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InÌýJune 2025, over 30% ofÌýteensÌýaged 16-19 were employed in the U.S.,Ìýtotaling 5.36 million people.ÌýIt’sÌýan exciting time for teen workers,ÌýasÌýsummer jobs teach new skills andÌýoffer opportunities to learn and gain mentorship throughÌýdirect exposure to theÌýprofessional world. However, hiring youngÌýworkers also brings added responsibility for their employers. ThisÌýarticleÌýhighlights key lawsÌýand regulationsÌýthat business ownersÌýneed to be aware of when hiring teens.

Working HoursÌýand WageÌýRestrictionsÌýbyÌýAge
Employers should remember that teen employees have restrictions on their work hours. During the summer months from June 1st to Labor Day, 14-ÌýandÌý15-year-oldsÌýmay work up to 40 hoursÌýperÌýweek when school is not in session andÌýmust finish work byÌý9 PM.ÌýWorkers aged 16 and 17 can work unlimited hours in most jobs, except those classified as hazardous under the Fair Labor Standards Act (FLSA). States often impose additional hour restrictions.

TheÌýFLSAÌýalsoÌýsetsÌýspecificÌýminimum wageÌýrequirementsÌýforÌýteenÌýemployees, but and municipalities have higher minimum wages.ÌýInÌýmost states,ÌýaÌýÌýof $4.25 per hour isÌýtheÌýlegalÌýrequirementÌýforÌýworkers under 20Ìýyears oldÌýduring their first 90 consecutive calendar days of employment. AfterÌýtheÌý90-dayÌýwindow, or upon turning 20, they must be paidÌýtheÌýstandard federal minimum wageÌý($7.25) or the applicable city, county, or state minimum wage.

Business ownersÌýmust alsoÌýconsiderÌýbreakÌýschedulingÌýrequirements. Break rules areÌýset and enforced byÌýeachÌýstate, meaning that although federal law does not require specific meal orÌýrest breaks for employees under 18, many states do.ÌýEmployers can find specific break requirements for their state by visiting their state’s department of labor website.

Prohibited Occupations for Teen Workers
UnderÌýfederalÌýlaw, there are 17 types of jobs that are consideredÌý. Those under the age of 18 are prohibited fromÌýperformingÌýhazardous jobs,Ìýsuch asÌýmeat processing and demolition. Additionally, many restrictions are in place for workers under the age of 21 that limit driving as a primary job duty, withÌýlimitedÌýexceptions. For teens ages 14-15, fewer restrictions apply in certain industries,Ìýsuch as clerical, retail, or food service. Additionally, 16- andÌý17-year-olds whoÌýparticipateÌýin vocational programs are exempt from certain laws so long as they workÌý.

Job-Specific Regulations
Many FLSAÌýregulations are occupation-specific because they are tailored to the risksÌýassociated with each type of work. The following are a few of the most common jobs for teen workers—lifeguarding, agricultural work, manufacturingÌýwork, andÌýauto-repair work—and theÌýchild laborÌýlawsÌýassociated withÌýeachÌýoccupation.

• :ÌýworkersÌýmust beÌý14-15Ìýyears oldÌýto lifeguard at aÌýtraditionalÌýpoolÌýor water amusement parkÌý(given they are certified byÌýthe American Red Cross)Ìýand at least 16Ìýyears oldÌýfor naturalÌýwaterÌýfacilities.ÌýDuring the summer,Ìýlifeguards under the age of 16ÌýareÌýlimited toÌýworkingÌýnoÌýmore thanÌý8 hoursÌýper dayÌýandÌýup toÌý40 hoursÌýperÌýweek.
• :ÌýoverÌýthe age of 16, workers can perform any role with minimal restrictions on work hours. Agricultural workersÌýagedÌý12-15ÌýcanÌýwork in agriculture with parental consent but are restricted to non-hazardous roles.
• : the duties that underage workers can performÌýareÌýextremely limited. ThoseÌýover the age of 16 cannotÌýbe employed in workplaces where goods are manufactured in any capacity,ÌýrestrictingÌýthem to only off-site roles.ÌýByÌýage 16, workers can be employed in non-hazardous roles inÌýtheÌýmanufacturingÌýindustry. For example,Ìýworkers aged 16-17 may perform non-machine-based production support, such as inventory,Ìýrecordkeeping,Ìýhand-placing labels, or clerical work.
• : workersÌýagedÌý16-17ÌýmayÌýtake onÌýnon-hazardous roles, though some restrictions apply.ÌýTheyÌýareÌýgenerallyÌýprohibitedÌýfromÌýdrivingÌývehicles on public roadsÌýorÌýoperatingÌýcertain equipment, includingÌýtow-truck hoistsÌýandÌýpower winches.ÌýCommon-service tools like jacks may beÌýused, given that theÌýemployerÌýfollowsÌýthe necessaryÌýsafety guidelines.

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Penalties
Employers may be subject toÌýÌýfor noncompliance with federal child labor laws.ÌýBusinesses can be fined up to $16,035ÌýperÌýindividualÌýviolation.ÌýIf a childÌýsuffersÌýa serious injuryÌýandÌýthe employer is found to be in violation of FLSA requirements,ÌýÌýcan reach above $72,876ÌýperÌýviolation.

Other Legal Requirements
SomeÌýadditionalÌýadministrativeÌýand compliance requirementsÌýemployers should consider when hiring teen workers include:

• Work permits:ÌýMany states require teens to obtain aÌýÌýprior to starting a job, often with parental consent and/or school sign-off.

• Employment verification:ÌýTeen workers must complete and forms and state withholding like any other employee; age does not exempt teens from federal and state income taxes.

• Required workplace postings:ÌýEmployersÌýmust displayÌýtheÌýÌýin a clearly visible location. States may have additional poster requirements.

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Best PracticesÌýforÌýEmployers
Beyond legal requirements,ÌýÌýproactiveÌýchild labor practicesÌýwhen hiring teen workers can help businesses stay compliantÌýandÌýmaintainÌýa safe environment forÌýteenÌýemployees:

• Provide training for managers onÌýthe applicable rulesÌýaround hiring and supervising teen workersÌýtoÌýidentifyÌýand prevent potential violations before they occur.

• Clearly labelÌýhazardous equipment toÌýindicateÌýwhich tools and machineryÌýteensÌýare prohibited from using.

• EncourageÌýteenÌýworkers to ask questionsÌýabout their rights and responsibilities.

It’sÌýimportant to note that federal lawÌýsetsÌýthe floor, not the ceiling—many states impose stricter hour limits, earlier curfews, broader lists of prohibited occupations, andÌýadditionalÌýpermitting requirements forÌýteens.ÌýThus,ÌýemployersÌýcannot solely rely on federal rulesÌýandÌýmust beÌýaware ofÌýtheir individualÌýstate-level laws.

Further guidance can be found on the U.S. Department of Labor (DOL) website.ÌýAdditionalÌýstate rules and regulationsÌýregardingÌýteenÌýemployment can be found onÌýDOL’sÌýÌýwebsite.

For questions aboutÌýhiring teen workers, reach out to the ÍøÆØ³Ô¹Ï Legal Center atÌýinfo@nfib.org.

Last Updated JuneÌý18,Ìý2026

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