Estimated reading time: 17 minutes

Key Takeaways

• Child labor laws minors working set federal and state rules on what jobs minors can do, when they can work, and safety standards, with the FLSA providing the national baseline and states often adding stricter protections.

• Youth work hour laws cap work for 14–15-year-olds by day and week, while 16–17-year-olds have no federal hour caps but still face under 18 employment restrictions and state limits.

• Hazardous occupations (like operating heavy machinery, roofing, and driving on public roads) are off-limits to anyone under 18.

• Minor employee rights work include minimum wage, safe conditions, and state-specific break rules; violations can support a minor unpaid wages claim.

• To enforce your rights, document hours, duties, and pay; raise issues with your employer; and file with the U.S. Department of Labor or your state labor department when needed.

Table of Contents

• Introduction

• Quick “At-a-Glance” Summary

• Federal vs. State Roles in Youth Employment

• Overview of FLSA Child Labor Provisions

• Under 18 Employment Restrictions — Types of Work & Hazardous Occupations

• Youth Work Hour Laws — Exact Hour Limits & Examples

• Safety Rules for Teen Workers

• Minor Employee Rights — Pay, Breaks, Discrimination Protections

• Identifying Violations — Red Flags & Evidence to Collect

• How to Make a Minor Unpaid Wages Claim — Step-by-Step

• Practical Advice for Minors and Guardians — Before, During & After Employment

• Common Scenarios / Examples

• Where to Get Help — Agencies & Legal Resources

• Conclusion

• FAQ

Introduction

When people talk about child labor laws minors working, they mean the federal and state rules that control employing anyone under 18 by setting minimum ages, permitted job types, hour limits, and safety rules to prevent exploitation and protect education and health. Understanding these protections matters for both teens and guardians because they help prevent injuries, ensure fair pay, limit work during school, and provide a path to recover wages if an employer breaks the law.

This guide explains the federal baseline under the Fair Labor Standards Act (FLSA) and how states add stricter protections. You’ll find the exact hour limits for 14–15-year-olds, what 16–17-year-olds can and cannot do, the list of common hazardous occupations for under-18 workers, and safety rules for teen workers. We also cover how to spot violations, gather proof, and file a minor unpaid wages claim. For deeper background on federal rules, see the U.S. Department of Labor’s Child Labor (Non-Agriculture) Fact Sheet #43. For broader policy context and why strong standards matter, read the Economic Policy Institute’s overview of child labor standards.

Quick “At-a-Glance” Summary

• Minimum ages and hazardous work rules (federal baseline): The FLSA sets nationwide minimum ages, restricts 14–15-year-olds to limited, non-hazardous jobs, and bans under-18s from hazardous occupations; see the DOL Fact Sheet #43.

• Typical hours for 14–15 vs. 16–17: 14–15-year-olds have strict federal hour caps by day and week; 16–17-year-olds have no federal hour caps but still face hazardous occupation bans and state scheduling limits; review Worker.gov’s child labor guidance.

• Where to file complaints: File with the U.S. Department of Labor’s Wage and Hour Division or your state labor department; find state pages via the DOL state child labor resource.

State laws may be stricter — always check your state labor office.

Federal vs. State Roles in Youth Employment

The federal role is to set a baseline of protections nationwide through the FLSA. That baseline includes minimum ages for many non-agricultural jobs, strict hour limits for 14–15-year-olds, and a categorical ban on hazardous occupations for anyone under 18. You can confirm these national rules from the DOL’s child labor fact sheet and practical explanations on Worker.gov. The point is simple: no matter where you live, there is a floor of protection for minors at work.

States can add more protections on top of the federal floor. Many states impose extra under 18 employment restrictions such as stricter age limits, more prohibited tasks, mandatory work permits, break or meal-period rules for minors, and tighter hour caps during the school year. Recent years have seen active state legislative changes, with some jurisdictions strengthening enforcement while others loosen certain limits; industry-focused updates are summarized by MyHRConcierge’s 2025 child labor law update and tracked by Ogletree Deakins’ overview of states redrawing the rules. The broader policy imperative for stronger standards is discussed by the Economic Policy Institute.

When federal and state laws differ, the stricter standard applies. To find and compare your state’s specific rules and offices, use the DOL’s state child labor resource page and practical summaries like Workforce’s state-by-state guide to minor labor laws. Keeping current on your state’s requirements is essential for protecting minor employee rights work.

Overview of FLSA Child Labor Provisions

The FLSA sets nationwide rules that all employers must follow. Key points include:

1. It generally prohibits employment of children under 14 in non-agricultural jobs.

2. It allows 14–15-year-olds to work only in non-hazardous jobs and only during limited hours and times of day (details below).

3. It permits 16–17-year-olds to work in more occupations but still bars them from hazardous occupations defined by the U.S. Department of Labor.

4. It bans all under-18 workers from hazardous occupations.

These provisions are summarized in the DOL’s Child Labor (Non-Agriculture) Fact Sheet #43. Remember: the FLSA sets the floor; states can add protections. Understanding this baseline is the first step in navigating child labor laws minors working.

Under 18 Employment Restrictions — Types of Work & Hazardous Occupations

“Hazardous occupations” are job duties that pose an increased risk of serious injury or long-term harm. Federal rules prohibit assigning these tasks to anyone under 18. The U.S. Department of Labor maintains a list of hazardous occupations, and recent state-level trends are tracked by national firms; see the DOL fact sheet for federal designations and state developments noted by Ogletree Deakins.

• Operating heavy machinery (such as forklifts, power-driven hoists, and certain woodworking or metalworking machines). These tasks create crushing, amputation, and struck-by risks. See the DOL’s rules in Fact Sheet #43 and state shifts captured by Ogletree’s analysis.

• Roofing, excavation, and demolition. These jobs involve high fall and collapse risks and are categorically unsafe for minors under federal standards; see the DOL’s hazardous occupation bans.

• Manufacturing tasks involving dangerous equipment (e.g., power-driven meat slicers, certain presses, box compactors). These machines can cause severe, life-changing injuries; check the DOL’s prohibited list for specifics.

• Driving on public roads or driving vehicles for work. Federal child labor rules prohibit on-the-job driving by minors under 18 because of crash risks and liability concerns.

• Exposure to harmful chemicals or high-noise environments. Toxic exposures and loud industrial settings can harm developing bodies; the EPI overview explains why these conditions demand heightened protections.

Some states add further restrictions. Examples include prohibitions on baking, working in freezers, or using ladders for certain ages, and mandatory work permits. For a model state resource, see the Alabama Department of Labor child labor page, and for a quick cross-state view, try the state-by-state guide from Workforce. Always verify your state’s current list of prohibited tasks and paperwork requirements.

Practical tip: ask for a written job description before accepting work. Red flags include ladders, forklifts, box compactors, meat slicers, demolition, excavation, roofing, industrial chemicals, or any driving assignment. If a task seems clearly hazardous for your age group, refuse it and escalate the concern to a supervisor. If the issue persists, consult your state’s child labor office or the DOL.

Youth Work Hour Laws — Exact Hour Limits & Examples

Federal hour rules are strict for 14–15-year-olds and more flexible for 16–17-year-olds (though hazards remain off-limits). The Worker.gov child labor and wages page and the DOL’s fact sheet explain these distinctions clearly.

Hour limits for 14–15-year-olds

Under federal youth work hour laws, 14–15-year-olds may work:

• Maximum 3 hours on a school day

• Maximum 18 hours in a school week

• Maximum 8 hours on a non-school day

• Maximum 40 hours in a non-school week

• Only between 7 a.m. and 7 p.m., extended to 9 p.m. from June 1 through Labor Day

These time-of-day and weekly caps reflect federal limits; states can be stricter. For state-by-state variations, see the DOL’s state child labor page and the Workforce guide to minor labor laws by state. Definitions of “school day” and “school week” follow the applicable school calendar, and summer hours follow the seasonal extension through Labor Day.

Hours for 16–17-year-olds

There are no federal hour caps for 16–17-year-olds in non-hazardous jobs, but states often impose limits on late-night work, maximum shifts, and school-night scheduling. Recent legislative changes are tracked by MyHRConcierge and summarized by Ogletree Deakins. Always check state law.

Examples of scheduling

• Example A (15-year-old during school week): Working 2 hours Monday–Friday equals 10 hours. If the teen works 5 hours on Saturday, total = 15 hours, which is within the 18-hour school-week cap. A 5-hour Sunday shift would push the total to 20 hours, violating the school-week maximum.

• Example B (16-year-old late shift): Federal law has no hour cap, but a 16-year-old working a late-night shift may still violate state law if that state restricts hours on school nights. Confirm the rule using the DOL’s state child labor page.

Exceptions and special industries

• Agriculture: Federal rules for farm work are different and often less protective. In some situations, children as young as 12 can work outside school hours with parental consent. See the EPI’s analysis and Human Rights Watch’s coverage urging reform.

• Entertainment: Child performers often fall under special rules requiring permits, on-set schooling, and strict limits. For current developments, review MyHRConcierge’s update.

State compliance tip: The fastest way to find your state’s hour rules is to open the DOL’s state child labor resource, then navigate to your state’s page.

Safety Rules for Teen Workers

Employers must provide a safe workplace for minors and comply with federal and state child labor rules, including bans on hazardous occupations. The DOL’s child labor fact sheet spells out the federal baseline for hazardous tasks and hours, and state compliance activity continues to evolve; see the DOL Fact Sheet #43 and recent state developments tracked by Ogletree Deakins and discussed by the Economic Policy Institute.

Common hazards and prevention tips

• Dangerous equipment: Meat slicers, box compactors, powered bakery or woodworking machines can amputate or crush. Prevention tip: Assign minors to non-hazardous roles only, require adult supervision for permitted equipment, and remove any prohibited machines from the teen’s workspace.

• Heights and ladders: Falls from ladders or scaffolds can be catastrophic. Prevention tip: Do not assign minors to tasks requiring ladders, roofing, or elevated platforms.

• Chemical exposure: Solvents and strong cleaning agents can burn skin, injure eyes, or cause respiratory harm. Prevention tip: Provide safe alternatives to hazardous chemicals and supply appropriate protective gear; minors should not handle concentrated chemicals.

• Driving and vehicle operation: On-the-job driving for under-18 workers is prohibited under federal hazardous occupation rules. Prevention tip: Never assign deliveries or vehicle operation to minors.

Employer responsibilities

• Provide training tailored to teen workers, including hands-on practice for permitted tasks and clear emergency procedures.

• Supply appropriate protective equipment and maintain reasonable supervision ratios for younger or inexperienced workers.

• Issue written job descriptions and promptly correct any assignment that exceeds age-based limits or involves prohibited duties.

• Maintain incident reporting systems and follow up on hazards promptly.

Enforcement and audits: Some states have increased audit activity and reporting requirements to monitor compliance and deter violations; see recent state-level trends summarized by Ogletree Deakins.

If a job looks unsafe, stop work. Document the conditions, notify a supervisor in writing, and, if safe, take photos of hazards. If the employer does not fix the problem, escalate to your state labor office or the DOL. For broader guidance on reporting unsafe conditions and protecting yourself from retaliation, review this practical guide to OSHA complaint retaliation and safety reporting.

Minor Employee Rights — Pay, Breaks, Discrimination Protections

Minor employee rights work include the right to be paid at least minimum wage and, where applicable, overtime, unless a specific exemption applies. The Worker.gov child labor and wages page and the DOL fact sheet explain these protections. Minors also have a right to safe working conditions and a workplace free from discrimination or harassment. States may require meal and rest breaks for minors, and those state rules must be followed even if federal law does not specify breaks; see the policy rationale and variability described by the Economic Policy Institute.

In practice, if an employer pays below minimum wage or fails to pay for hours worked, minors can recover the difference through agency enforcement or a wage claim, similar to adults. If state law requires breaks for minors, employers must follow those rules. If an employer violates hour limits or assigns prohibited work, those violations can trigger penalties and provide evidence supporting a complaint or wage recovery. For more on recovering wages, see this guide to unpaid overtime laws and recovering pay and a step-by-step overview of how to file a wage claim.

Identifying Violations — Red Flags & Evidence to Collect

Recognizing violations early helps you stay safe and protect your pay. Trends in enforcement and state-level changes are covered by Ogletree Deakins, and the broader policy context is summarized by the Economic Policy Institute.

Red flags

• Working hours that exceed legal limits (e.g., a 14–15-year-old regularly scheduled for more than 3 hours on a school day, or after permitted evening hours).

• Being asked to perform hazardous tasks (e.g., ladders, roofing, forklifts, meat slicers, demolition, driving on public roads).

• Missing pay for hours worked, below-minimum pay rates, or improper deductions.

• No work permits or certificates when your state requires them.

• No rest or meal breaks where state law mandates breaks for minors.

Evidence checklist

• Dates and times worked, including start and end times each day.

• Pay stubs, direct deposit records, and any tip records if applicable.

• Text messages, emails, or apps showing schedules, clock-ins, and assigned tasks.

• Written job description or onboarding materials listing duties.

• Names of supervisors and coworkers who witnessed assignments or hours.

• Photos of workplace hazards or prohibited equipment (only if safe to take).

Organize notes daily and save copies of everything. Accurate, time-stamped documentation supports both safety complaints and wage recovery, including a minor unpaid wages claim if your employer underpays you.

How to Make a Minor Unpaid Wages Claim — Step-by-Step

When employers break child labor laws minors working or short a minor’s pay, there is a clear process to protect your rights and recover money owed.

Step 1 — Document

Gather your records: hours worked, duties performed, pay received, and any messages that confirm scheduling or tasks. Keep copies, back up files, and maintain a simple log after each shift. Write down who you spoke to (name and title), the date, and what was said about hours or pay.

Step 2 — Internal resolution

Raise the issue promptly with a manager or payroll contact. Keep the message short, list the specific dates and hours you weren’t paid for or the rule that was broken, and state what correction you are requesting. Send it in writing and save proof of delivery. If you are uncomfortable doing this alone as a teen, ask a guardian to help you communicate and keep a record.

Step 3 — File with state labor office or DOL Wage and Hour Division

If the employer does not fix the problem, file a complaint. For federal child labor or wage violations, you can contact the U.S. Department of Labor’s Wage and Hour Division. For state-specific break rules, hour caps, or permits, contact your state labor department. See the DOL’s child labor fact sheet and Worker.gov’s practical filing guidance. Find your state’s office via the DOL state child labor page.

Step 4 — What to expect after filing

The DOL or state agency will investigate. They can recover back wages and may impose penalties. Anti-retaliation laws protect workers who report violations or seek unpaid pay; see state trends and enforcement context in Ogletree Deakins’ state update and Worker.gov’s guidance on rights and remedies. Possible remedies include unpaid wages, additional damages in some cases, and orders requiring employers to comply going forward.

Step 5 — When to consider an attorney or legal aid

If a large amount of pay is at issue, your employer refuses to fix the problem, or you face retaliation, consider contacting an employment attorney or local legal aid. You can start by reviewing Worker.gov’s resource page for child labor and wages to understand your options. For general wage-claim steps and strategy, see this detailed guide to filing a wage claim.

Complaint methods vary by jurisdiction, but generally you can submit online, by phone, or in person. Use the DOL’s state child labor resources to locate your regional office and follow their instructions.

Practical Advice for Minors and Guardians — Before, During & After Employment

Before accepting work

• Ask for a written job description and expected schedule. Confirm no hazardous duties will be assigned.

• Confirm the pay rate, how and when you’ll be paid, and whether the employer has required permits or certificates to hire minors in your state.

• Check your state’s child labor laws using the DOL state child labor page and summaries like the Workforce state-by-state guide.

While employed

• Keep contemporaneous records of hours, breaks, and pay. Save pay stubs and messages confirming your schedule or duties.

• Do not perform tasks you reasonably believe are hazardous for your age. If uncertain, request written confirmation of permitted duties and escalate any unsafe assignment.

• Learn your rights to minimum wage, overtime (if eligible), breaks (if state law requires them), and safe conditions. If issues arise, consult MyHRConcierge’s update on child labor rules and Ogletree Deakins’ state enforcement overview.

If you suspect a violation

• Raise the issue with your employer in writing and keep a copy.

• If not resolved, file a complaint with the DOL or your state labor department. Review this step-by-step wage claim guide for practical filing tips.

• Reach out to school counselors, guardians, or community legal clinics for support. If wage theft is involved, these unpaid overtime and wage recovery strategies can help.

Special notes for guardians

• Encourage the teen to organize and keep copies of all documentation.

• Attend meetings if helpful, and preserve time-stamped communications that show hours, duties, or denied breaks.

• If unsafe conditions arise, consider consulting safety resources and, where applicable, learn how to report hazards without retaliation.

Common Scenarios / Examples

Scenario 1: 15-year-old working 5 p.m.–10 p.m. on school nights

What laws apply: Federal youth work hour laws limit 14–15-year-olds to work between 7 a.m. and 7 p.m. during the school year, and to only 3 hours on a school day and 18 hours in a school week. Scheduling a 15-year-old until 10 p.m. on a school night violates federal time-of-day limits; see the Worker.gov youth work hours explanation.

Evidence to collect: Written schedules, timecards or clock-in records, messages confirming assigned shifts, and pay stubs.

Steps to take: Ask the employer to correct scheduling immediately and pay for legally worked time. If violations continue, file a complaint with the DOL or state labor department using the state child labor resources. The DOL fact sheet provides the baseline rules to cite.

Scenario 2: 17-year-old asked to operate a forklift

What laws apply: Operating a forklift is a hazardous occupation prohibited for workers under 18. See federal prohibitions in the DOL fact sheet.

Evidence to collect: Job description, messages assigning forklift duties, witness names, and any photos of the equipment (if safe).

Steps to take: Refuse the assignment, explain the hazard ban, and ask for a non-hazardous task. If pressure continues, report to management and consider filing a complaint with your state labor department or the DOL. State-level trends on enforcement are summarized by Ogletree Deakins.

Scenario 3: 16-year-old unpaid for multiple weeks

What laws apply: Minors are entitled to minimum wage and timely payment for hours worked under federal and state law. See Worker.gov and the DOL’s child labor fact sheet.

Evidence to collect: Time records, pay stubs or proof of missing pay, schedules, and messages confirming shifts.

Steps to take: Request payment in writing, then file a wage claim if not resolved. This step-by-step wage claim guide shows how to make a minor unpaid wages claim through your state or the DOL. In larger, systemic cases, workers sometimes pursue group claims; learn the basics in this overview of FLSA collective wage actions.

Where to Get Help — Agencies & Legal Resources

Federal: Contact the U.S. Department of Labor Wage and Hour Division for child labor and wage issues. For the national rules, read the Child Labor (Non-Agriculture) Fact Sheet #43. To locate your state office and specific rules, use the DOL state child labor resources.

National resources: Learn practical steps and rights at Worker.gov’s child labor and wages page. For policy trends and the case for strong standards, read the Economic Policy Institute’s child labor standards overview. For agricultural exceptions and reform efforts, see Human Rights Watch’s coverage.

State/local: Check your state’s child labor page and contact information using the DOL’s state directory. As an example of a state resource, review the Alabama Department of Labor child labor page.

Legal help: Community legal aid clinics, school-based legal services, or local bar associations can help minors and guardians navigate complaints. For additional wage-and-hour context, review this guide to unpaid internship rights and when pay is required and these broader employee rights protection strategies.

Conclusion

Protecting young workers starts with knowing the federal baseline under the FLSA, checking state law for stricter rules, following youth work hour laws, and making sure safety rules for teen workers are respected. Keep clear records of hours, duties, and pay so you can fix mistakes fast and pursue a minor unpaid wages claim if needed. With the right information and timely action, teens and guardians can confidently assert minor employee rights work and keep school and safety first under the core under 18 employment restrictions.

If you suspect a violation, document details and file a complaint with the DOL or your state labor department — links in this article.

Need help now? Get a free and instant case evaluation by US Employment Lawyers. See if your case qualifies within 30-seconds at https://usemploymentlawyers.com.

FAQ

What ages do child labor laws minors working cover?

Generally, child labor laws apply to workers under 18. The FLSA provides the federal baseline for ages, hours, and hazardous occupations, while states may set stricter rules. For federal details, see the DOL Child Labor Fact Sheet #43.

What jobs are banned under under 18 employment restrictions?

Examples include operating heavy machinery (like forklifts or power-driven hoists), roofing, excavation or demolition, driving on public roads, and certain manufacturing tasks (like using meat slicers or box compactors). See the prohibited list in the DOL fact sheet.

How many hours can a 15-year-old work under youth work hour laws?

Federally, a 14–15-year-old can work up to 3 hours on a school day and 18 hours in a school week, up to 8 hours on a non-school day and 40 hours in a non-school week, only from 7 a.m. to 7 p.m. (extended to 9 p.m. June 1 through Labor Day). Check your state’s rules via the DOL state child labor page.

Can a 16-year-old operate power machinery?

No. Under federal child labor laws minors working, hazardous occupations such as operating certain power-driven machinery are off-limits to anyone under 18. Confirm specifics in the DOL fact sheet.

How do I make a minor unpaid wages claim?

Document your hours and pay, raise the issue in writing with your employer, and file with the DOL’s Wage and Hour Division or your state labor department if it’s not resolved. For practical steps, check Worker.gov’s guidance on child labor and wages and this step-by-step wage claim guide.