A Guide to Hiring Minors for Summer 2025
Hiring a minor for your small business is a great way to optimize work especially during peak seasons like summer 2025. With that said, understanding the latest regulations for employing young workers is more crucial than ever. While some foundational rules remain, states are actively reviewing and sometimes changing their child labor laws.
This post will explain the key federal requirements, highlight significant state-level updates for 2025 (including changes being considered in Florida), and outline the essential paperwork.
The Basics: Federal Guidelines for Hiring Minors
The Fair Labor Standards Act (FLSA) sets the federal baseline for employing minors in the United States. Key aspects include:
Minimum Age: Generally, the minimum age for employment is 14, with restrictions on the types of jobs and hours worked for those under 16. Hazardous occupations have a minimum age of 18.
Hour Limitations: The FLSA limits how many hours minors aged 14 and 15 can work, particularly during school. These limits are typically more relaxed during school breaks, including the summer. These differences are important to note while building work schedules for summer 2025.
Hazardous Occupations: The DOL defines a list of jobs considered too dangerous for minors under 18. These range from operating heavy machinery to specific tasks in excavation or manufacturing.
Required Posters: If hiring minors for your small business, employers must display a poster summarizing the FLSA's requirements, including child labor provisions. These posters are available on the FLSA's website resources.
Navigating State-Specific Requirements and Recent Changes
Beyond the federal rules, state child labor laws play a critical role in following key guidelines. While the Fair Labor Standards Act (FLSA) provides minimum requirements for employing minors, individual states can implement stricter laws than those outlined in the FLSA. This means that you must adhere to federal and state regulations, always prioritizing the provision that offers the most protection for minors.
When reviewing your state's laws for 2025, pay close attention to:
Minimum Age Requirements: Are they the same as or higher than the federal standard for specific jobs or industries?
Work Hour Restrictions: Are there different limits on daily or weekly hours, especially during school sessions or specific times of the day (like late evening)?
Prohibited Occupations: Does the state have a more extensive list of jobs or tasks minors cannot perform?
Work Permit Requirements: Is a work permit or employment certificate required for minors, and what is the process for obtaining one?
For 2025, some states are considering or have implemented changes to their child labor laws. Notably, Florida has been actively considering significant revisions to its child labor laws through proposed bills like SB 918 and HB 1225. These proposals aim to relax some restrictions on working hours and conditions for minors, with some versions allowing younger teens (potentially 13-year-olds for summer work) to work and easing limitations on hours for 16- and 17-year-olds, including the possibility of working full-time. More specific changes include the following:
Adjusted Age Restrictions: Proposals have included allowing 13-year-olds to work during the summer before they turn 14.
Relaxed Hour Limits: Changes are being considered to allow 16- and 17-year-olds to work full-time hours and to ease restrictions for 14- and 15-year-olds, particularly those in certain educational programs.
Changes to Break Requirements: The proposed Florida laws specifically address removing or modifying limits on daily and weekly work hours for certain age groups and eliminating mandatory meal breaks.
The recent legislative changes in Florida are tied to labor shortages and the belief that increasing the availability of young workers can help fill job vacancies. These developments in Florida reflect a broader trend in some states to reconsider existing child labor restrictions. However, the details regarding which bills will be passed, and their final provisions may change. It is essential to consult official state resources for the most up-to-date information.
Essential Paperwork for Hiring Minors
Ensuring you have the correct documentation is a critical step in compliant hiring. Requirements vary by state, so always check your state's Department of Labor website for the most current forms and procedures.
Typically, you will need to collect:
Proof of Age: Acceptable documents usually include a birth certificate, passport, or state-issued identification card or driver's license.
Tax Withholding Information: Like any other employee, you must collect necessary tax forms (e.g., Form W-4).
Work Permits or Certificates: Many states require minors to obtain a work permit, often issued by their school district or the state's labor department, before they can begin working.
Parental/Guardian Consent: While not always legally mandated for all ages or types of work, it is often required, especially for younger minors, and is generally a good practice to have written consent.
Required Labor Posters: Ensure the most recent federal and state child labor law posters are displayed in a visible location.
Prioritizing Compliance and Safety
Successfully hiring minors for Summer 2025 hinges on prioritizing legal compliance and creating a safe work environment.
Stay Informed: Child labor laws can change. Regularly check your state's Department of Labor website for updates or consult with a legal professional or HR expert.
Verify Age and Obtain Proper Documents: Always confirm a minor's age and ensure all required permits and consents are in order before they start working.
Understand and Adhere to Work Hour Restrictions: Carefully schedule minors to ensure their work hours comply with both federal and state limits and do not interfere with their education if school is in session.
Assign Age-Appropriate Tasks: Be diligent about the list of prohibited hazardous occupations and ensure minors are only assigned tasks they can safely and legally perform.
The Advantages of Employing Minors
Despite the need to navigate specific regulations, hiring minors can offer significant benefits to your small business. Minors often qualify for minimum wage, making them a cost-effective staffing option, particularly for entry-level or seasonal roles. Their increased availability during summer breaks and school holidays provides valuable support during busy periods. Furthermore, younger employees can bring enthusiasm and fresh perspectives to your team, and providing a positive first job experience is an investment in the future workforce, potentially fostering loyalty and cultivating future long-term employees.
By understanding and adhering to child labor laws, including the latest updates and potential changes for 2025, you can create a positive and productive employment experience for both your business and your young workers.
Schedule a free consultation today with PayWorks to see how we can help your small business navigate the complexities of hiring minors this summer.
For more information on federal child labor laws, visit the U.S. Department of Labor's website.
PayWorks is not providing legal or tax advice. The information on this website is for informational purposes only and should not be relied upon as legal or tax advice. You should consult with your own legal and tax advisors before making any decisions about your financial situation.