Many young people feel a strong motivation to begin earning their own money and gaining early work experience. This ambition is a positive trait, fostering responsibility and financial literacy from a young age. However, the ability for someone under the age of 14 to obtain a traditional, formal job is heavily restricted by federal and state labor laws. Understanding this legal framework requires distinguishing between formal employment governed by an employer and more flexible, informal work arrangements.
The Federal Minimum Age for Employment
The legal foundation for youth employment in the United States is established primarily by the Fair Labor Standards Act (FLSA). This federal legislation sets the baseline minimum age for most non-agricultural employment at 14 years old. Hiring an individual aged 12 for a regular, formal position is prohibited under this federal statute for the vast majority of businesses.
The FLSA ensures that work does not interfere with a minor’s education, health, or well-being. If a business requires an employee to be on a payroll and follow standard employment procedures, the age of 14 serves as the mandated starting point.
While federal law provides a uniform floor for employment standards, state labor laws often impose stricter limitations. Compliance with both the FLSA and the more restrictive state laws is necessary. Families should consult their specific state and local labor department regulations before seeking formal work.
Formal Employment Exceptions for Children Under 14
Despite the general minimum age of 14, the FLSA recognizes a few exemptions that permit formal employment for children under that age. One exception allows a 12-year-old to work directly for a parent or guardian who owns a business. This work must not involve mining, manufacturing, or any hazardous occupation defined by the Secretary of Labor.
This parental business exception allows family-owned operations to utilize their children’s assistance in limited capacities, such as stocking shelves or helping with administrative tasks. The exception applies only when the parent is the sole owner or partner, not when the parent is a manager or employee of a larger corporation.
Other exemptions relate to traditional youth roles and the creative arts. Delivering newspapers (a paper route) is explicitly excluded from the FLSA child labor provisions and is permitted as traditional youth employment.
Children are also permitted to work in the entertainment industry, covering roles such as actors, models, and recording artists. These performance-based jobs are subject to specific regulations, often involving state-level permits and supervision by an on-set teacher or welfare worker.
Neighborhood and Informal Service Jobs
The most accessible path for a 12-year-old to earn money is through neighborhood and informal service jobs. This work falls outside federal child labor laws because the minor acts as an independent service provider, not a formal employee of a business. They provide services directly to consumers, often neighbors.
Popular service-based tasks do not require an employment contract:
- Pet sitting and dog walking.
- Outdoor maintenance tasks like lawn mowing, raking leaves, or snow shoveling.
- Running small errands for neighbors, such as retrieving mail or light grocery shopping.
- Babysitting, though families must verify state minimum age requirements for childcare services.
Parents should be involved in setting the terms and boundaries for any informal arrangement, ensuring safety and managing scheduling conflicts. Operating independently allows the young person to gain entrepreneurial experience without complex regulatory oversight.
Entrepreneurial and Digital Income Streams
A 12-year-old can generate income by selling physical goods or leveraging digital platforms. Entrepreneurial ventures centered around creation and sales develop skills in product development and marketing. Examples include making and selling handmade items like custom jewelry or baked goods at local events.
Selling used items or collectibles through online marketplaces (reselling) is another income stream. This requires robust parental oversight, as most major platforms mandate the account owner be 18. The parent must manage the account, handle transactions, and ensure compliance with platform rules.
Digital income streams, such as creating content for video-sharing or streaming platforms, also require parental supervision. While direct monetization for minors is highly restricted, earning small amounts through platform-approved methods is possible. These online activities must be managed carefully to protect the minor’s privacy and ensure compliance with the Children’s Online Privacy Protection Act.
Required Work Permits and Certificates
In scenarios where formal employment of a 12-year-old is legally permissible, securing a Work Permit or Employment Certificate is typically required. Most states mandate this documentation, even for exceptions like working in entertainment or a parent’s business. The permit serves as the state’s authorization for a minor to be employed.
Obtaining this certificate usually involves the minor’s school, the prospective employer, and the parents. The employer must first provide a “Promise of Employment” form detailing the job duties and hours. The minor then submits this form to their school or local labor office, along with proof of age and parental consent.
The permit confirms the minor’s age, verifies the job is non-hazardous, and ensures the work schedule will not conflict with school attendance. This acts as a regulatory checkpoint to ensure the employment adheres to all state and federal labor standards.
Strict Limitations on Hours and Hazardous Duties
When a minor is legally employed under an exception, labor laws strictly control their work schedule and duties to protect their education and safety. The FLSA dictates that employment can only occur outside of school hours, limiting work to evenings, weekends, and school holiday periods for a 12-year-old.
Specific limitations are placed on the total number of hours allowed per day and per week. During school weeks, the maximum hours permitted are low, and work must be confined to specific time windows, such as not working past 7:00 PM. These limits become more flexible during non-school weeks, but are still capped to prevent overwork.
The most stringent limitations concern the list of prohibited hazardous occupations. A 12-year-old is barred from operating or working near power-driven machinery, including most commercial lawnmowers and food processing equipment.
Work in mining, manufacturing, or any occupation involving exposure to radioactive substances or explosives is prohibited. These rules ensure that formal employment remains in a safe, supervised environment. State laws often add additional duties to the federal list of prohibited activities.
Understanding Tax Implications for Minors
Earning income, whether formally or informally, involves tax obligations. In formal employment, the employer is responsible for withholding federal income tax and payroll taxes, such as Social Security and Medicare, from the minor’s wages. The minor receives a W-2 form detailing these withholdings.
For informal jobs where the minor acts as an independent contractor, customers typically do not withhold taxes. However, the earned income is still taxable. The minor is responsible for paying self-employment taxes if net earnings exceed a certain threshold. Parents should track all earnings from these informal services.
If a minor’s earned income surpasses the annual filing threshold set by the Internal Revenue Service, a tax return must be filed. This ensures compliance with federal law and may result in the refund of any taxes that were mistakenly withheld.