Your business can benefit from hiring teenagers. They often work for lower wages than more experienced employees, have the energy to perform a variety of tasks and offer a fresh perspective. Before hiring minors under 18, make sure you follow applicable labor laws so you can staff safely and legally for the summer.
Follow federal and state laws
The federal Fair Labor Standards Act (FLSA) and your state’s Department of Labor set rules for wages and work hours for teens under 18, except for most agricultural jobs. If federal and state rules conflict, follow the stricter rule.
Limits for 14- and 15-year-olds
- Allowed hours differ from older teens; 16- and 17-year-olds generally may work unlimited hours under FLSA.
- On non-school days, 14- and 15-year-olds may work up to eight hours a day and up to 40 hours a week.
- During the school year, limits include working only from 7 a.m. to 7 p.m. (extended to 9 p.m. from June 1 through Labor Day), a maximum of three hours per day, and no more than 18 hours per week.
Know the general FLSA exemptions
The FLSA does not apply to certain types of youth employment. Typical exemptions include:
- Babysitters working in a private home.
- Actors in motion pictures, theater, television, or radio.
- Newspaper deliverers.
- Workers involved in evergreen harvesting or making evergreen, holly, or pine wreaths.
Pay teen employees properly
You must pay teen employees and follow current federal and state minimum-wage rules. In some cases, a lower youth or training wage may apply for a limited initial period of employment; check both federal and state regulations to determine the correct rate.
Restrict hazardous jobs
Federal rules prohibit minors from performing certain hazardous occupations. Do not assign teens to tasks such as:
- Driving a motor vehicle.
- Operating power-driven hoisting equipment, woodworking machines, or similar machinery.
- Working in a sawmill or on power-driven woodworking machines.
- Processing or packing meat.
- Joining roofing operations.
- Performing excavation operations.
- Participating in mining activities.
- Manufacturing or storing explosives.
Note: 16- and 17-year-olds may be permitted to work in some hazardous jobs as apprentices or student learners under strict conditions.
File the right paperwork
Verify each teen’s age before hiring. Typical proof includes a birth certificate, state ID, or other acceptable age documents. Some states require minors to obtain a work permit or age certificate from the Department of Labor or school authorities.
Also display the required minimum wage poster where employees can see it and keep personnel records that document compliance.
Hiring teen employees can help your business complete seasonal projects while giving young people workplace experience. If you want guidance on employment risk or staffing and insurance considerations, you can talk to an agent.
Frequently Asked Questions
What ages can work for my business?
Minors under 18 may work in many nonhazardous jobs, but federal and state rules limit hours and tasks for younger teens, especially 14- and 15-year-olds.
Can 14- and 15-year-olds work the same hours as older teens?
No. 14- and 15-year-olds have daily and weekly hour limits and time-of-day restrictions during the school year, while 16- and 17-year-olds generally face fewer hour limits under FLSA.
Do I need a work permit for a minor employee?
Some states and localities require work permits or age certificates for minors; check your state labor office for specific requirements.
Can I assign hazardous tasks to 16- or 17-year-olds?
Most hazardous occupations are prohibited for minors, but limited exceptions exist for apprentices or student learners under specific conditions.