Wage and Hour Rules for Minors and Teen Workers: A Complete Guide

Teen employment can provide valuable experience and income, but it is heavily regulated in the United States. Federal and state laws limit when, where, and how long minors may work, and they impose special rules on wages, breaks, and job duties. These rules are designed to keep work from interfering with education and to protect young workers from unsafe conditions.

1. Why Special Labor Laws Apply to Minors

In the U.S., workers under age 18 are protected by a combination of federal child labor provisions in the Fair Labor Standards Act (FLSA) and separate, often stricter, state laws. These rules:

• Limit work hours to reduce conflicts with school and rest time.
• Restrict hazardous tasks to reduce the risk of injury.
• Set minimum ages for different types of work and industries.
• Protect wages by regulating minimum pay, training wages, and student-worker programs.

When federal and state laws differ, employers must follow the rule that gives the greater protection to the minor, such as fewer hours, higher minimum wage, or stricter safety standards.

2. Basic Age Thresholds for Youth Employment

Although each state can set its own standards, several age cutoffs are common under federal law:

• Under 14: Severely limited options; typically informal work such as babysitting, newspaper delivery, certain entertainment jobs, or work for a parent in a non-hazardous business.
• Ages 14–15: May work in a wide range of non-hazardous, non-manufacturing, non-mining jobs during limited hours set by the FLSA and state law.
• Ages 16–17: May work in more types of jobs and for longer hours, but still may not perform certain hazardous occupations (like specific types of construction, meat processing, or operating certain power-driven machines).
• 18 and older: Generally treated as adults under wage and hour rules and no longer subject to federal child labor limits.

3. Federal Limits on Work Hours for Minors

The FLSA sets nationwide baseline limits on how much and when 14- and 15-year-olds may work for covered employers. States may add tighter restrictions.

3.1 Hour Limits for Ages 14–15

Under federal law, 14- and 15-year-olds are limited by both daily and weekly caps, and those caps change when school is in session.

3.2 Nightwork Restrictions for Younger Minors

Federal child labor provisions are especially strict about nighttime work for minors under 16. As a general rule under the FLSA:

• Work may not begin before 7:00 a.m. for 14- and 15-year-olds.
• During most of the year, they may not work after 7:00 p.m.
• From June 1 through Labor Day, the evening cutoff extends to 9:00 p.m.

States may layer on additional night-work rules, including later cutoffs for older teens (16–17) and requirements for parental permission or proof of good academic standing.

3.3 Typical State Variations for Ages 16–17

Federal law does not set a detailed schedule of daily and weekly hours for 16- and 17-year-olds, but many states impose their own limits. For example:

• Some states cap minors under 18 at no more than 8 hours per day and 6 days per week, with weekly maximums that differ by age.
• Certain states restrict work between 10 p.m. and midnight before a school day unless a parent and the school give written permission.
• Other jurisdictions allow 16- and 17-year-olds to work the same hours as adults but maintain hazardous occupation prohibitions.

4. State-Specific Rules and How They Interact with Federal Law

In addition to the FLSA, each state has its own youth employment code. These rules can be more protective than federal law by:

• Reducing the maximum daily or weekly hours.
• Imposing earlier cutoffs on night work.
• Requiring work permits or age certificates for certain minors.
• Mandating rest or meal breaks at specific intervals.

Examples illustrate how different states approach youth labor:

• New York limits minors under 18 to 8 hours a day and 6 days a week. Fourteen- and fifteen-year-olds may work no more than 40 hours a week when school is not in session under state law, consistent with federal caps for that age group.
• Illinois requires employers to schedule a meal period of at least 30 minutes for minors no later than the fifth consecutive hour of work and to keep records of those breaks.
• Indiana allows 16- and 17-year-olds in most cases to work the same hours as adults but keeps hour and day limits for 14- and 15-year-olds, including extended evening hours up to 9 p.m. in summer.

Because these rules vary, employers should always consult both the applicable state labor department and the U.S. Department of Labor’s youth employment resources when hiring minors.

5. Wages, Training Rates, and Special Youth Programs

Child labor provisions focus on safety and hours, but the FLSA also addresses how young workers must be paid.

5.1 Minimum Wage and Subminimum Youth Wage

Generally, minors working for covered employers must receive at least the federal minimum wage unless a lawful exception applies. However, the FLSA allows a youth minimum wage for very new, young employees:

• Employers may pay workers under 20 years old a lower “subminimum” wage during their first 90 consecutive calendar days of employment.
• After that period or after the worker turns 20, the employer must raise pay to at least the regular minimum wage.
• States often have their own minimum wage laws; when state and federal rates differ, the higher wage applies.

5.2 Full-Time Students and Student Learners

The FLSA contains special rate rules for certain full-time students and student learners in accredited programs.

• Approved employers (such as schools or certain retail or service establishments) may pay full-time students less than the standard minimum wage under certificates issued by the U.S. Department of Labor.
• Student learners in bona fide vocational education programs may also receive a reduced wage when the employer holds a special certificate and training is structured and supervised.
• These programs are subject to strict documentation and cannot be used to evade standard wage rules for regular employees.

6. Breaks, Meal Periods, and Rest Requirements

Federal law does not specify breaks uniquely for minors, but many states impose additional protections for young workers.

• Several states require a 30-minute unpaid meal period for minors who work a certain number of consecutive hours, often 5 or 6 hours.
• Some states mandate that this meal break occur no later than the fifth consecutive hour of work and that employers keep records of compliance.
• Other states require shorter paid rest breaks (for example, 15 minutes for every four hours worked) in addition to meal periods.

Where both federal and state rules apply, the more generous break requirement governs. Even when not mandated, scheduled rest breaks are considered best practice for teen workers because of fatigue and school obligations.

7. Job Types and Hazardous Occupation Limits

Federal child labor regulations identify specific hazardous occupations that minors generally may not perform in non-agricultural jobs. These rules are stricter for workers under 16, but many bans apply until the worker turns 18.

7.1 Jobs Generally Off-Limits to Younger Minors

Federal provisions for 14- and 15-year-olds bar them from working in many risky or industrial settings. Common prohibitions include:

• Most manufacturing, mining, or processing work.
• Operating power-driven machinery beyond very limited exceptions.
• Working in boiler or engine rooms.
• Certain warehouse jobs, except for office or clerical work.

7.2 Hazardous Occupations for 16- and 17-Year-Olds

Even at ages 16–17, minors remain barred from federally defined hazardous occupations, such as:

• Most jobs in mining or certain logging operations.
• Roofing and many forms of high-elevation construction.
• Most occupations involving explosives.
• Operating certain heavy power-driven equipment, such as some saws and meat-processing machines.

States can—and often do—add more industry-specific limits or require extra safety measures for teens in construction, food service, agriculture, and hospitality.

8. School Attendance, Work Permits, and Posting Rules

Labor law for minors ties closely to school attendance and record-keeping requirements.

8.1 Work Permits and Age Certificates

Many states require minors to obtain a work permit or age certificate before starting a job. These permits may:

• Verify the minor’s age and school enrollment.
• Specify maximum hours and permitted job duties.
• Require signatures from a parent or guardian and a school official.

In some jurisdictions, permits are mandatory for those under 16, while others extend the requirement up to age 18 or only during the school year.

8.2 Coordination with School Attendance

States often link work eligibility to school performance and attendance. Common provisions include:

• Limiting work to outside normal school hours for minors who are still required to attend school.
• Requiring proof of satisfactory academic standing to work late on school nights.
• Restricting total weekly hours during the school term more strictly than during vacation periods.

8.3 Posting and Scheduling Requirements

Some states require employers to post schedules and hour limits specifically for minors where employees can see them. For example:

• Employers may have to post maximum daily and weekly hours allowed for each minor age group in a conspicuous location.
• They may need to maintain a schedule showing each minor’s start and stop times and meal breaks, and keep that schedule current.
• If minors are found working outside posted schedules or if no schedule exists, the employer can be cited for a child labor violation.

9. Rights, Responsibilities, and Consequences of Violations

Compliance with youth wage and hour laws is a shared responsibility.

9.1 Employer Responsibilities

Employers who hire minors must:

• Confirm ages and obtain any required work permits.
• Assign only legally permitted tasks for each age group.
• Track hours and ensure minors do not exceed legal daily, weekly, or nightwork limits.
• Provide required breaks and maintain records where state law demands it.
• Pay at least the applicable federal, state, or local minimum wage, including overtime where required.

9.2 Teen and Parent Awareness

Minors and their parents or guardians should also understand the basic framework:

• Know the legal age limits for different types of work.
• Track hours worked and compare them to federal and state caps.
• Watch for signs of unsafe conditions or assignment to tasks that may be prohibited for minors.
• Ask about work permits or school approvals if the state requires them.

9.3 Penalties for Noncompliance

Violations of child labor laws can lead to significant consequences, including:

• Civil money penalties imposed by the U.S. Department of Labor’s Wage and Hour Division.
• State fines, orders to pay back wages, and requirements to change schedules or tasks.
• Potential criminal liability for severe or repeated violations in some cases.

Enforcement agencies may impose higher penalties when violations expose minors to serious injury risks or interfere substantially with education.

10. Practical Tips for Safe and Legal Teen Employment

To make teen work experiences positive and compliant with the law, consider the following practical steps:

• Check both federal and state law before hiring or starting a job as a minor.
• Design schedules around school, ensuring enough time for homework, sleep, and extracurricular activities.
• Provide age-appropriate training on safety, harassment prevention, and how to report problems.
• Review job descriptions to confirm that no hazardous tasks will be assigned to minors.
• Document breaks and hours carefully to meet record-keeping requirements and prevent disputes.

Frequently Asked Questions (FAQs)

Q1: Can a 14-year-old work during the school day?

Under federal law, 14- and 15-year-olds may generally work only outside of normal school hours. States may also prohibit work during the hours a minor is required to attend school, even if that minor is homeschooled or has a modified schedule.

Q2: How late can a 15-year-old work on a school night?

Federal rules prohibit 14- and 15-year-olds from working after 7:00 p.m. on school nights during most of the year, with the limit extended to 9:00 p.m. only between June 1 and Labor Day. Many states impose additional restrictions, so the specific cutoff may be earlier depending on local law.

Q3: Are employers required to give teen workers meal breaks?

Federal law does not set special break rules just for minors, but numerous states require employers to provide meal periods and sometimes rest breaks once a minor works a set number of hours, such as a 30-minute break no later than the fifth consecutive hour of work.

Q4: Can a 17-year-old work in construction?

Some construction tasks are allowed for 16- and 17-year-olds, but federal child labor regulations prohibit minors from specific hazardous construction occupations, such as roofing, work at significant heights, and operation of certain heavy or power-driven equipment. State rules may further restrict minors’ roles on construction sites.

Q5: Who enforces child labor laws, and where can we get official guidance?

The U.S. Department of Labor’s Wage and Hour Division enforces federal child labor provisions, while state labor departments enforce their own youth employment statutes. The Department of Labor’s YouthRules! initiative provides accessible summaries and tools for teens, parents, and employers.

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medha deb

 

Medha Deb is an editor with a master's degree in Applied Linguistics from the University of Hyderabad. She believes that her qualification has helped her develop a deep understanding of language and its application in various contexts.

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