Teen employment in Minnesota is governed by a framework of regulations designed to protect the minor’s safety and education. These child labor laws, established at both the federal and state levels, place strict limits on when and how long a 15-year-old can work, especially when school is in session. The rules are in place to ensure that a student’s work schedule does not interfere with their academic responsibilities or overall well-being. Employers and minors must comply with these statutes, navigating a system where the most restrictive rule always applies.
The Key Distinction: Federal vs. Minnesota State Law
The employment of minors in Minnesota is subject to two sets of regulations: the federal Fair Labor Standards Act (FLSA) and the Minnesota Statutes, primarily Chapter 181A. Employers must adhere to both sets of laws. When a conflict exists between the two, the provision that offers the greater protection or is more restrictive for the minor must be followed.
This legal hierarchy means that a 15-year-old’s work hours are often determined by the stricter federal rules, particularly during the school year. Minnesota’s state laws often provide a baseline, but the federal FLSA frequently imposes tighter constraints on working hours for those under 16.
Hour Limits During the School Year
The most stringent restrictions on a 15-year-old’s employment apply during the school year to prevent work from hindering academic performance. When school is in session, the federal FLSA limits the total number of hours a 15-year-old can work across all employers. During a school week, the maximum number of hours permitted is 18, and this limit is cumulative, meaning all jobs must be counted toward this total.
On any single school day, a minor is restricted to working a maximum of three hours. This daily limit applies even if the next day is a non-school day, such as a Friday. For days when school is not scheduled, such as weekends or holidays during the school year, the daily maximum increases to eight hours. These federal limits are more restrictive than the general state limits and therefore govern the employment schedule for the majority of 15-year-olds in Minnesota.
Hour Limits During Non-School Periods
When the school year concludes, typically for summer break, the restrictions on a 15-year-old’s work hours are temporarily eased. This non-school period allows minors to work a higher number of hours, reflecting the absence of daily academic commitments.
The daily work limit increases substantially to a maximum of eight hours per day. The total number of hours permitted in a week also increases during this time, up to a maximum of 40 hours. This temporary relaxation of hours is defined by the periods when school is not in session for five or more days in a row.
Daily Time Restrictions for Minors
Beyond the total number of hours worked, Minnesota law and federal law also mandate specific periods of the day when a 15-year-old may be employed. During the school year, federal rules are more protective and stipulate that a minor cannot work before 7:00 a.m. or after 7:00 p.m. This time restriction applies regardless of the number of hours worked that day.
During the non-school period, which includes the summer months, the evening restriction is extended to a later hour. Specifically, from June 1 through Labor Day, a 15-year-old may work as late as 9:00 p.m. The morning start time remains 7:00 a.m. throughout both the school year and non-school periods. These time-of-day mandates are separate from the daily and weekly hour limits and must be observed by all employers.
Required Paperwork and Employment Certificates
For a 15-year-old to be legally employed in Minnesota, they must secure an employment certificate, often referred to as a work permit, from a designated authority. This certificate is a procedural requirement that ensures the minor’s employment is compliant with state statutes. The school district superintendent or their agent is typically the official responsible for issuing this document.
The process of obtaining an employment certificate involves the employer, the minor, and the parent or guardian. The application requires documentation of the minor’s age, and the employer must provide a statement of intent to hire for a specific job. For work during the school year, a school official must sign the certificate, confirming that the work will not interfere with the minor’s education. This process formalizes the employment relationship and acts as a record-keeping measure for the employer.
Occupations Prohibited for 15-Year-Olds
Regulations governing the employment of 15-year-olds are not solely focused on hours but also on protecting them from jobs that pose a significant risk of physical harm. Both state and federal laws prohibit minors from working in occupations deemed hazardous. This includes any job involving the operation of power-driven machinery, such as meat slicers, bakery machinery, or power-driven lawn and garden equipment.
Minors under 16 are also typically barred from working in manufacturing, mining, or any construction-related tasks. State law specifically prohibits working in rooms where liquor is served or consumed, though a 16-year-old may be allowed to perform tasks like busing or dishwashing in a restaurant setting. Other restrictions cover jobs like oiling or cleaning power-driven machinery and working on a mechanized conveyor line, with the primary goal of safeguarding the minor’s well-being.