In June 2025, over 30% of teens aged 16-19 were employed in the U.S., totaling 5.36 million people. It’s an exciting time for teen workers, as summer jobs teach new skills and offer opportunities to learn and gain mentorship through direct exposure to the professional world. However, hiring young workers also brings added responsibility for their employers. This article highlights key laws and regulations that business owners need to be aware of when hiring teens.

Working Hours and Wage Restrictions by Age
Employers should remember that teen employees have restrictions on their work hours. During the summer months from June 1st to Labor Day, 14- and 15-year-olds may work up to 40 hours per week when school is not in session and must finish work by 9 PM. Workers 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.

The FLSA also sets specific minimum wage requirements for teen employees, but many states and municipalities have higher minimum wages. In most states, a “youth minimum wage” of $4.25 per hour is the legal requirement for workers under 20 years old during their first 90 consecutive calendar days of employment. After the 90-day window, or upon turning 20, they must be paid the standard federal minimum wage ($7.25) or the applicable city, county, or state minimum wage.

Business owners must also consider break scheduling requirements. Break rules are set and enforced by each state, meaning that although federal law does not require specific meal or rest breaks for employees under 18, many states do. Employers can find specific break requirements for their state by visiting their state’s department of labor website.

Prohibited Occupations for Teen Workers

Under federal law, there are 17 types of jobs that are considered hazardous. Those under the age of 18 are prohibited from performing hazardous jobs, such as meat processing and demolition. Additionally, many restrictions are in place for workers under the age of 21 that limit driving as a primary job duty, with limited exceptions. For teens ages 14-15, fewer restrictions apply in certain industries, such as clerical, retail, or food service. Additionally, 16- and 17-year-olds who participate in vocational programs are exempt from certain laws so long as they work under supervision.

Job-Specific Regulations

Many FLSA regulations are occupation-specific because they are tailored to the risks associated with each type of work. The following are a few of the most common jobs for teen workers—lifeguarding, agricultural work, manufacturing work, and auto-repair work—and the child labor laws associated with each occupation.

• Lifeguarding: workers must be 14-15 years old to lifeguard at a traditional pool or water amusement park (given they are certified by the American Red Cross) and at least 16 years old for natural water facilities. During the summer, lifeguards under the age of 16 are limited to working no more than 8 hours per day and up to 40 hours per week.
• Agricultural: over the age of 16, workers can perform any role with minimal restrictions on work hours. Agricultural workers aged 12-15 can work in agriculture with parental consent but are restricted to non-hazardous roles.
• Manufacturing: the duties that underage workers can perform are extremely limited. Those over the age of 16 cannot be employed in workplaces where goods are manufactured in any capacity, restricting them to only off-site roles. By age 16, workers can be employed in non-hazardous roles in the manufacturing industry. For example, workers aged 16-17 may perform non-machine-based production support, such as inventory, recordkeeping, hand-placing labels, or clerical work.
• Automotive: workers aged 16-17 may take on non-hazardous roles, though some restrictions apply. They are generally prohibited from driving vehicles on public roads or operating certain equipment, including tow-truck hoists and power winches. Common-service tools like jacks may be used, given that the employer follows the necessary safety guidelines.

 
Penalties

Employers may be subject to steep fines for noncompliance with federal child labor laws. Businesses can be fined up to $16,035 per individual violation. If a child suffers a serious injury and the employer is found to be in violation of FLSA requirements, fines can reach above $72,876 per violation.

Other Legal Requirements

Some additional administrative and compliance requirements employers should consider when hiring teen workers include:

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

• Employment verification: Teen workers must complete I-9 and W-4 forms and state withholding like any other employee; age does not exempt teens from federal and state income taxes.

• Required workplace postings: Employers must display the “Employee Rights Under the Fair Labor Standards Act” poster in a clearly visible location. States may have additional poster requirements.

 
Best Practices for Employers

Beyond legal requirements, adopting proactive child labor practices when hiring teen workers can help businesses stay compliant and maintain a safe environment for teen employees:

• Provide training for managers on the applicable rules around hiring and supervising teen workers to identify and prevent potential violations before they occur.

• Clearly label hazardous equipment to indicate which tools and machinery teens are prohibited from using.

• Encourage teen workers to ask questions about their rights and responsibilities.

It’s important to note that federal law sets the floor, not the ceiling—many states impose stricter hour limits, earlier curfews, broader lists of prohibited occupations, and additional permitting requirements for teens. Thus, employers cannot solely rely on federal rules and must be aware of their individual state-level laws.

Further guidance can be found on the U.S. Department of Labor (DOL) website. Additional state rules and regulations regarding teen employment can be found on DOL’s YouthRules! website.

For questions about hiring teen workers, reach out to the NFIB Legal Center at info@nfib.org.

Last Updated June 18, 2026