As summer approaches, many businesses are hiring teen workers to fill seasonal positions. However, employers must be aware of the federal child labor laws that regulate the employment of minors. In June 2025, over 30% of teens aged 16-19 were employed in the U.S., totaling 5.36 million people.

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).

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.

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.

Employers can find specific break requirements for their state by visiting their state’s department of labor website. 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.

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.

Original reporting: NFIB (National Federation of Independent Business) — read the source article.