The pursuit of early work experience at age 13 is highly regulated to balance allowing minors to gain skills while protecting their well-being and education. Federal and state child labor laws govern the employment landscape, making most traditional jobs unavailable. Opportunities exist primarily through specific legal exemptions for formal employment or through informal, entrepreneurial work that falls outside federal regulations. Navigating this environment requires understanding the precise legal limitations on the type of work and the hours permitted.
Understanding Federal Child Labor Laws
The Fair Labor Standards Act (FLSA) establishes the baseline for youth employment, setting the minimum age for non-agricultural work at 14 years old. This federal law prohibits the formal employment of a 13-year-old in most businesses involved in interstate commerce. The FLSA’s goal is to protect minors from exploitation and ensure that work does not interfere with their schooling, health, or safety.
The FLSA carves out specific exemptions that permit minors under 14 to be legally employed in certain non-hazardous occupations, such as newspaper delivery and acting. These federal regulations act as a floor, meaning states often enact stricter child labor standards, such as raising the minimum working age. Employers must always follow the law that provides the most protection for the young worker.
State-Specific Requirements and Work Permits
Nearly all states introduce their own layer of regulation beyond the federal floor, often requiring administrative steps before a minor can begin work. The most common requirement is obtaining a work permit, also known as working papers or an employment certificate. This document is mandatory in many states for all minors under 18, even if the federal law permits the job.
These permits serve as an official record of eligibility, providing proof of age, parental consent, and verification of school enrollment. The process usually involves the minor, the parent, the prospective employer, and a school official who issues the certificate. A work permit is generally job-specific, meaning a new one must be acquired each time the minor changes employers.
Formal Employment Options for 13-Year-Olds
The FLSA recognizes a few specific occupations where a 13-year-old can be legally employed by a company, establishing a traditional employer-employee relationship. These exceptions are narrow because the work is considered non-hazardous and outside a standard industrial setting. Employment in these areas is the only way a 13-year-old can be hired under a formal contract.
Delivery of Newspapers and Periodicals
The delivery of newspapers and periodicals directly to the consumer is an established exemption under the FLSA. This work is permitted at any age and is not subject to the federal hour restrictions that apply to older minors. This exemption exists because a newspaper route is a traditional, short-duration job that does not interfere with school hours.
Work in Agriculture
Agricultural work on commercial farms is permitted for 12- and 13-year-olds outside of school hours. The work must be non-hazardous, and a parent or guardian must give written consent or be employed on the same farm. Federal law is more flexible in this sector, acknowledging the unique nature of farm labor. However, the youth is prohibited from operating power-driven machinery or engaging in any hazardous agricultural occupations.
Acting, Modeling, and Performance
Minors of any age can be employed as actors or performers in motion pictures, television, theater, or radio productions. This industry is heavily regulated, requiring special permits and setting strict rules on working conditions and on-set tutoring. Some states require a portion of the child’s earnings to be set aside in a protected trust account, often referred to as a Coogan account.
Parental Businesses
Children of any age may work in a business solely owned or operated by their parent or guardian. This exemption allows parents to employ their children without adhering to the minimum age and hour restrictions imposed on other businesses. The work must not be in mining or manufacturing and cannot involve any occupation declared hazardous by the Secretary of Labor.
Informal and Entrepreneurial Work
The most common employment avenues for a 13-year-old operate outside the formal employer-employee relationship governed by the FLSA. These roles are characterized as casual labor or self-employment, typically performed for private households rather than commercial businesses. This entrepreneurial work is often the easiest way for a young person to begin earning money.
Babysitting and Childcare
Casual babysitting is explicitly not covered by federal child labor laws, making it a popular option for young teens. To demonstrate preparedness, many 13-year-olds enroll in training programs, such as those offered by the American Red Cross. These courses provide instruction on basic child care, emergency response, and first aid.
Yard Work and Landscaping
Providing services like raking leaves, weeding, shoveling snow, or basic mowing is considered a minor chore that falls outside of FLSA regulation. This work is typically performed for neighbors and private homeowners and is a common form of self-employment. Minors are prohibited from operating power-driven lawn mowers or other yard maintenance equipment in a commercial setting. Safety remains a concern, even though the rules are less defined for casual work on private residences.
Pet Sitting and Dog Walking
Caring for pets and walking dogs for neighbors are informal services that do not constitute employment under the FLSA. Success relies on demonstrating responsibility and knowledge of animal handling and safety. The minor sets their own schedule and fees, providing a flexible way to earn income.
Tutoring and Academic Assistance
A 13-year-old with a strong academic record can offer tutoring or homework help to younger students. This service-based, self-employed role leverages the teen’s existing knowledge and requires no formal permit or regulatory oversight. The work environment is typically a private home or a library, which is not covered by the FLSA.
Online Content Creation and Selling
Selling crafts, digital art, or monetizing an online presence is an increasingly common entrepreneurial path. While the FLSA does not regulate this activity, major platforms often require users to be at least 13 years old to hold their own account. Most platforms also require parental consent for a minor to monetize content. New state laws are emerging to ensure that a percentage of a child’s content earnings are protected in a trust account.
Jobs That Are Strictly Prohibited
Federal law strictly prohibits any minor under 14 from being employed in non-agricultural jobs considered hazardous or detrimental to their well-being. Prohibited environments include manufacturing, mining, and most processing occupations. The law also bans a 13-year-old from working in any capacity involving the operation of power-driven machinery. Furthermore, commercial kitchen work, public utility jobs, and construction sites are off-limits due to safety risks.
Navigating Work Hours and Limitations
For a 13-year-old, regulated work hours apply only to the few formal employment exemptions, as informal jobs are not covered by federal restrictions. For example, under the agricultural exemption, 12- and 13-year-olds can only work outside of school hours. Federal rules regulating hours primarily apply to minors aged 14 and 15, serving as a guideline for future legal expectations.
Minors aged 14 and 15 are limited to three hours on a school day and 18 hours during a school week. They have an eight-hour daily and 40-hour weekly limit when school is not in session. The time of day is also restricted, typically between 7 a.m. and 7 p.m., with an extension to 9 p.m. from June 1 through Labor Day. While these limits do not apply to a 13-year-old’s informal business, parents should impose similar hour limits to prioritize academic performance and rest.