The rules governing when a minor can legally enter the workforce involve a complex intersection of federal and state laws. In the United States, the primary framework is the Fair Labor Standards Act (FLSA), which sets the baseline for employment standards. However, state regulations often impose additional, and frequently stricter, requirements. The exact age a young person can begin working part-time, and the specific limitations placed on their employment, depend heavily on the state they live in and the nature of the job.
The Federal Baseline: Minimum Age Requirements
The federal government establishes a fundamental floor for youth employment through the FLSA, setting the minimum age for most non-agricultural employment at 14 years old. This regulation represents the lowest standard any state or employer can legally follow. Employment below this age is generally prohibited unless the work falls into specific, limited exemptions recognized by federal law. The FLSA primarily covers employment relationships where the employer is subject to the Act’s requirements, such as businesses engaged in interstate commerce.
Informal activities, such as occasional babysitting, yard work, or running small errands, typically fall outside the scope of FLSA regulation. While these activities involve working for pay, they generally do not constitute an employer-employee relationship subject to the federal minimum age rule. State laws, however, may still impose limits on these informal activities.
Age-Specific Rules for Minors
Federal child labor laws establish distinct categories of restrictions based on a minor’s age. The most comprehensive set of limitations applies to 14- and 15-year-olds, who are permitted to work only in occupations that do not interfere with their schooling or well-being. Permissible jobs are generally restricted to light work in retail, office environments, food service establishments, or certain types of intellectual work.
These younger workers are explicitly prohibited from jobs involving manufacturing, mining, or processing operations. They also cannot operate power-driven machinery other than office equipment. These restrictions limit the potential for physical harm and educational disruption during these formative years.
The regulations shift significantly for 16- and 17-year-olds, who are treated much closer to adult employees under federal law. At this age, they can work in any occupation and for any number of hours, provided the job has not been specifically declared hazardous by the Secretary of Labor.
Restrictions on Hours and Time of Day
In addition to restrictions on the type of work, the FLSA places strict limits on the hours 14- and 15-year-olds can be employed, particularly when school is in session. During the school year, these minors are prohibited from working during school hours, limiting their availability to after-school, weekend, and holiday shifts. Their workday is capped at three hours on a school day and eight hours on a non-school day.
The total number of working hours for this age group is federally limited to a maximum of 18 hours during a school week and 40 hours during non-school weeks, such as summer vacation. A strict time-of-day restriction also applies, generally prohibiting employment before 7:00 a.m. or after 7:00 p.m., although this evening restriction is extended until 9:00 p.m. during the summer months.
Federal law does not impose any maximum hour or time-of-day restrictions on 16- and 17-year-olds, treating them the same as adults regarding scheduling. However, many state laws implement their own limits on the hours 16- and 17-year-olds can work, often restricting late-night shifts during the school year.
Defining Prohibited Hazardous Occupations
The most absolute federal prohibition in child labor law centers on the list of Hazardous Occupations Orders. These regulations detail jobs deemed too dangerous for any minor under 18 years of age and are designed to protect young workers from severe injury or death. Engaging in any of these 17 specific occupations is strictly forbidden until the worker turns 18, regardless of work permit status or intended hours.
Prohibited activities include:
- Operating most power-driven woodworking machines.
- Working in excavation or mining operations.
- Operating power-driven hoisting apparatus like elevators or cranes.
- Roofing or working with explosives.
- Operating heavy machinery in manufacturing, such as power-driven metal-forming or cutting equipment.
State Variations and the Work Permit Process
While the FLSA sets a federal minimum standard, most employment rules for young workers are governed by state-specific child labor laws, which frequently exceed federal protections. Many states, for example, require minors to be 16 to work in certain specialized roles, such as serving alcohol, or impose higher minimum ages for specific industries. This means an employer must always comply with the law that offers the minor the most protection, which is typically the state regulation.
A practical requirement in nearly all states is the mandatory acquisition of a work permit, also known as an employment certificate, before a minor can legally begin employment. This document serves as official authorization and is a central enforcement mechanism for child labor laws. The process generally requires the minor to have a job offer from an employer, secure written consent from a parent or guardian, and provide proof of age, such as a birth certificate.
The work permit is usually issued by a local authority, such as a school administrator or the state department of labor. It ensures that the minor’s proposed employment complies with all age, hour, and occupation restrictions before they ever step onto the job site. Without a valid permit, many employers in regulated industries cannot legally hire a minor.
Exceptions to Standard Child Labor Laws
Certain areas of employment are governed by specialized rules, creating exceptions to the standard age and hour limits set by the FLSA for non-agricultural work.
Agricultural Employment
Agricultural employment operates under its own distinct set of federal and state regulations. These rules allow for younger workers, often 12 years old and sometimes younger, to be employed outside of school hours. While acknowledging the unique nature of farm work, these rules still impose limits on hazardous tasks.
Parental Business
Another exception involves minors working for a parent in a business solely owned by them. Under federal law, these young workers can generally be employed at any age, for any number of hours, and at any time of day, provided the work is not one of the 17 designated hazardous occupations.
Entertainment Industry
Employment in the entertainment industry, including film, theater, and broadcasting, also falls under highly specialized state regulations. While these jobs often permit the employment of very young children, the work is strictly controlled by detailed rules governing on-set tutoring, rest periods, chaperone requirements, and trust fund mandates to protect the minor’s earnings.