US Minor Work Hours: The Quick Compliance Guide 2025

Navigating the complex web of US minor work hours and child labor laws is a critical responsibility for every American business owner and manager. Compliance isn't just about avoiding hefty fines; it's about protecting young workers and safeguarding your company's reputation. This guide provides an in-depth analysis of the federal Fair Labor Standards Act (FLSA), the intricate patchwork of state-level regulations, rules on hazardous occupations, and the current enforcement climate. Understanding these minor work rules, from federal hour restrictions for 14- and 15-year-olds to the critical differences in state laws for 16- and 17-year-olds, is essential for effective HR management and risk mitigation.

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The Federal Framework: The Fair Labor Standards Act (FLSA)

Understanding the federal Fair Labor Standards Act (FLSA) of 1938 is the mandatory first step for any corporate compliance program. Its child labor provisions were designed to ensure that when young people work, their employment is safe and doesn't jeopardize their health, well-being, or educational opportunities.

Foundational Principles of Federal Child Labor Law

At the heart of the FLSA's child labor provisions is the concept of "oppressive child labor". Federal law defines this as employing a minor in an occupation for which they don't meet the minimum age standards. An employer found to be engaging in oppressive child labor is in direct violation of the FLSA.

The Act establishes a clear baseline for minimum age in non-agricultural employment. The general minimum age for most jobs is 14 years. However, there are exemptions for minors under 14, including delivering newspapers, acting, casual babysitting, or working for a business wholly owned by their parents (except in mining, manufacturing, or hazardous jobs). Once a youth reaches 18, they are no longer subject to federal youth employment provisions.

Federal Hour and Time Restrictions for 14- and 15-Year-Olds

For employers of 14- and 15-year-old minors, the FLSA imposes strict rules governing when and for how long they may work. These are among the most frequently violated provisions.

Work Hours During School Weeks

• No more than 3 hours on any school day (including Fridays).
• No more than 18 hours total in a school week.
• All work must be performed outside of school hours.

Work Hours During Non-School Weeks

• Up to 8 hours on a non-school day.
• Up to 40 hours in a non-school week.

Time-of-Day Limitations

• Work is only permitted between 7 a.m. and 7 p.m.
• From June 1 through Labor Day, the evening hour is extended to 9 p.m.

Regulations for 16- and 17-Year-Olds

The regulatory landscape changes dramatically for minors aged 16 and 17. Under the FLSA, there are no federal restrictions on the number of hours or the time of day this age group may work. They may be employed for unlimited hours, with one critical caveat: they are prohibited from working in occupations the Secretary of Labor has declared to be hazardous.

This federal "hands-off" approach creates a major compliance challenge. Many states have stepped in to fill this regulatory vacuum with their own, often complex, rules. While an employer might comply with the FLSA by having a 17-year-old work until 11 p.m. on a school night, this same schedule could be a clear violation of state law. National employers cannot afford to formulate their policies based on the simpler federal standard.

Special Federal Programs and Variances

The FLSA allows for specific variances for 14- and 15-year-olds in approved, school-supervised programs like the Work Experience and Career Exploration Program (WECEP) and Work-Study Programs (WSP). Under these certified programs, participants may be employed during school hours and for up to 23 hours in a school week, providing a formal mechanism to integrate work and education under strict requirements.

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The State-Level Labyrinth: Navigating a Patchwork of Regulations

While the FLSA provides a universal floor, the bulk of compliance complexity comes from diverse and often more stringent state laws. An employer compliant with federal law may still be in significant violation of state law.

The Supremacy of Stricter Standards

The interaction between federal and state child labor laws is governed by a single, paramount doctrine: the stricter standard prevails. If a state law is more protective of the minor than the federal rule, the state law must be followed. This has profound practical implications. For example, if federal law permits a 15-year-old to work until 9 p.m. in the summer, but state law sets a 7 p.m. year-round curfew, the employer must follow the 7 p.m. rule.

This creates a "Compliance Chasm," with highly regulated states like California and New York on one side and deregulating states like Arkansas and Indiana on the other. A centralized, one-size-fits-all HR policy for minor employment is legally untenable.

Comparative State Analysis of Hour Restrictions

The following table illustrates the vast scope of regulatory variation. This is not an exhaustive list but demonstrates why a state-by-state analysis is crucial. For a comprehensive overview, see TimeTrex's guide to Child Labor Laws in Every US State.

State-Mandated Meal and Rest Breaks

A significant area of state regulation with no federal counterpart is mandated meal and rest breaks. The FLSA does not require breaks for minor employees. However, many states do. For example, Iowa requires a 30-minute break for 14- and 15-year-olds whose shift is five hours or longer. These state-specific requirements must be integrated into your scheduling and timekeeping systems.

Work Permits and Age Certification

While the FLSA does not require work permits, the DOL strongly advises employers to obtain a state-issued age certificate as a good-faith defense against unintentional age violations. Many states, however, make these permits mandatory. Recently, states like Arkansas have eliminated permit requirements, arguing they reduce administrative burdens, but critics say this removes a crucial safety checkpoint. Regardless of state law, the employer is ultimately responsible for verifying and documenting a minor employee's date of birth.

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Prohibited and Hazardous Occupations: Protecting Youth from Harm

Beyond regulating hours, child labor law protects young workers from dangerous jobs through detailed lists of prohibited tasks.

Federal Hazardous Occupations Orders (HOs) for Minors Under 18

The Secretary of Labor has declared 17 non-agricultural occupations to be "particularly hazardous" for any minor under 18. Employment in these occupations is considered oppressive child labor and is a serious violation. Some of the most commonly violated HOs include:

• HO 2: Driving a motor vehicle on public roads.
• HO 7: Operating power-driven hoisting apparatus, including forklifts.
• HO 10: Operating power-driven meat-processing machines, including deli slicers.
• HO 11: Operating power-driven bakery machines like large mixers.
• HO 12: Operating balers and compactors.
• HO 16: All roofing operations.

A dangerous trend has emerged where some states create "work-based learning" programs that appear to conflict with federal HOs. Following a state law that purports to allow a 16-year-old to work in demolition does not preempt the federal prohibition. The legal risk falls squarely on the employer.

Prohibited Work for 14- and 15-Year-Olds

In addition to the 17 HOs, the FLSA specifies more prohibited jobs for 14- and 15-year-olds. Key prohibitions include most manufacturing and processing work, operating most power-driven machinery, working in freezers or meat coolers, most cooking activities, and working from ladders or scaffolds. Permissible occupations generally fall within retail and service, like cashiering, bagging, and clerical work.

State-Specific Hazardous Occupation Lists

States frequently add to the federal list of hazardous jobs. For example, Florida prohibits minors from working with electrical apparatus, and North Carolina restricts welding and work that involves a fall risk of 10 feet or more. A thorough, state-by-state audit of job duties is a critical component of risk management.

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Industry-Specific Regulations and Exemptions

Certain industries like agriculture and entertainment have unique and complex regulatory schemes that deviate from the baseline standards.

Agricultural Employment

The FLSA provides more lenient rules for minors in agriculture. Youths aged 16+ can work any farm job at any time. Ages 14-15 can work outside school hours in non-hazardous jobs. Ages 12-13 can work outside school hours in non-hazardous jobs with parental consent or if a parent works on the same farm. The most significant exemption allows youths of any age to work any job, including hazardous ones, on a farm owned or operated by their parent.

The Entertainment Industry

The FLSA broadly exempts children employed as actors or performers, making regulation almost entirely a matter of state law. For productions, this requires a careful review of each state's rules, which often include dual permit systems, strict hour limits tiered by age, mandatory on-set education, and "Coogan Laws" that require a percentage of earnings to be placed in a trust. A significant regulatory gap has emerged with the rise of "child influencers," prompting new legislation in states like Illinois to extend protections to this new form of labor.

Other Notable Exemptions

The FLSA also exempts minors engaged in the delivery of newspapers to the consumer and those performing casual babysitting or minor chores in a private home. These activities are considered outside a traditional employment relationship.

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Enforcement, Penalties, and the Current Legislative Climate

The effectiveness of child labor laws hinges on robust enforcement. In recent years, the landscape has been defined by rising violations, escalated federal enforcement, and a contentious state-level debate over these protections.

Enforcement Mechanisms

The U.S. Department of Labor's Wage and Hour Division (WHD) is using more aggressive enforcement tools in response to an "alarming increase" in violations. A powerful tool is the "hot goods" provision, which allows the DOL to get a court injunction to stop a company from shipping any goods produced in a facility where "oppressive child labor" occurred. This can bring a company's entire supply chain to a halt, posing a catastrophic threat to business continuity.

Penalties for Non-Compliance

Employers who violate federal child labor laws face significant civil and criminal penalties.

• Civil Money Penalties (CMPs): Up to $11,000 for each employee subject to a violation.
• Serious Injury/Death: Penalties up to $50,000, which can be doubled to $100,000 for willful or repeated violations.
• Criminal Liability: Willful violations can lead to fines up to $10,000 and, for a second offense, potential imprisonment.

States also have their own substantial penalty structures, emphasizing the need to know the laws in every state of operation.

The Evolving Landscape: Recent and Proposed Legislative Changes

The current era is marked by a profound tension. While the federal government is ramping up enforcement, many states are actively weakening their own protections. At least 28 states have introduced bills to roll back child labor laws since 2021. In response, a countervailing movement to strengthen protections has also gained momentum in other states.

Strategic Recommendations for Employer Compliance