The desire to earn one’s own money and gain early experience motivates many young teenagers seeking their first job. Employment for 13-year-olds is heavily restricted, as most traditional business settings are not legally accessible. Finding opportunities requires focusing on specific legal exceptions and self-directed work. Navigating this landscape means understanding the federal and state laws that prioritize education and safety.
Understanding Federal Child Labor Laws
The Fair Labor Standards Act (FLSA) sets the federal baseline for youth employment, establishing a minimum age for most non-agricultural jobs. This federal law generally prohibits the employment of children under 14 in most covered businesses to ensure work does not interfere with a minor’s schooling or health. For 13-year-olds, this means employment in common establishments like retail stores, offices, and restaurants is typically off-limits. The FLSA also bans all employment in manufacturing, mining, and any occupation deemed hazardous, regardless of age. States often enact stricter laws than the federal standard, and the stricter law must always be followed.
Jobs Exempt from Federal Child Labor Laws
Certain occupations are specifically excluded from the FLSA’s minimum age requirements, creating the most common pathways for a 13-year-old to legally earn wages. These exemptions exist because the work is generally non-hazardous, often self-supervised, or falls outside the traditional employer-employee relationship regulated by the FLSA.
Newspaper Delivery
Delivering newspapers is one of the oldest and most explicit exemptions under federal child labor law. The law views this activity as distinct from other types of employment because it is typically performed outside of school hours and involves little risk.
Acting and Performance
Children working as actors or performers in motion pictures, theatrical productions, or on television are exempt from the standard FLSA minimum age rules. This work is highly regulated by special state laws and union agreements that focus on protecting the child’s education, working conditions, and earnings. Special work permits or certificates are almost always required for child performers.
Working for Parents (Non-Manufacturing/Mining)
A child of any age may be employed by a business solely owned by their parent or a person standing in place of a parent. This exemption allows for employment at any time of day and for any number of hours. The child cannot be employed in manufacturing or mining, nor can they work in any occupation declared hazardous by the Secretary of Labor.
Minor Agricultural Work
The FLSA has separate, less restrictive rules for agricultural employment. A 12- or 13-year-old may be employed in non-hazardous jobs on a farm outside of school hours, provided they have written parental consent. Additionally, children of any age may work at any time in any job on a farm owned or operated by their parents.
Finding Legal Employment in Traditional Businesses
Formal employment with businesses like restaurants or retail chains is rare for a 13-year-old because the federal minimum age for such jobs is 14. The few states that allow formal employment at this age impose significant restrictions on the types of jobs, hours worked, and necessary permits. Employers must be willing to navigate the complex administrative process of work permits and scheduling requirements. Therefore, consulting the specific labor laws of the state where the work will take place is necessary.
Entrepreneurial and Gig Opportunities
Self-employment and small, informal gig work represent the most practical and accessible routes for a 13-year-old to earn income. Since these activities do not involve a traditional employer-employee relationship, they often fall outside the formal requirements of child labor laws and work permits. Common examples include providing services directly to neighbors, such as lawn mowing, raking leaves, or shoveling snow. Pet care, including dog walking and pet-sitting, is a popular local option, as is babysitting, which requires maturity and parental trust. The digital space also offers opportunities like selling handmade crafts, offering simple graphic design services, or tutoring younger students. Because this work is self-directed, parental involvement is necessary for success and safety, including setting fair prices and ensuring the work environment is secure.
Obtaining a Work Permit
Although the FLSA does not mandate a federal work permit, nearly every state requires one for the formal employment of minors. The permit process is designed to verify the minor’s age, ensure the job is non-hazardous, and confirm the work schedule will not interfere with school attendance. The process generally begins with obtaining an application from the school district or state labor department. This document typically requires the minor’s personal information, proof of a job offer detailing duties and hours, and a signature from the parent or guardian granting consent. School officials often review the minor’s academic standing before signing the permit. The final permit is issued to the employer, who must keep it on file, and a new permit is usually required for every new job.
Safety and Financial Considerations
Safety is a primary consideration in any work environment for young workers. Always communicate work schedules and locations to parents, and never work alone in unfamiliar or isolated settings. Young workers should avoid tasks involving operating heavy machinery, using power tools, or performing work at dangerous heights, even if the job is technically permissible under an exemption. Young workers should learn about saving a portion of their earnings for future goals. Parents should also discuss basic financial concepts, including income tax, and check yearly requirements, especially if earnings are substantial.