How Many Hours Can Teens Work? Child Labor Hour Rules for Employers

By Nicole Hullihen, former SaaS Chief Operating Officer and Microsoft MVP · Updated October 11, 2026

Teen workers are a big part of many small businesses, especially restaurants, retail, recreation and seasonal work. They're often eager, flexible and available after school and in summer. But hiring them comes with rules that adult employees don't have: limits on hours, times of day and the kinds of jobs they can do.

This guide explains the federal hour limits by age, the hazardous jobs teens can't do, how state laws can change the rules and practical ways to schedule and track teen hours so you stay compliant.

Note: This is general information, not legal advice. State laws on teen work vary and can be stricter than federal law. Check your state labor department's rules before scheduling minors.

Quick Answer: Federal Hour Limits by Age

Hour Limits for 14- and 15-Year-Olds

According to the Department of Labor, 14- and 15-year-olds in non-agricultural jobs may work:

These limits apply together. For example, during a school week, a 15-year-old could work 3 hours on each of five school days (15 hours) plus 3 hours on Saturday, reaching the 18-hour weekly limit, even though the Saturday limit alone would allow 8.

Example: A 15-Year-Old's School-Week Schedule

If Monday's shift ran until 7:30 p.m. during the school year, it would break the time-of-day rule, even though the daily hours were fine. And if the Saturday shift ran 7 hours, the week would exceed 18.

Rules for 16- and 17-Year-Olds

Federal law doesn't limit the hours 16- and 17-year-olds can work. They can work any shift length and any time of day under federal rules, as long as the job isn't one the Department of Labor has declared hazardous. Some states, however, do limit hours, times or both for 16- and 17-year-olds, especially on school nights.

Hazardous Jobs Teens Can't Do

Federal law sets 18 as the minimum age for jobs the Secretary of Labor has declared particularly hazardous. The Department of Labor's hazardous occupations orders for non-farm work include:

• Driving a motor vehicle and being an outside helper on a motor vehicle
• Power-driven hoisting apparatus, such as forklifts
• Meat and poultry packing or processing, including power-driven meat slicers
• Power-driven bakery machines
• Balers, compactors and paper-products machines
• Power-driven woodworking machines
• Power-driven circular saws, band saws and similar cutting equipment
• Power-driven metal-forming, punching and shearing machines
• Roofing operations and all work on or about a roof
• Trenching and excavation operations
• Wrecking, demolition and shipbreaking
• Manufacturing and storing explosives, mining, brick and tile manufacturing, forest firefighting, logging and sawmill work, and exposure to radioactive substances

Some of these have limited exceptions for apprentices and student-learners. For 14- and 15-year-olds, the list of allowed jobs is even narrower, and many tasks permitted for 16- and 17-year-olds aren't allowed for younger teens. Check the Department of Labor's youth rules for the specific tasks you plan to assign.

State Laws Often Change the Rules

The Department of Labor is clear: when federal and state child labor laws differ, the stricter standard must be followed. Common state differences include:

• Hour limits for 16- and 17-year-olds, especially on school nights.
• Earlier evening cutoffs than federal law.
• Work permits or age certificates before a minor can start work.
• Required meal or rest breaks for minors.
• Extra restricted jobs beyond the federal list.

Before scheduling minors, look up your state labor department's rules and keep a copy on file. If you operate in more than one state, check each one.

Pay Rules Still Apply

Teen employees must be paid for all hours worked. Federal law allows a youth minimum wage of at least $4.25 an hour for employees under 20 during their first 90 consecutive calendar days of employment with an employer, as long as their work doesn't displace other workers. After 90 consecutive days, or when the worker turns 20, whichever comes first, they must receive at least the federal minimum wage. Your state's minimum wage law may require more, so check it before using the youth wage.

How to Schedule Teen Employees

1. Record every minor's date of birth and keep proof of age on file.
2. Know your state's rules in addition to federal ones.
3. Build schedules around limits, not the other way around: check daily hours, weekly hours and time-of-day cutoffs.
4. Watch the school calendar. Rules change between school weeks and non-school weeks.
5. Plan closing shifts carefully. Late closes are an easy way to go past the time-of-day limit.
6. Don't let shifts run long. A 15-minute overrun can break the 7 p.m. rule.
7. Assign only allowed tasks. Make sure supervisors know which equipment teens can't use.

For more scheduling tips, see how to make a work schedule for employees.

Tracking Teen Hours Accurately

Accurate time records matter even more for minors, because the limits are tight and violations add up quickly. Make sure:

• Teens clock in and out for every shift, including breaks where required.
• Managers review teen hours daily during busy periods, not just at payroll.
• Clock-outs after cutoff times are flagged and investigated.
• Weekly hours are checked before adding extra shifts.
• Records are kept as required. See how to audit timesheets.

Common Teen Employment Mistakes

• Scheduling 14- and 15-year-olds past 7 p.m. during the school year.
• Going over 3 hours on a school day or 18 hours in a school week.
• Letting a teen operate a slicer, forklift or baler.
• Forgetting state work permits.
• Assuming summer rules apply before June 1 or after Labor Day.
• Not knowing a worker's age.
• Letting teens work off the clock to finish closing.

Teen Employee Checklist

Teen Workers by Industry

The equipment column matters as much as the hours. Many violations happen when a busy manager asks a teen to "just run the slicer" or "grab the forklift." Train supervisors on what's off-limits, and label equipment if it helps.

Summer and Holiday Schedules

Summer brings more teen hours, and more chances for mistakes. For 14- and 15-year-olds under federal rules:

• Weekly limits rise from 18 hours to 40 hours in weeks when school isn't in session.
• Daily limits rise to 8 hours on non-school days.
• The evening cutoff extends from 7 p.m. to 9 p.m. only from June 1 through Labor Day.

Watch the edges of summer. If school starts before Labor Day, the weekly and daily limits go back to school-week rules as soon as school is in session, even though the 9 p.m. evening cutoff lasts until Labor Day under federal law. If school ends after June 1, the school-week limits still apply until it does. Under federal rules, a week counts as a school week if the local public school district where the teen lives is in session for at least one day or partial day. A full week off, such as winter break, is a non-school week. Summer school doesn't count as school hours. Check your local school calendar and your state rules.

Worked Example: Summer Week for a 14-Year-Old

Adding a Saturday shift would push the week over 40 hours and break the federal limit for a 14-year-old, even in summer. State law may also require specific breaks for minors.

Talking to Teen Employees About the Rules

Teens often want more hours than the law allows, and may offer to stay late or come in on extra days. Explain the rules simply and early:

Also tell parents or guardians the schedule rules, especially if your state requires their consent on work permits. Clear communication prevents misunderstandings and keeps everyone on the same page.

If You Find a Violation

Mistakes happen. If you discover a teen worked past the allowed time or hours, pay for all time worked, fix the schedule or process that caused it and train the managers involved. Document what happened and what you changed. For anything serious, such as a teen operating hazardous equipment, stop the practice immediately and get legal advice. Repeated or serious child labor violations can bring significant penalties.

Why Teen Hour Rules Matter for Your Business

Teen employees can be some of your most enthusiastic workers, and following the rules protects both them and your business. Child labor violations can bring civil money penalties, which can be doubled for willful or repeated violations. A few habits make compliance easy: know every minor's age, build schedules around the limits, train supervisors on off-limits equipment and review teen time records weekly. Doing this well also builds trust with parents and your community, which matters for a small business that hires locally.

Questions Managers Often Ask

"Can a 15-year-old work until 7:30 if they ask?" Not under federal law, except from June 1 through Labor Day, when the cutoff is 9 p.m. The rest of the year, it's 7 p.m.

"Does a 16-year-old need a break?" Federal law doesn't require meal or rest breaks, but some states require breaks for minors. Check your state's rules.

Track Teen Hours With Updoot

Updoot's employee time clock records every punch to the minute, so you can see exactly when teen employees clocked in and out. The payroll report shows hours for every employee each pay period, making it easier to review weekly totals and catch shifts that ran past allowed times.

Sources

• U.S. DOL: Fact Sheet #43, Child Labor Provisions for Nonagricultural Occupations
• U.S. DOL: Hazardous Occupations Orders for Nonagricultural Employment
• U.S. DOL: Youth Minimum Wage
• eCFR: 29 CFR 570.35, Hours of Work for Minors 14 and 15 Years of Age
• U.S. DOL: Breaks and Meal Periods

Frequently Asked Questions