California has established comprehensive regulations for youth employment that prioritize the education, safety, and well-being of minors. These rules create a structured environment for young people to gain work experience while ensuring their scholastic obligations are met. Both minors and their prospective employers must adhere to specific state and federal labor laws, which dictate the minimum working age, the requirement for formal permits, and limitations on working hours. Understanding these guidelines is essential for any minor seeking employment in the state and for any business intending to hire a young worker. The state’s approach is designed to prevent exploitation and safeguard the minor’s development.
Setting the Baseline Age for Employment
The general minimum age for employment in California is 14 years old, serving as the standard starting point for most job seekers. Federal and state restrictions establish this age requirement for nearly all entry-level positions. Minors aged 14 and 15 are permitted to work in a variety of non-hazardous occupations, such as retail, food service, and office roles, but they face limitations on the type of work they can perform.
Children under the age of 14 are generally prohibited from working, reflecting the state’s focus on prioritizing education. Limited exceptions exist where a child under this age can legally be employed. These exceptions include work in the entertainment industry and certain agricultural jobs, which operate under distinct rules and permitting requirements.
Mandatory Work Permits and How to Obtain Them
Every minor under the age of 18 who has not graduated from high school or obtained a certificate of proficiency must obtain a formal Permit to Employ and Work before starting any job. This requirement allows the school district to monitor the minor’s work schedule and academic standing. The permit is mandatory even for seasonal or summer employment.
The process begins when the minor obtains a “Statement of Intent to Employ Minor and Request for Work Permit” (Form B1-1) from their school. This initial form requires the minor’s personal information, the prospective employer’s job details and intended schedule, and the parent or guardian’s signature of consent. The minor returns the completed form to the school’s issuing officer, typically a counselor or administrator.
Upon review, the school official issues the “Permit to Employ and Work” (Form B1-4), which legally authorizes the minor to work. This permit specifies the maximum number of hours and the range of hours allowed per day and week. The employer must keep this valid permit on file at the workplace for inspection.
Limitations on Working Hours for Minors
The state imposes limitations on the hours and times minors are permitted to work, with restrictions varying based on age and whether school is in session. These limits prevent work from interfering with a minor’s education and rest. The rules for 14- and 15-year-olds are the most restrictive, reflecting their younger age and greater need for academic focus.
Minors Aged 14 and 15
During the school year, minors aged 14 and 15 may work a maximum of three hours on any school day, with a weekly limit of 18 total hours. They can work up to eight hours on non-school days. Work hours are restricted to between 7:00 AM and 7:00 PM. This evening limit is extended to 9:00 PM during the summer season (June 1 through Labor Day).
Minors Aged 16 and 17
Minors aged 16 and 17 who are attending school are limited to a maximum of four hours on school days. They can work up to eight hours on a non-school day or a day preceding a non-school day. The total weekly hours cannot exceed 48 hours.
Daily time restrictions allow work between 5:00 AM and 10:00 PM on evenings preceding a school day. On nights preceding a non-school day, they may work until 12:30 AM. When school is not in session, they may work up to eight hours per day and 48 hours per week.
Prohibited Occupations and Hazardous Work
California labor law prohibits minors from being employed in occupations or environments considered hazardous or detrimental to their physical well-being, regardless of their work permit status. These restrictions typically align with federal standards that classify certain tasks as too dangerous for workers under the age of 18.
Forbidden work includes operating power-driven meat processing machines, working in logging or sawmilling, and engaging in roofing or excavation operations. Minors are also generally barred from working with hazardous substances or operating most types of heavy machinery. Regulations further restrict certain jobs for minors under 16, such as working in the baking industry or performing cooking duties not in plain sight of customers.
These occupational prohibitions are a boundary for employers, and violation can result in penalties. These rules are distinct from the hours limitations and focus entirely on the nature of the work environment itself.
Specific Exemptions to Child Labor Laws
While the general rule requires a minimum age of 14 and a school-issued work permit, several exemptions exist:
Minors working in the entertainment industry (acting, modeling, recording). Minors as young as 15 days old can work, but they must obtain a special permit issued by the Labor Commissioner, not the school district.
Minors employed in agricultural work on property owned or operated by their parent or guardian.
Minors employed by their parents in a non-hazardous job within a parent-owned and operated business.
Children performing irregular “odd jobs” around a private residence, such as babysitting or yard work, which typically do not require the standard school-issued work permit.
Minors who are high school graduates or have received a certificate of proficiency are excluded from permit requirements and most work hour restrictions, as they are no longer subject to compulsory education laws.
Wage and Break Requirements for Young Workers
Minors employed in California are entitled to the same minimum wage as adult workers. The state does not adhere to the federal “opportunity wage” for workers under 20. Employers must pay the applicable state or local minimum wage. Minors are also entitled to overtime pay for hours worked beyond the daily or weekly limits established by law.
Minors are entitled to legally mandated meal and rest breaks based on the length of their shift. A non-exempt minor working a shift longer than five hours is entitled to an uninterrupted 30-minute meal break. For shifts lasting between three and a half hours and six hours, the minor is entitled to one paid 10-minute rest period. These break entitlements ensure the welfare of the young employee throughout their workday. The employer is responsible for providing these breaks and maintaining accurate records of hours worked and wages paid.
Practical Steps for Starting the Job Search
A young person ready to enter the job market should begin by preparing the necessary documentation and understanding the legal framework of youth employment. Obtaining a Social Security number and a form of identification, such as a state ID or driver’s license, is a first step. This documentation will be required by any prospective employer for payroll and verification purposes.
The next action should be to initiate the work permit process with the school before actively applying for jobs. The minor should secure the “Statement of Intent to Employ Minor and Request for Work Permit” (Form B1-1) from their school’s counseling office.
Job seekers should focus their search on businesses that hire minors and offer non-hazardous work, such as local retail stores or restaurants. Once a job offer is received, the minor should promptly complete the form with the employer’s information and parent’s signature, returning it to the school to finalize the issuance of the work permit. This proactive approach ensures the minor can legally begin work as soon as the permit is issued.