 16–17: no work from 10 p.m. (12:30 a.m. if next day is non-school) to 5 a.m.
Colorado Up to 8 hrs/day, 40 hrs/week when school is in session.
Up to 6 days/week. 		Up to 8 hrs/day, 40 hrs/week. Under 16: no work after 9:30 p.m. to 5 a.m. on a school night.
Connecticut Up to 8 hrs/day, 40 hrs/week in certain commerce jobs if school vacation exceeds 5 days.
Up to 6 days/week. 		If enrolled in school: up to 8 hrs/day, 48 hrs/week (non-school).
Up to 6 hrs/day, 32 hrs/week during school in specific businesses.
If not in school, can be 8 hrs/day, 49 hrs/week in some industries. 		Under 16: no work from 7 p.m. (9 p.m. July 1 to first Mon. in Sept.) to 7 a.m.
Ages 16–17: varies by industry (e.g., 11 p.m. or midnight to 6 a.m. if school next day).
Delaware Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 4 hrs/day, 18 hrs/week.
Up to 6 days/week. 		Up to 12 hrs/day total of school + work. Under 16: no work from 7 p.m. (9 p.m. from June 1 to Labor Day) to 7 a.m.
Ages 16–17: must have 8 continuous hours of non-work and non-school in each 24-hour span.
Florida Non-school: up to 8 hrs/day, 40 hrs/week.
School days: up to 3 hrs/day, 15 hrs/week (unless vocational).
Up to 6 days/week. 		Up to 8 hrs/day, 30 hrs/week during the school year.
Up to 6 days/week. 		Under 16: no work from 7 p.m. before a school day to 7 a.m. (9 p.m. during holidays/summer).
Ages 16–17: no work from 11 p.m. to 6:30 a.m. before a school day.
Georgia Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 4 hrs/day. 		N/A Under 16: no work from 9 p.m. to 6 a.m.
Hawaii Non-school: up to 8 hrs/day, 40 hrs/week, up to 6 days/week.
School: up to 3 hrs/day, 18 hrs/week. 		N/A Under 16: no work 7 p.m. to 7 a.m. (9 p.m. to 6 a.m. during official school breaks).
Idaho Up to 9 hrs/day, 54 hrs/week total. N/A Under 16: no work from 9 p.m. to 6 a.m.
Illinois Non-school: up to 8 hrs/day, 48 hrs/week.
School: up to 3 hrs/day (combined with school cannot exceed 8 total), 24 hrs/week. 		N/A Under 16: no work 7 p.m. (9 p.m. from June 1 to Labor Day) to 7 a.m.
Indiana School: up to 3 hrs/day, 18 hrs/week.
Non-school: up to 8 hrs/day, 40 hrs/week.
No set limit on days/week. 		If in school (16–17): up to 9 hrs/day, 40 hrs/week in a school week; 48 hrs in a non-school week; up to 6 days/week. Under 16: no work before 7 a.m. or after 7 p.m. (9 p.m. in summer), not during school hours (exceptions exist).
Ages 16–17: can work until 10 p.m. (11 p.m. with parental permission) on a school night; if workplace is open after 10 p.m., must have a coworker at least 18.
Iowa School: up to 6 hrs/day, 28 hrs/week.
Non-school: up to 8 hrs/day, 40 hrs/week. 		N/A Under 16: no work 7 p.m. (9 p.m. June 1–Labor Day) to 7 a.m.
Kansas Non-school: up to 8 hrs/day, 40 hrs/week. N/A Under 16: no work after 10 p.m. on a school night until 7 a.m.
Kentucky Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 3 hrs/day, 18 hrs/week. 		If in school: up to 6 hrs/day, 30 hrs/week (8 hrs on Sat/Sun). With parental consent and 2.0+ GPA, can work up to 40 hrs/week. Under 16: no work 7 p.m.–7 a.m. (9 p.m.–7 a.m. June 1–Labor Day).
Ages 16–17: no work 11 p.m.–6 a.m. on school days (1 a.m. on Fri/Sat).
Louisiana Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 3 hrs/day, 18 hrs/week. 		N/A Under 16: no work from 7 p.m. (9 p.m. June–Labor Day) to 7 a.m.;
Non-graduate 16: no work from 11 p.m. to 5 a.m. on a school night;
Non-graduate 17: no work from 12 a.m. to 5 a.m. on a school night.
Maine Non-school: up to 8 hrs/day, 40 hrs/week, up to 6 consecutive days.
School: up to 3 hrs/day, 18 hrs/week, up to 6 consecutive days. 		If in school: up to 10 hrs/day, 50 hrs/week, up to 6 consecutive days (non-school).
Up to 6 hrs/day, 24 hrs/week (8 hrs on the last school day). 		Under 16: no work from 7 p.m. (9 p.m. in summer) to 7 a.m.;
Ages 16–17 (in school): no work from 10:15 p.m. (midnight if next day non-school) to 7 a.m. (5 a.m. otherwise).
Maryland Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 4 hrs/day, 23 hrs/week.
May work 8 hrs on weekends if total doesn’t exceed 6 consecutive days. 		Up to 12 hrs per day total (school + work). Under 16: no work from 8 p.m. (9 p.m. Memorial–Labor Day) to 7 a.m.;
Ages 16–17: not more than 8 straight hours per day without a break, on non-school days.
Massachusetts School: up to 3 hrs/day, 18 hrs/week.
Non-school: up to 8 hrs/day, 48 hrs/week.
May work 6 days/week, including 8 hrs on weekends/holidays. 		Up to 9 hrs/day, 48 hrs/week, 6 days/week, regardless of school schedule. Under 16: can only work between 7 a.m. and 7 p.m. (until 9 p.m. from July 1 to Labor Day).
Ages 16–17: can work 6 a.m.–10 p.m. (11:30 p.m. if next day is non-school), or until midnight in restaurants/racetracks on non-school nights. After 8 p.m., must have adult supervision.
Michigan Up to 10 hrs/day, 48 hrs/week total (school + work).
Typically 8 hrs/day on non-school days, up to 6 days/week.
No work during school hours; 30-min break if working over 5 hrs. 		Up to 10 hrs/day (school + work), 24 hrs in a school week or 48 hrs in a non-school week, up to 6 days/week. No work during school hours. Under 16: no work 9 p.m.–7 a.m.;
Ages 16–17 (in school): no work 10:30 p.m.–6 a.m. (11:30 p.m. Fri/Sat/holidays). If not in school, no work 11:30 p.m.–6 a.m.
Minnesota Up to 8 hrs/day, 40 hrs/week. N/A Under 16: no work from 9 p.m. to 7 a.m.;
Ages 16–17: no work from 11 p.m. to 5 a.m. on a school night (may extend to 11:30 p.m.–4:30 a.m. with parental consent).
Mississippi Up to 8 hrs/day, 44 hrs/week if employed in a factory, mill, cannery, or workshop. N/A Under 16 in those industries: no work from 7 p.m. to 6 a.m.
Missouri Non-school day/week: up to 8 hrs/day, 40 hrs/week.
School: up to 3 hrs/day.
Up to 6 days/week. 		N/A Under 16: no work 7 p.m. (9 p.m. from June 1 to Labor Day, 10:30 p.m. at fairs) to 7 a.m.
Montana Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 3 hrs/day, 18 hrs/week.
Up to 6 days/week. 		N/A Under 16: no work from 7 p.m. (9 p.m. on non-school days) to 7 a.m.
Nebraska Up to 8 hrs/day, 48 hrs/week. N/A Under 14: no work from 8 p.m. to 6 a.m.;
Ages 14–15: no work from 10 p.m. to 6 a.m. if next day is a school day (unless permitted).
Nevada Up to 8 hrs/day, 48 hrs/week. N/A N/A
New Hampshire Non-school: up to 8 hrs/day.
Vacation (school break): up to 48 hrs/week if enrolled.
School: up to 3 hrs/day, 23 hrs/week. 		If enrolled in school: up to 48 hrs/week on breaks, 30 hrs/week otherwise; up to 6 days/week. Under 16: no work 9 p.m.–7 a.m.
New Jersey Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 3 hrs/day, 18 hrs/week.
Up to 6 days/week. 		Up to 8 hrs/day, 40 hrs/week, 6 days/week.
Ages 16+ can do 10 hrs/day, 50 hrs/week only from last school day to Labor Day. 		Under 16: no work from 7 p.m. (9 p.m. last school day–Labor Day with permission) to 7 a.m.;
Ages 16–17: no work from 11 p.m. to 6 a.m. during school term.
New Mexico Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 3 hrs/day, 18 hrs/week.
Up to 6 days/week. 		N/A Under 16: no work from 7 p.m. (9 p.m. if school not in session) to 7 a.m.
New York Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 3 hrs/day, 18 hrs/week.
Up to 6 days/week. 		If in school: up to 8 hrs/day, 48 hrs/week on Fri/Sat/Sun/holidays, 4 hrs/day (Mon–Thu), 28 hrs/week total, 6 days/week. Under 16: no work 7 p.m.–7 a.m. (9 p.m.–7 a.m. from June 21 to Labor Day).
Ages 16–17: no work from 10 p.m. (midnight with consent) to 6 a.m. if school next day; midnight–6 a.m. otherwise.
North Carolina Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 3 hrs/day, 18 hrs/week. 		N/A Under 16: no work from 7 p.m. (9 p.m. in summer) to 7 a.m.;
Ages 16–17: no work from 11 p.m. to 5 a.m. before a school day (unless parental + school consent).
North Dakota Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 3 hrs/day, 18 hrs/week if required to attend school.
Up to 6 days/week. 		N/A Under 16: no work from 7 p.m. (9 p.m. June 1–Labor Day) to 7 a.m.
Ohio Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 3 hrs/day, 18 hrs/week. 		N/A Under 16: no work from 7 p.m. (9 p.m. June 1–Sept. 1 or 5-day breaks) to 7 a.m.; door-to-door sales restricted 7 p.m.–7 a.m.
Ages 16–17 (in school): no work from 11 p.m. before a school day to 7 a.m. (6 a.m. if not working after 8 p.m.).
Oklahoma Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 3 hrs/day, 18 hrs/week.
Up to 6 days/week. 		N/A Under 16: no work from 7 p.m. (9 p.m. June 1–Labor Day) to 7 a.m.
Oregon Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 3 hrs/day, 18 hrs/week.
Up to 6 days/week. 		Up to 44 hrs/week if emergency overtime is approved. Under 16: no work 7 p.m.–7 a.m. (9 p.m.–7 a.m. June 1–Labor Day).
Pennsylvania Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 3 hrs/day, 18 hrs/week.
Up to 6 days/week. 		School period: up to 8 hrs/day, 44 hrs/week.
If school is in session, up to 8 hrs/day, 28 hrs/week, 6 days/week. 		Under 16: no work 7 p.m.–7 a.m. (10 p.m.–7 a.m. from June to Labor Day).
Ages 16–17 (in school): no work from midnight (1 a.m. before non-school day) to 6 a.m.
Rhode Island Up to 8 hrs/day, 40 hrs/week. Up to 9 hrs/day, 48 hrs/week during the school year. Under 16: no work from 7 p.m. (9 p.m. on school vacation) to 6 a.m.;
Ages 16–17 (in school): no work from 11:30 p.m. (1:30 a.m. if next day is non-school) to 6 a.m.
South Carolina Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 3 hrs/day, 18 hrs/week. 		N/A Under 16: no work from 7 p.m. (9 p.m. if on summer break) to 7 a.m.
South Dakota Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 4 hrs/day, 20 hrs/week.
Up to 6 days/week. 		N/A Under 16: no work after 10 p.m. on a school night.
Tennessee Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 3 hrs/day, 18 hrs/week.
Up to 6 days/week. 		N/A Under 16: no work 7 p.m.–7 a.m. (9 p.m.–6 a.m. before non-school days).
Ages 16–17: no work 10 p.m.–6 a.m. (Sun–Thu on school nights; midnight with parental consent up to 3 nights/week).
Texas Up to 8 hrs/day, 48 hrs/week. N/A Under 16: no work from 10 p.m. (midnight if next day is non-school or in summer) to 5 a.m.
Utah Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 4 hrs/day. 		N/A Under 16: no work from 9:30 p.m. to 5 a.m. on a school night.
Vermont Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 3 hrs/day, 18 hrs/week.
Up to 6 days/week. 		N/A Under 16: no work 7 p.m.–7 a.m. (9 p.m.–7 a.m. from June 1 to Labor Day).
Virginia Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 3 hrs/day, 18 hrs/week.
Up to 6 days/week. 		N/A Under 16: no work 7 p.m.–7 a.m. (9 p.m. June 1–Labor Day).
Washington Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 3 hrs/day, 16 hrs/week; can do 8 hrs on weekends.
Up to 6 days/week. 		Non-school: up to 8 hrs/day, 48 hrs/week.
School: up to 4 hrs/day, 20 hrs/week; can do up to 6 hrs/day, 28 hrs/week with consents. 		Under 16: no work 7 p.m.–7 a.m. (9 p.m.–7 a.m. in summer), must have adult supervision after 8 p.m. in service jobs.
Ages 16–17: no work from 10 p.m. Sun–Thu (midnight Fri–Sat if no school) to 7 a.m.; door-to-door sales limited after 9 p.m.; adult supervision after 8 p.m.
West Virginia Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 3 hrs/day, 18 hrs/week.
Up to 6 days/week. 		N/A Under 16: no work 7 p.m.–7 a.m. (9 p.m.–7 a.m. from June 1 to Labor Day).
May work until 11 p.m. with a permit during non-school periods if age 14–15.
Wisconsin Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 3 hrs/day, 18 hrs/week.
Up to 6 days/week. 		N/A Under 16: no work from 7 p.m. (9 p.m. June 1–Labor Day) to 7 a.m.
Wyoming N/A N/A Under 16: no work from 10 p.m. (midnight if next day is non-school and minor not enrolled) to 5 a.m.
US Territories
District of Columbia Up to 8 hrs/day, 48 hrs/week.
Up to 6 days/week. 		Up to 8 hrs/day, 48 hrs/week.
Up to 6 days/week. 		Under 16: no work from 7 p.m. (9 p.m. June–Labor Day) to 7 a.m.;
Ages 16–17: no work 10 p.m.–6 a.m.
Guam Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 3 hrs/day, 18 hrs/week (combined work + school).
Up to 6 days/week. 		Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 3 hrs/day, 18 hrs/week (combined).
Up to 6 days/week. 		Under 16: no work 7 p.m.–7 a.m. (9 p.m.–7 a.m. from June 1 to Labor Day).
Ages 16–17: no work 10 p.m. to 6 a.m. (midnight on non-school nights, Sunday–Thursday, unless next day is a holiday).
Puerto Rico Non-school: up to 8 hrs/day, 40 hrs/week.
School: up to 8 hrs/day total (school + work).
Up to 6 days/week. 		Up to 8 hrs/day, 40 hrs/week.
Up to 6 days/week. 		Under 16: no work 6 p.m.–8 a.m.;
Ages 16–17: no work 10 p.m.–6 a.m.

*Sources

‘Pro-Tip’

Integrate Compliance Tools: Use TimeTrex’s real-time compliance monitoring to alert you when a scheduled shift violates legal working hour limits.

Agricultural vs. Non-Agricultural Job Rules

Child labor laws in the United States differentiate between agricultural and non-agricultural jobs to address the unique nature of these industries. The regulations for each type vary significantly, both at the federal and state levels, reflecting the distinct risks, schedules, and societal importance of these jobs.

Federal and State Differences in Agricultural Employment Laws

Federal Laws for Agricultural Jobs:

  1. Minimum Age Requirements:

    • Any Age: Minors can work on farms owned or operated by their parents, except in hazardous occupations.
    • 12-13 Years: Allowed to work outside school hours with parental consent or on a farm where the parent is employed.
    • 14-15 Years: Permitted to work outside school hours for any employer.
    • 16+ Years: No federal restrictions on hours or job types, including hazardous work.

  2. Working Hours:

    • Federal law allows minors under 16 to work only outside school hours.
    • No limits on daily or weekly hours for minors 16 and older.

  3. Hazardous Occupations:

    • Minors under 16 are prohibited from engaging in hazardous agricultural jobs, such as:
      • Operating heavy machinery.
      • Working in silos or with certain chemicals.
      • Handling animals known to be dangerous.


State-Specific Laws for Agricultural Jobs:

  1. Stricter Age Limits:

    • Some states set minimum working ages higher than federal standards. For example:
      • California: Requires minors to be at least 12 years old for agricultural jobs.
      • Illinois: Allows agricultural work for minors as young as 10 during school hours in specific cases.

  2. Additional Protections:

    • States like Massachusetts and New York mandate employment certificates or parental consent for minors working in agriculture.
    • Certain states restrict minors from working in hazardous agricultural tasks, even with parental involvement.

  3. Exemptions:

    • Agricultural work in family-owned farms is often exempt from state-level restrictions, aligning closely with federal regulations.

Non-Agricultural Job Types Allowed for Minors

Federal Laws for Non-Agricultural Jobs:

  1. Minimum Age Requirements:

    • 14 Years: Minimum age for most non-agricultural jobs.
    • Exceptions allow younger minors to work in specific roles:
      • Delivering newspapers.
      • Babysitting or performing household chores in private homes.
      • Acting or performing in the entertainment industry.
      • Working in family-owned non-farm businesses (excluding hazardous occupations).

  2. Working Hours Restrictions (For Minors Under 16):

    • School Days:
      • Maximum of 3 hours/day and 18 hours/week.
      • Work hours must fall between 7 a.m. and 7 p.m.
    • Non-School Days:
      • Maximum of 8 hours/day and 40 hours/week.
      • Extended hours allowed until 9 p.m. from June 1 to Labor Day.
    • Minors aged 16 and older have no federal restrictions on working hours but must comply with state laws.

  3. Hazardous Occupations:

    • Minors under 18 are prohibited from working in:
      • Manufacturing or storing explosives.
      • Mining or logging operations.
      • Operating power-driven machinery (e.g., woodworking, meat-processing, or bakery machines).
      • Roofing or excavation work.

 

Common Non-Agricultural Job Types for Minors:

  1. Permitted Jobs for Minors 14 and Older:

    • Office and clerical work.
    • Retail jobs, including cashiering, stocking shelves, and bagging groceries.
    • Food service roles, such as bussing tables, washing dishes, and serving food (excluding cooking on open flames or operating fryers).
    • Amusement park and recreational facility jobs.

  2. Jobs for Minors Under 14:

    • Federal law allows limited work opportunities, primarily in roles like:
      • Lawn care or yard work (excluding hazardous equipment).
      • Tutoring or informal teaching.
      • Artistic endeavors, such as music, painting, or crafting for sale.

 

State-Specific Laws for Non-Agricultural Jobs:

  • Many states impose additional restrictions on minors’ work:
    • California and New York: Require employment certificates for minors under 18.
    • Massachusetts: Limits minors under 16 to 6 days of work per week.
    • Florida: Requires minors to maintain a minimum grade point average to work during the school year.

‘Pro-Tip’

Obtain Documentation Early: Before hiring minors, collect required permits or certificates, such as proof of age or work permits, and upload them to TimeTrex for centralized storage.

Hazardous Occupations

The Fair Labor Standards Act (FLSA) provides strict guidelines regarding hazardous occupations for minors under 18. These regulations are designed to protect the health and safety of young workers by prohibiting their participation in jobs or tasks deemed particularly dangerous. While federal laws set the baseline, some states impose additional restrictions or provide exemptions for specific circumstances.

Comprehensive List of Jobs Deemed Hazardous Under the FLSA

Minors under the age of 18 are prohibited from working in the following hazardous occupations, as determined by the Secretary of Labor:

  1. Mining and Quarrying:

    • Coal mining and all underground mining activities.
    • Jobs in metal mines, quarries, or gravel pits.

  2. Operation of Heavy Machinery:

    • Operating power-driven woodworking machines, including chainsaws and nail guns.
    • Operating power-driven metal-forming, punching, or shearing machines.
    • Operating forklifts, backhoes, or skid-steer loaders.
    • Operating power-driven hoisting equipment (e.g., cranes, elevators).

  3. Manufacturing or Handling Explosives:

    • Jobs involving the production or storage of explosives.

  4. Construction-Related Jobs:

    • Roofing, trenching, and excavation work.
    • Demolition, wrecking, and ship-breaking operations.

  5. Sawmill and Logging Operations:

    • Working in logging or sawmill industries.
    • Jobs related to forest fire prevention and timber cutting.

  6. Exposure to Harmful Substances:

    • Jobs involving radioactive materials or ionizing radiation.
    • Working with hazardous chemicals or in environments with high exposure risks.

  7. Meat Processing and Slaughtering:

    • Operating power-driven meat processing equipment (e.g., meat slicers, grinders).
    • Jobs in slaughterhouses or meat-packing facilities.

  8. Power-Driven Bakery Machines:

    • Operating dough rollers, batter mixers, or cookie cutters.

  9. Brick, Tile, and Related Products Manufacturing:

    • Jobs related to the production of clay construction materials.

  10. Compacting and Baling Machines:

  • Operating balers or compactors used in paper-product recycling or similar processes.
  1. Roofing:
  • Any work performed on or around roofs.
  1. Trenching and Excavation:
  • Jobs requiring minors to dig or work in trenches deeper than four feet.

State-Level Variations in Hazardous Work Restrictions

While the FLSA sets a comprehensive list of prohibited hazardous occupations, states may impose stricter guidelines or expand the list based on local industries and risks. Some key examples include:

  1. California:

    • Adds restrictions for minors working in high-heat conditions, such as agriculture or outdoor construction.
    • Prohibits minors under 16 from working with pesticides or in settings with high air pollution.

  2. New York:

    • Prohibits minors under 18 from working in scaffolding-related jobs, regardless of federal rules.
    • Expands restrictions to include certain chemical processing tasks.

  3. West Virginia:

    • Prohibits minors from working in coal mines beyond federal restrictions.

  4. Alaska:

    • Includes fishing-related jobs (e.g., working on boats or in fish processing plants) as hazardous for minors under 18.

  5. Massachusetts:

    • Prohibits minors from working in jobs involving high-pressure steam or gas systems.

  6. Texas:

    • Adds restrictions for oil and gas drilling operations, banning minors from working on rigs or with drilling machinery.

Penalties for Non-Compliance with Hazardous Work Regulations

Employers who violate hazardous work restrictions under the FLSA or state labor laws face serious penalties, which may include:

  1. Civil Penalties:

    • Fines up to $15,138 per violation, as per the FLSA.
    • Higher penalties (up to $68,801) for violations resulting in a minor’s serious injury or death.

  2. Criminal Penalties:

    • Employers who willfully violate child labor laws may face criminal charges, including fines and imprisonment.

  3. Business Consequences:

    • Loss of federal contracts or state operating licenses.
    • Public scrutiny and reputational damage, which may lead to loss of business.

  4. Liability for Injuries:

    • Employers may be held liable for medical expenses, compensation, and legal fees if a minor is injured while performing prohibited tasks.

  5. State-Specific Penalties:

    • States may impose additional fines or revoke business licenses for repeat violations.
    • Examples include California, where violations can result in fines of up to $25,000 per incident.

‘Pro-Tip’

Create a Compliance Checklist: Use TimeTrex’s task management features to build and manage a checklist of compliance steps for hiring and employing minors.

Common Exceptions and Special Cases

While child labor laws generally impose age restrictions to protect minors, certain jobs and circumstances are exempt from these regulations. These exceptions allow minors to work under specific conditions without violating federal or state laws. Understanding these exemptions is crucial for employers and parents to ensure compliance while providing work opportunities for younger individuals.

Jobs with No Minimum Age Requirement Under Federal Law

  • Family-Owned Businesses:

    • Minors of any age may work in businesses wholly owned and operated by their parents, provided:
      • The business is not involved in mining, manufacturing, or other hazardous industries.
      • The work does not conflict with the child’s schooling or well-being.
    • Examples:
      • Assisting in retail stores, restaurants, or family-run farms (excluding hazardous tasks).
      • Performing clerical work or customer service roles.

  • Entertainment Industry:

    • Federal law allows minors of any age to work in the entertainment sector, including:
      • Acting in movies, television, or theater productions.
      • Modeling for advertisements or promotional events.
      • Singing, dancing, or performing in music or stage shows.
    • Conditions:
      • The work must comply with safety standards and state labor regulations.
      • Some states require special permits or court approval (e.g., California’s Coogan Law).

  • Evergreen Wreath Collection:

    • Minors of any age can collect evergreen materials and make wreaths, provided:
      • The work is seasonal and not considered hazardous.
      • They operate outside school hours.
    • This exemption is commonly utilized in rural areas where such activities are part of community traditions or family businesses.

State-Specific Exemptions and Hardship Cases

  • State-Specific Exemptions:

    • Some states have additional exemptions that allow minors to work in specific roles or industries under unique circumstances:
      • Georgia: Minors under 14 may work in non-hazardous family farm roles, yard work, or babysitting without formal employment restrictions.
      • New York: Exempts minors working as golf caddies or newspaper carriers from general labor laws.
      • Massachusetts: Allows minors under 14 to work in family-owned businesses with parental supervision and specific permits.

  • Hardship Cases:

    • Certain states provide special exemptions for minors under 14 facing economic or family hardship. These cases often require official approval from labor commissioners or courts.
    • Examples of Hardship Circumstances:
      • Extreme financial burdens, such as loss of income due to a parent’s job loss or medical bills.
      • Educational needs, such as earning money to pay for schooling or supplies.
      • Family emergencies, including cases where minors contribute to household income due to unforeseen events.
    • States with Hardship Provisions:
      • New Mexico: Allows younger minors to work in non-hazardous jobs under court-approved hardship permits.
      • Iowa: Provides flexibility for minors to work in seed production during specific months (June-August) for economic reasons.
      • California: Issues temporary work permits for minors in family emergencies or other hardship situations.

Key Considerations for Exceptions

  • Parental Involvement:

    • For family-owned businesses, parents must directly manage and supervise the minor’s work to ensure compliance.
    • Entertainment industry roles often require parental consent or accompaniment.

  • Documentation and Permits:

    • States may require additional documentation for minors working in exempt roles, such as work permits or proof of hardship.
    • Entertainment work often involves strict legal requirements, such as educational provisions for child performers.

  • Compliance with Safety Standards:

    • Even in exempt roles, minors cannot engage in hazardous tasks or work in conditions that endanger their health or education.
    • Employers must adhere to local labor department guidelines.

  • State-Specific Regulations:

    • States may enforce stricter rules or additional conditions for exceptions, requiring employers and parents to stay informed about local laws.

‘Pro-Tip’

Stay Updated: Laws change frequently. Subscribe to alerts from the U.S. Department of Labor and use TimeTrex to implement policy updates across your workforce seamlessly.

Compliance Guidelines for Employers

Employing minors comes with unique responsibilities to ensure compliance with federal and state child labor laws. Failure to meet these obligations can result in severe penalties, including fines and reputational damage. Below are detailed compliance guidelines to help employers effectively manage their hiring processes while safeguarding minors’ rights.

Steps for Verifying Age and Obtaining Required Documentation

Federal and State Requirements:

  • Employers must verify the age of all minors before employment to ensure compliance with minimum age regulations.
  • The specific documentation required varies by state and may include:
    • Age Certificates: Issued by schools or local labor offices to verify a minor’s age.
    • Employment Certificates (Work Permits): Often required for minors under 18, particularly for non-agricultural jobs.

Steps to Verify and Document Age:

  1. Request Proof of Age:

    • Commonly accepted documents include birth certificates, government-issued IDs, or school records.
    • In states like California and New York, employers may also need to file proof with the state labor department.

  2. Obtain Required Permits:

    • Check state-specific requirements to determine if a work permit or employment certificate is necessary.
    • Ensure permits are signed by the minor’s parent or guardian, as required in states like Massachusetts and Florida.

  3. Confirm Job Eligibility:

    • Verify that the job duties align with age restrictions, particularly for hazardous work or specific industries.

  4. Maintain Copies of Documentation:

    • Retain copies of all permits and proof of age documents in employee records for easy reference during audits or inspections.

Best Practices for Managing Working Hours

Adhering to Hour Restrictions:

  • Federal and state laws impose strict limits on minors’ working hours to ensure their education and well-being.
  • Employers should:
    • Track Hours: Use reliable time-tracking systems to monitor minors’ daily and weekly working hours.
    • Respect School Hours: Ensure minors under 16 do not work during school hours unless exempted.
    • Comply with Nightwork Limits: Adhere to laws restricting minors from working late at night, such as the 7 p.m. to 7 a.m. rule (extended to 9 p.m. during summer in many states).

Scheduling Tips:

  • Limit consecutive workdays to prevent fatigue.
  • Schedule breaks in compliance with state laws (e.g., a 30-minute break after 5 hours of work in California).
  • Coordinate with minors and their parents to ensure schedules align with school and extracurricular activities.

Maintaining Records for Inspections

Recordkeeping Requirements:

  • Federal law mandates that employers keep detailed records of minors’ employment, including:
    • Full name and date of birth.
    • Work permits and proof of age documentation.
    • Daily and weekly hours worked.
    • Pay rates and total compensation.

 

Best Practices for Record Maintenance:

  1. Create a Separate File:

    • Maintain a dedicated personnel file for each minor employee.
    • Include documentation, work schedules, and payroll records.

  2. Use Digital Systems:

    • Implement electronic recordkeeping systems for better organization and easy retrieval during inspections.

  3. Retention Period:

    • Keep records for at least three years after the minor’s employment ends, as required by the Fair Labor Standards Act (FLSA).

  4. Prepare for Audits:

    • Regularly review records to ensure compliance with all applicable laws.
    • Respond promptly to any inquiries or requests from labor authorities.

Avoiding Common Compliance Pitfalls

Employers often encounter challenges in managing minors’ employment. Below are common pitfalls and strategies to avoid them:

Common Pitfalls:

  1. Failure to Verify Age:

    • Hiring minors without proper age verification is a frequent oversight. Always request proof of age before employment begins.

  2. Non-Compliance with Hour Restrictions:

    • Scheduling minors for hours that exceed legal limits can result in penalties. Use automated scheduling tools to prevent errors.

  3. Assigning Hazardous Tasks:

    • Allowing minors to perform prohibited tasks, such as operating heavy machinery, is a serious violation. Regularly review job descriptions to ensure compliance.

  4. Inadequate Recordkeeping:

    • Failing to maintain accurate and complete records can lead to penalties during audits. Invest in robust recordkeeping practices.

  5. Misunderstanding State-Specific Laws:

    • Relying solely on federal laws can cause employers to overlook stricter state regulations. Stay informed about state-specific requirements for the location of employment.

 

Strategies to Avoid Pitfalls:

  • Conduct Regular Training:

    • Educate managers and HR staff on child labor laws, including both federal and state regulations.

  • Develop a Compliance Checklist:

    • Use a checklist to ensure all requirements are met before hiring minors, such as obtaining permits and verifying work schedules.

  • Stay Updated:

    • Monitor changes in labor laws and adjust policies accordingly. Subscribe to updates from the U.S. Department of Labor or state labor departments.

  • Seek Legal Advice:

    • Consult with legal professionals or labor law specialists to address complex compliance issues.

‘Pro-Tip’

Check for Agricultural Exceptions: Agriculture often has more lenient rules, but federal and state laws still prohibit hazardous activities for minors under 16.

Frequently Asked Questions (FAQ) on Child Labor Laws

Below is a comprehensive FAQ section addressing the most common questions about child labor laws in the United States. This resource is designed to clarify federal and state regulations, help employers and parents understand their responsibilities, and ensure minors’ rights are protected.

What is the minimum age for employment in the U.S.?

  • Under federal law, the minimum age for non-agricultural employment is 14 years old. However, exceptions allow younger minors to work in specific roles, such as:
    • Family-owned businesses.
    • Delivering newspapers.
    • Entertainment industry jobs.
  • For agricultural jobs, minors can start working at 12 years old with parental consent and outside school hours, and there is no age restriction for work on a family-owned farm.

Are there any jobs minors can perform at any age?

Yes, minors of any age can perform the following jobs:

  • Work in family-owned businesses (non-hazardous roles only).
  • Act or perform in movies, television, theater, or other entertainment.
  • Make and sell evergreen wreaths.

What are the penalties for violating child labor laws?

Employers who violate child labor laws may face penalties, including:

  • Civil fines up to $15,138 per violation under the Fair Labor Standards Act (FLSA).
  • Fines up to $68,801 for violations resulting in serious injury or death.
  • Potential criminal charges for willful violations, which may include imprisonment.
  • State-specific penalties, such as revocation of business licenses or additional fines.

How many hours can a minor work during school days?

  • Federal law limits minors under 16 to:
    • 3 hours/day and 18 hours/week during school periods.
    • They may only work between 7 a.m. and 7 p.m., except during summer (June 1–Labor Day), when work hours are extended to 9 p.m.
  • State laws may impose stricter limits, so employers should verify local regulations.

Are there restrictions on the type of jobs minors can perform?

Yes, federal law prohibits minors under 18 from working in hazardous occupations, such as:

  • Operating heavy machinery.
  • Mining, logging, or demolition work.
  • Using power-driven equipment, such as meat slicers or bakery machines.
  • Roofing or excavation tasks.
    State laws may add additional restrictions, so employers should consult state labor departments.

Can minors work night shifts?

  • Minors under 16 are generally prohibited from working at night:
    • Federal law restricts work hours to 7 p.m.–7 a.m. during the school year.
    • During summer, the restriction extends to 9 p.m.
  • Minors aged 16 and older may work night shifts, but some states impose limits, such as prohibiting work after 10 p.m. on school nights.

Do all states require work permits for minors?

  • Not all states require work permits. Federal law does not mandate them, but many states do for minors under 16 or 18.
  • Examples:
    • California: Requires work permits for minors under 18.
    • Texas: Does not require work permits but may require proof of age if requested.

How can employers verify a minor’s age?

Employers should request proof of age, such as:

  • Birth certificate.
  • Driver’s license or state-issued ID.
  • School records or age certificates issued by labor departments.

Are employers required to track minors’ work hours?

Yes, under federal law, employers must maintain accurate records of:

  • The minor’s daily and weekly work hours.
  • Pay rates and total compensation.
  • Copies of age verification documents and work permits (if applicable).

What jobs can 14- and 15-year-olds legally do?

Federal law allows 14- and 15-year-olds to work in non-hazardous jobs, such as:

  • Retail positions (e.g., cashiering, stocking shelves).
  • Food service roles (e.g., bussing tables, washing dishes).
  • Office and clerical work.
  • Lifeguarding (limited to shallow water).
  • Tutoring or babysitting.

Are there exceptions for agricultural work?

Agricultural jobs have more flexible age requirements:

  • Minors as young as 12 may work with parental consent.
  • Minors of any age may work on a family-owned farm.
  • Minors under 16 are restricted from hazardous agricultural tasks, such as operating heavy machinery.

What industries have additional restrictions for minors?

Some industries with stricter state and federal rules include:

  • Entertainment: Requires permits and compliance with education and safety standards.
  • Construction: Prohibited for minors under 18 in most states.
  • Fishing and Logging: Often classified as hazardous and restricted under federal law.

Can parents hire their own children for hazardous jobs?

  • Parents may employ their children in family-owned businesses without age restrictions, but hazardous tasks remain prohibited under federal law.
  • For example, a child cannot operate heavy machinery or perform roofing work even in a family business.

What role do parents play in work permits?

In many states, parents must:

  • Sign work permit applications.
  • Provide consent for their child’s employment.
  • Verify their child’s working hours do not interfere with school.

What protections exist for minors in the workplace?

Federal and state laws ensure that minors:

  • Cannot work in hazardous conditions.
  • Have limited working hours to prioritize education.
  • Receive the same minimum wage as adults for equivalent work.
  • Are covered by workplace safety regulations enforced by the Occupational Safety and Health Administration (OSHA).

Sources

Resource Name URL (opens in new tab)
ALABAMA CHILD LABOR LAWS (Calhoun) calhoun.edu/wp-content/uploads/2018/07/EmploymentLaws1.pdf
ALABAMA — State Laws by Topic - The HR Specialist thehrspecialist.com/res/pdf/State%20Laws/Alabama.pdf
About - Kentucky.gov kentucky.gov/about/Pages/default.aspx
Alabama Child Labor Laws labor.alabama.gov/docs/posters/childlaborlawposter_english.pdf
Alabama Code § 25-8-33 (2023) - Persons Under 16 Years of Age Prohibited From Working; Exceptions; Evidence of Employment. - Justia Law law.justia.com/codes/alabama/title-25/chapter-8/section-25-8-33
Alabama Human Resources Legal Fact Sheet nationaldairyfarm.com/wp-content/uploads/2020/11/Alabama-Fact-Sheet-2021-Update.pdf
Alaska Department of Labor and Workforce Development - Wikipedia en.wikipedia.org/wiki/Alaska_Department_of_Labor_and_Workforce_Development
Alaska Department of Labor and Workforce Development: Wage and Hour Administration labor.alaska.gov/lss/rights.htm
Alaska Department of Labour and Workforce Development labor.alaska.gov/lss/childlaw.htm
Arkansas - National Dairy FARM Program (Older Fact Sheet) nationaldairyfarm.com/wp-content/uploads/2019/06/AR-LegalFactsheet.pdf
Arkansas Department of Labor ark.org/labor_boiler_renew/index.php
Arkansas Department of Labor and Licensing labor.arkansas.gov/labor/labor-standards/child-labor/
Arkansas Department of Labor and Licensing (ADLL) encyclopediaofarkansas.net/entries/arkansas-department-of-labor-5711
Arkansas Department of Labor and Licensing - Arkansas.gov labor.arkansas.gov/licensing
Arkansas Human Resources Legal Fact Sheet nationaldairyfarm.com/wp-content/uploads/2020/11/Arkansas-Fact-Sheet-2021-Update.pdf
ARKANSAS — State Laws by Topic - The HR Specialist thehrspecialist.com/res/pdf/State%20Laws/Arkansas.pdf
Arizona Department of Labor Wage & Hour Division www.azica.gov/labor-department
Arkansas - National Dairy FARM Program (Legal Fact Sheet 2021) nationaldairyfarm.com/wp-content/uploads/2020/11/Arkansas-Fact-Sheet-2021-Update.pdf
California Division of Labor Standards Enforcement www.dir.ca.gov/dlse/MinorsSummaryCharts.pdf
California Division of Labor Standards Enforcement (DLSE) | Practical Law - Westlaw content.next.westlaw.com/practical-law
Child Labor - Alabama Department of Labor adol.alabama.gov/employers/child-labor
Child Labor Laws in Mississippi/US Department of Education files.eric.ed.gov/fulltext/ED093081.pdf
Colorado Department of Labor & Employment | OFCCP Apps ofccp-apps.dol.gov/node/323490
Colorado Department of Labor and Employment cdle.colorado.gov/youth-law
Colorado Youth Employment Opportunity Act cdle.colorado.gov/sites/cdle/files/Colorado%20Youth%20Employment%20Opportunity%20Act...
Commonwealth of Kentucky Cabinet labor.ky.gov/standards/Pages/Wages-and-Hours.aspx#Working_Hours
Commonwealth of Massachusetts mass.gov/service-details/massachusetts-laws-regulating-minors-work-hours
Commonwealth of Massachusetts - Barnstable County capecod.gov/arpa-resource-center/commonwealth-of-massachusetts
Commonwealth of Massachusetts - CMS cms.gov/contacts/commonwealth-massachusetts
Connecticut Department of Labour ctdol.state.ct.us/wgwkstnd/minors/wgtime.htm
Connecticut Office of Legislative Research cga.ct.gov/PS97/rpt/olr/htm/97-R-1478.htm
Council of the District of Columbia code.dccouncil.gov/us/dc/council/code/sections/32-202
CT Department of Labor portal.ct.gov/dol
CT Department of Labor & Unemployment Resources | Connecticut Health Care Associates chcaunion.org/.../ct-department-labor-unemployment-resources
DOL Divisions and Programs - CT Department of Labor ctdol.state.ct.us/gendocs/programs.htm
Delaware Department of Labor laborfiles.delaware.gov/main/dia/olle/Child%20Labor%20Law%20Booklet.pdf
Delaware Department of Labor, Division of Industrial Affairs labor.delaware.gov/divisions/industrial-affairs/wage-hour/child-labor/
Division of Labor Iowa: Child Labor iowadivisionoflabor.gov/child-labor
Division of Labor Iowa Workforce Development iowarec.org/media/cms/429/924.pdf
Division of Labor Standards Enforcement - Home Page - California DIR dir.ca.gov/dlse
Finance and Administration Cabinet - Kentucky.gov finance.ky.gov
Finance and Administration Cabinet launches new website - Kentucky.gov kentucky.gov/Pages/Activity-stream.aspx?n=FinanceandAdministrationCabinet&prId=157
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Georgia Department of Labor dol.georgia.gov/child-labor-work-hour-restrictions
Guam Statute of Child Labor law.justia.com/codes/guam/2019/title-19/division-1/chapter-11
Hawaii Human Resources Legal Fact Sheet nationaldairyfarm.com/wp-content/uploads/2020/11/Hawaii-Fact-Sheet-2021-Update.pdf
Hiring Minors in Alabama alabamaconstructionlaw.com/wp-content/uploads/2021/07/Hiring-Minors-in-Alabama.pdf
How Do I File for Unemployment Insurance? | U.S. Department of Labor dol.gov/general/topic/unemployment-insurance
Human Resources - Alabama Department of Revenue revenue.alabama.gov/division/human-resources
Human Resources Legal Fact Sheet: Alabama (2019) - National Dairy FARM Program nationaldairyfarm.com/wp-content/uploads/2019/06/Alabama-Fact-Sheet-2020-Update.pdf
Human Resources Legal Fact Sheet: Alabama (2020/2021) - National Dairy FARM Program nationaldairyfarm.com/wp-content/uploads/2020/11/Alabama-Fact-Sheet-2021-Update.pdf
Human Resources Legal Fact Sheet: Arkansas - National Dairy FARM Program nationaldairyfarm.com/wp-content/uploads/2020/11/Arkansas-Fact-Sheet-2021-Update.pdf
Human Resources Legal Fact Sheet: Illinois nationaldairyfarm.com/wp-content/uploads/2020/07/Illinois-Fact-Sheet-2020-Update-Q2.pdf
Human Resources Legal Fact Sheet: New Jersey nationaldairyfarm.com/wp-content/uploads/2020/11/New-Jersey-Fact-Sheet-2021-Update.pdf
Human Resources Legal Fact Sheet: Utah nationaldairyfarm.com/wp-content/uploads/2021/07/Utah-Fact-Sheet-2021-Update-1.pdf
Industrial Commision of Arizona (Hours Restrictions) azica.gov/labor-youth-employment-hours-restrictions
Industrial Commision of Arizona (Occupational Restrictions) azica.gov/labor-youth-employment-occupational-restrictions
Indiana Department of Labor in.gov/dol/youth-employment/youth-employment-home/
Indiana Department of Labor/Bureau of Child Labor in.gov/dol/files/YouthEmployment_teenWorkHourRestrictionsPoster.pdf
Idaho Legislature legislature.idaho.gov/statutesrules/idstat/Title44/T44CH13
Illinois Department of Labor ilga.gov/legislation/ilcs/ilcs3.asp?ActID=2418&ChapterID=68
Iowa Child Labour Requirements for Agriculture publications.iowa.gov/18470/1/iowateens.pdf
Kansas Department of Labor dol.ks.gov/employers/search?q=child%20labor
Labor - Minimum Wage Main Page | Industrial Commission of Arizona azica.gov/labor-minimum-wage-main-page
Labor Board Complaint - California Labor and Employment Law calaborlaw.com/complaint
Labor Department - Industrial Commission of Arizona azica.gov/labor-department
Labor Standards - Arkansas Department of Labor and Licensing labor.arkansas.gov/labor/labor-standards
Links for Employers - Alabama Department of Labor labor.alabama.gov/business
Local Offices | U.S. Department of Labor dol.gov/agencies/whd/contact/local-offices
Louisiana Workforce Commission laworks.net/Downloads/WFD/EmploymentOfMinors.pdf
Maine Department of Labour/Bureau of Labor Standards maine.gov/labor/docs/2022/posters/childlabor/childlabor_English.pdf
Mass.gov mass.gov
Massachusetts Human Resources Legal Fact Sheet nationaldairyfarm.com/wp-content/uploads/2020/11/Massachusetts-Fact-Sheet-2021-Update.pdf
MassTaxConnect mtc.dor.state.ma.us/mtc/_
Maryland Department of Labor dllr.state.md.us/labor/wages/minorfactsheet.pdf
Michigan Department of Labor and Economic Opportunity michigan.gov/.../whd9803_act_90_brochure_JH_Sugg_Edits.pdf
Michigan Legal Help michiganlegalhelp.org/self-help-tools/farmworkers/children-field
Michigan Wage and Hour Laws michigan.gov/.../youth_employment_webinar.pdf
Minnesota Department of Labor and Industry dli.mn.gov/child-labor
Minnesota Department of Labor and Industry (Agricultural Workers) dli.mn.gov/business/employment-practices/agricultural-workers
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Missouri Department of Labor and Industrial Relations labor.mo.gov/dls/youth-employment
Missouri Farm Labor Guide extension.missouri.edu/media/wysiwyg/Extensiondata/Pub/pdf/manuals/m00199.pdf
Montana Department of Labor and Industry erd.dli.mt.gov/labor-standards/child-labor-law/child-labor-law-reference-guide
Nebraska Department of Labor dol.nebraska.gov/LaborStandards/WorkerRights/EmploymentOfMinors
Nevada Association of Employers nevadaemployers.org/employing-minors-rules-under-state-and-federal-law
Nevada Human Resources Legal Fact Sheet nationaldairyfarm.com/wp-content/uploads/2018/10/NV-LegalFactsheet-FINAL.pdf
New Hampshire Human Resources Legal Fact Sheet nationaldairyfarm.com/wp-content/uploads/2022/04/New-Hampshire-Fact-Sheet-2021-Update-Q3.pdf
New Jersey Child Labor Laws nj.gov/labor/forms_pdfs/lsse/mw-129.pdf
New Jersey Department of Labor and Workforce Development nj.gov/labor/wageandhour/assets/PDFs/63_-1.pdf
New Jersey Human Resources Legal Fact Sheet nationaldairyfarm.com/wp-content/uploads/2020/11/New-Jersey-Fact-Sheet-2021-Update.pdf
New Jersey Reference Guide: Labor Laws for Young Workers nj.gov/labor/wageandhour/assets/PDFs/Forms%20and%20Publications/mw-165-1.pdf
New Mexico Compilation Commission nmonesource.com/nmos/nmsa/en/item/4420
New Mexico Human Resources Legal Fact Sheet nationaldairyfarm.com/wp-content/uploads/2022/04/New-Mexico-Fact-Sheet-2021-Update.pdf
New York Department of Labor dol.ny.gov/child-labor-law-hub
New York Human Resources Legal Fact Sheet nationaldairyfarm.com/wp-content/uploads/2021/04/New-York-Fact-Sheet-2022-Update-1.pdf
North Carolina Department of Labor labor.nc.gov/workplace-rights/youth-employment-rules/work-hour-limitations-youths
North Dakota Human Resources Legal Fact Sheet nationaldairyfarm.com/wp-content/uploads/2018/10/North-Dakota-Fact-Sheet-2020-Update.pdf
North Dakota Labor and Human Rights nd.gov/labor/wage-and-hour-topics/youth-employment
Oklahoma Career Tech oklahoma.gov/.../WBLFederalandStateLaborLaws.pdf
Oklahoma Department of Labor oklahoma.gov/labor/workplace-rights/child-labor/faqs---child-labor-unit
Oregon Bureau of Labor and Industries oregon.gov/boli/employers/pages/minor-workers.aspx
Oregon State Laws Regarding Agricultural Employment oregon.gov/boli/employers/Documents/WH-239.pdf
Pages - Personnel Cabinet Home (Kentucky) personnel.ky.gov
Pennsylvania Child Labor Act pa.gov/agencies/dli/resources/compliance-laws-and-regulations/child-labor-act
Pennsylvania Department of Labor and Industry pa.gov/.../labor-management-relations/documents/llc-5.pdf
Puerto Rico Child Labor Laws metinc.weebly.com/.../puerto_rico--child_labor--age_hours___related_standards--child_labor_laws.pdf
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South Carolina Child Labor Regulations llr.sc.gov/wage/cll.aspx
South Carolina Human Resources Legal Fact Sheet nationaldairyfarm.com/wp-content/uploads/2020/11/South-Carolina-Fact-Sheet-2021-Update.pdf
South Dakota Department of Labor and Regulation dlr.sd.gov/employment_laws/youth_employment.aspx
South Dakota Legislature sdlegislature.gov/Statutes/Codified_Laws/2077715
State Labor Offices (U.S. Department of Labor) dol.gov/agencies/whd/state/contacts
State of California Department of Industrial Relations dir.ca.gov/dlse/ChildLaborLawPamphlet.pdf
State of Hawaii Wage Standards Division labor.hawaii.gov/wsd/child-labor/
State of Maine Department of Labor maine.gov/labor/labor_laws/publications/minorsguide.shtml
State of Nevada Legislature leg.state.nv.us/nrs/nrs-609.html
State of New Hampshire Department of Labor nh.gov/labor/documents/child-labor-guide.pdf
State of Ohio Minor Labor Laws com.ohio.gov/static/documents/laws_MLLPoster.pdf
State of Rhode Island Department of Labor and Training dlt.ri.gov/regulation-and-safety/labor-standards/child-labor-laws
State of Vermont Department of Labor labor.vermont.gov/sites/labor/files/doc_library/Child%20Labor%20Information%20Poster.pdf
Summary of Alaska Wage and Hour Act labor.state.ak.us/lss/forms/Summary_of_Alaska_Wage_and_Hour_Act-01-2025.pdf
Tennessee Department of Labor and Workforce Development tn.gov/workforce/employees/labor-laws/labor-laws-redirect/child-labor.html
Texas Workforce Commission twc.texas.gov/jobseekers/texas-child-labor-law
The 194th General Court of the Commonwealth of Massachusetts malegislature.gov
Unemployment Benefits - CT.gov portal.ct.gov/dol/unemployment-benefits
US Department of Labor (Agricultural employment) dol.gov/agencies/whd/state/child-labor/agriculture#age
US Department of Labor (Non-agricultural employment) dol.gov/agencies/whd/state/child-labor#
Virginia Cooperative Extension sites.ext.vt.edu/newsletter-archive/fmu/1999-06/minorsag.html
Virginia Human Resources Legal Fact Sheet nationaldairyfarm.com/wp-content/uploads/2020/07/Virginia-Fact-Sheet-2020-Update-Q2.pdf
Virginia Laws on Child Labor law.lis.virginia.gov/vacodefull/title40.1/chapter5
Wage and Hour, Alaska Department of Labor labor.alaska.gov/lss/whhome.htm
Washington State Department of Labor and Industries lni.wa.gov/workers-rights/youth-employment/hours-of-work#agricultural-jobs
West Virginia Division of Labor labor.wv.gov/Wage-Hour/Child_Labor/Documents/Child%20Labor%20Fact%20Sheets/FACT%20SHEET%201%20-%20CHILD%20LABOR%20-%20CHILD%20LABOR%20REQUIREMENTS.pdf
What Are the Child Labor Laws in Mississippi? (Morgan & Morgan) forthepeople.com/office-locations/mississippi/what-are-the-child-labor-laws
Work > Wage Claims > Know Your Rights in the Workplace (AZ) azlawhelp.org/articles_info.cfm?mc=2&sc=18&articleid=315
Wisconsin Department of Workforce Development dwd.wisconsin.gov/eworkboard/minor-time
Wisconsin Laws on Child Labor in Agriculture fruit.webhosting.cals.wisc.edu/wp-content/uploads/sites/36/2011/05/Agriculture-Child-labor-and-Wage-and-Hour-Laws.pdf
Workforce Innovation & Opportunity Act - IowaChildLabor (Possible Duplicate?) iowadivisionoflabor.gov/child-labor
Wyoming Labor Laws dws.wyo.gov/dws-division/labor-standards/resources/documents-and-forms
Youth Employment in North Dakota ndsu.edu/agriculture/sites/default/files/2021-05/Youth%20Employment%20in%20ND.pdf

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About The Author

Roger Wood

Roger Wood

With a Baccalaureate of Science and advanced studies in business, Roger has successfully managed businesses across five continents. His extensive global experience and strategic insights contribute significantly to the success of TimeTrex. His expertise and dedication ensure we deliver top-notch solutions to our clients around the world.

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