Understanding federal and state child labor laws is the key to maintaining compliance.

Bringing on extra summer help—or hiring younger workers during peak times like the holidays—can be a smart move to keep your business running smoothly during busy seasons. Young employees often bring fresh energy, enthusiasm, and a willingness to learn. But while the benefits are real, so are the responsibilities.

Federal and state child labor laws exist to protect minors in the workplace, and even well-intentioned employers can easily violate these laws if they’re unaware of the specific rules. The penalties for noncompliance can be steep, ranging from fines to reputational damage, making it essential to understand and follow the regulations that apply to your business.

In this post, we’ll explore the value of hiring young workers, break down the key provisions of child labor laws, and explain why compliance matters. You’ll also find best practices for staying within the law—and discover how your Syndeo partner can support you in creating a safe, compliant, and productive environment for all employees, including the youngest members of your team.

Benefits of Employing Young People

Availability
Hiring young people can be a great option for businesses facing a tough labor market. Their availability to work, though limited in quantity and time of day, can provide supplemental help for companies facing a shortage of entry-level candidates for their open positions or looking to limit overtime pay.

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Shaping The Future Workforce
Early work experiences can have a lasting impact on how young people view employment, responsibility, and career paths. It’s also a strategic opportunity to introduce them to your company’s culture and expectations to not only support their growth, but also foster long-term loyalty and strengthen your future talent pipeline.

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Prime Good Habits
Welcoming minors into your workplace gives them valuable early experiences that help shape lasting professional habits and a positive outlook on work. In addition to fostering future talent for your organization, hiring young workers provides the opportunity to introduce a culture of mentorship and responsibility.

What Are Child Labor Laws?

Child labor is protected by federal law under the Fair Labor Standards Act (FLSA) through specific provisions dictating the type and amount of work minors can perform in the workplace based on their age. The FLSA establishes 18 as the minimum age for hazardous work in non-agricultural occupations, as determined by the Secretary of Labor, and outlines Hazardous Occupations Orders (HOs) that define what jobs are considered hazardous or potentially detrimental to the health and well-being of 14–17 year olds. Currently, 17 HOs are banned or partially banned for minor employees.

In general, minors may work in businesses owned by their parents—except in occupations involving mining, manufacturing, or any work deemed hazardous.

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Agricultural Employment

Under the FLSA’s parental exemption, children of any age may work in any job on a farm that is owned or operated by their parent or legal guardian. For other agricultural work, minimum age rules apply:

• 16 and older: May perform any farm job, including hazardous ones, anytime.
• 14–15: May work in non-hazardous farm jobs outside school hours.
• 12–13: May work outside school hours with written parental consent or if the parent also works on the farm.
• Under 12: May work only on farms exempt from minimum wage laws, with parental consent.

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Non-Agricultural Employment
Outside of agriculture, the minimum age for employment is 14, with specific restrictions for younger teens:

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Ages 14–15
Permitted Work:

• Limited office, retail, or food service roles (e.g., cashiering, shelving, limited cooking)
• No hazardous work (e.g., baking, repair, manufacturing, or working with power-driven equipment)
• No youth peddling, door-to-door sales, or work from ladders or scaffolds

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Hour Restrictions:

• Only outside school hours
• Max 3 hours/day on school days, 8 on non-school days
• Max 18 hours/week during school, 40 during non-school weeks
• Work hours must be between 7 a.m. and 7 p.m. (extended to 9 p.m. from June 1 to Labor Day)

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Ages 16–17

• May work in most jobs except those declared hazardous
• Driving is restricted:
• Only 17-year-olds with completed driver's ed may drive on the job
• Driving must be occasional, not regular, and no passengers are allowed

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Don’t Forget State Laws
Many states have stricter child labor laws than the FLSA, including requirements for work permits, further hour restrictions, and additional age certifications. Employers must follow the law that provides the greatest protection to the minor.

If you’re unsure about your state’s child labor provisions, Syndeo can help. We research the applicable laws, keep you informed of updates, and help you build a compliant, proactive plan for hiring young workers.

Why Is Compliance With Child Labor Laws Important?

Maintaining compliance with federal and state-specific laws is crucial because of the potential for fines and penalties. Every year, the National Institute for Occupational Safety and Health estimates that 160,000 American children suffer workplace-related injuries, with an estimated 54,800 of these injuries requiring emergency room treatment.

Businesses that fail to comply with child labor laws—or experience injuries involving minor employees—can face severe consequences. For 2025, fines can be up to $16,035 per minor per violation, and up to $72,876 if a minor is injured performing work that violates the FLSA. Repeated or willful violations causing serious injury are doubled to $145,752. These fines typically increase each year as they are adjusted for inflation.

In addition to fines and required back wages, violations may lead to costly civil lawsuits and lasting damage to your company’s reputation. Courts take child labor laws seriously, and there is little tolerance for mistakes or excuses when it comes to protecting the safety and well-being of minors in the workplace.

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How To Ensure Compliance With Child Labor Laws

Because the burden of proof falls to the employer of minors, taking steps to make sure your employees are following the federal and state requirements is critical. Here are some recommendations we make to our clients:

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Know the Law
Ensure managers supervising minors are trained in child labor laws and understand the key provisions. A solid grasp of the regulations through yearly training is essential to ensuring compliance, and managers are your company’s first line of defense.

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Prioritize Active Supervision
Managers and supervisors should play an active role in ensuring minors are not assigned prohibited tasks. To do this effectively, they need the bandwidth in their own responsibilities to monitor and support younger employees in their approved roles.

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Review Timecards Regularly
One of the easiest ways to stay compliant is to check timecards consistently. Ensure minors aren’t exceeding the legal limits for work hours or working outside permitted times. If issues arise, review their schedule, job duties, and work environment, then make any necessary adjustments to realign with legal standards.

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Enforce Prohibited Task Restrictions
If a minor offers to perform a task deemed hazardous, it’s critical to reinforce the boundaries. Clearly explain the legal restrictions so they understand why certain work is off-limits, and to help them avoid accidental violations.

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Follow Up and Reinforce
Regular check-ins with minor employees can help ensure ongoing compliance and reinforce that you value both their well-being and adherence to workplace expectations. It’s a small step that strengthens both trust and accountability.

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Get Help From Your Premier Partner.

If you’ve never hired minor employees, having the right guidance can make all the difference in staying compliant with child labor laws. Your outsourced HR team at Syndeo is here to ensure you understand every aspect of the Fair Labor Standards Act (FLSA) and the state-specific regulations for employing young workers. Whether bringing on seasonal help or adding part-time support to boost your team’s capacity, Syndeo can help you navigate the rules with confidence while creating a safe, supportive, and compliant workplace for every employee.

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Contact your Syndeo HR Business Partner to learn more about protecting your business and your young workers today!

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