A work permit alone does not make a shift lawful; you must verify age, school hours, and permits first.
Key takeaways
- Verify the hire’s age and school calendar before scheduling any shift.
- Apply the age 14 and 15 hour limits unless WECEP or WSP is on file.
- In California, have the permit on file before the first shift.
- In New York, post the schedule and get any late-night permission.
- In Washington, mark the school week and check late supervision.
Check age, school hours and permits before a teen's first shift
The FLSA sets a federal baseline, but state laws can impose stricter standards. According to the U.S. Department of Labor, "Nothing in the FLSA excuses noncompliance with a state law that establishes a higher standard than that provided in the FLSA." This rule applies to nonagricultural work. Your first check is whether your state has a higher standard than the federal baseline. If it does, the state rule controls. You must check the specific state requirements for the location where the teen will work. Do not assume the federal rules are sufficient if your state has stricter age or hour limits.
Start by confirming the teen's exact age. Next, identify the school calendar for the teen's district. School days and school weeks have specific definitions that affect hour limits. Finally, verify if a work permit is required and if it is valid for the proposed shift.
Read the federal school-day limits and program exceptions
The U.S. Department of Labor sets the baseline for nonagricultural work for minors age 14 and 15. According to U.S. Department of Labor, these workers may work outside school hours in various nonmanufacturing, non-mining, nonhazardous jobs listed by the Secretary in regulations published at 29 CFR Part 570. The specific hour limits for this group are: no more than three hours on a school day, 18 hours in a school week, eight hours on a non-school day, or 40 hours in a non-school week.
Time restrictions apply to the start and end of the workday. According to U.S. Department of Labor, they may not begin work before 7 a.m. or work after 7 p.m., except from June 1 through Labor Day, when evening hours are extended until 9 p.m.
Exceptions exist for specific educational programs. According to U.S. Department of Labor, WHD's regulations provide some exceptions to these limitations on hours worked for 14 and 15 year olds enrolled in an approved Work Experience and Career Exploration Program (WECEP) or Work Study Program (WSP).
When reviewing a teen’s eligibility, verify if they are enrolled in a WECEP or WSP before applying the standard hour caps. If they are not enrolled in one of these approved programs, the three-hour school day and 18-hour school week limits apply strictly. Record the specific program status in your hiring file to determine which set of rules governs their first shift.
Check California permits and school-year renewal
California has specific permit requirements that differ from the federal baseline. According to the California Department of Industrial Relations, except in limited circumstances defined in law and summarized in the Child Labor Law Booklet, all minors under 18 years of age employed in the state of California must have a permit to work. This requirement applies broadly to minors in the state, with exceptions only where the law specifically defines them.
Before a minor begins working, the employer must possess a valid Permit to Employ and Work. The California Department of Industrial Relations states that prior to permitting a minor to work, employers must possess a valid Permit to Employ and Work. This is a pre-employment condition; the permit must be in hand before the first shift occurs.
The permit form has specific completion and signature requirements. According to the California Department of Industrial Relations, the form must be completed by the minor and the employer and signed by the minor's parent or guardian and the employer.
Permits have a strict expiration timeline tied to the school calendar. The California Department of Industrial Relations notes that permits issued during the school year expire five days after the opening of the next succeeding school year and must be renewed. If you hire a teen during the school year, mark the date the next school year opens and schedule the renewal process to occur within that five-day window. Failure to renew within this period leaves the employer without a valid permit.
For your next California teen hire, verify the permit is in the file before the first shift and calendar the renewal deadline based on the upcoming school year opening. See Teen hire permit paperwork checks in 4 states.
Filled reference table of four agencies' teen-hiring rules
The following table summarizes specific teen-hiring rules from four distinct government agencies. Each row lists a publisher, a key rule or definition drawn directly from that publisher's supplied fact, and the source URL. Use this table to compare federal baseline limits with specific state requirements for California, New York, and Washington.
| Publisher | Key Rule or Definition | Source URL |
|---|---|---|
| U.S. Department of Labor | Minors age 14 and 15 may work outside school hours in various nonmanufacturing, non-mining, nonhazardous jobs listed by the Secretary in regulations published at 29 CFR Part 570 under the following conditions: no more than three hours on a school day, 18 hours in a school week, eight hours on a non-school day, or 40 hours in a non-school week. | (U.S. Department of Labor) |
| California Department of Industrial Relations | Except in limited circumstances defined in law and summarized in the Child Labor Law Booklet, all minors under 18 years of age employed in the state of California must have a permit to work. | (California Department of Industrial Relations) |
| New York State Department of Labor | To work between 10 PM and midnight on a day before a school day, 16- and 17-year-olds need written permission from a parent or guardian and a certificate of satisfactory academic standing from their school. | (New York State Department of Labor) |
| Washington State Department of Labor & Industries | The work week for minors is Sunday through Saturday, and the school week is Monday through Friday. | ( Washington State Department of Labor & Industries) |
These four entries represent distinct jurisdictional requirements. The U.S. Department of Labor entry defines federal hour limits for ages 14 and 15, specifically noting the 3-hour school day cap and 18-hour school week limit. The California Department of Industrial Relations entry establishes a permit requirement for all minors under 18, with exceptions defined in law. The New York State Department of Labor entry specifies conditions for 16- and 17-year-olds working late on school days, requiring parental permission and academic standing certification. The Washington State Department of Labor & Industries entry defines the specific days that constitute a work week and a school week for minors.
Do not treat these four rows as a complete list of all state rules. Each row applies only to the jurisdiction named in the publisher column. For the next teen hire, verify which of these four jurisdictions applies to the teen's work location before assigning a shift. If the work location is not in California, New York, or Washington, or if the teen is not subject to the federal nonagricultural scope, this table does not provide the necessary eligibility check. Consult the specific agency guide for the relevant jurisdiction to confirm current requirements.
Use New York's posted schedule and Washington's school week
New York State Department of Labor requires employers to create and post a specific schedule for minor employees. The schedule must show the hours minors start and end work and the time allotted for meals, which New York State Department of Labor mandates be posted where workers can see it. See Meal break rules in 4 states for shift handoffs. This posted schedule serves as a visible reference for compliance with daily and weekly limits. For 16- and 17-year-olds, working between 10 PM and midnight on a day before a school day requires written permission from a parent or guardian and a certificate of satisfactory academic standing from their school, according to New York State Department of Labor. If a minor works in two or more places in the same day or week, the total time of work may not exceed the daily or weekly maximum, as stated by New York State Department of Labor. This combined-hour rule means recruiters must verify if a teen holds another job before assigning shifts.
Washington State Department of Labor & Industries defines the work week for minors as Sunday through Saturday, and the school week as Monday through Friday, according to Washington State Department of Labor & Industries. A key distinction in Washington is that weeks with any amount of school time are considered a school week, according to Washington State Department of Labor & Industries. This definition applies even if school is only partially in session during that week. Recruiters must check the specific school calendar for the teen’s location to determine if a week qualifies as a school week under this standard.
When planning shifts in New York, verify the posted schedule includes meal times and start/end hours. For late-night shifts before school days, collect the required written permission and academic certificate.
Record the specific school week definition for Washington and the posted schedule requirement for New York in your hiring file. Mark any missing academic certificates or parent permissions as UNKNOWN before the first shift. Check if the teen has other employment to calculate combined hours. Use these state-specific definitions to adjust your scheduling examples accordingly.
Note adult supervision and exception proof
The Washington State Department of Labor & Industries notes that minors working past 8 p.m. in service occupations must be supervised by a responsible adult employee who is on the premises at all times ( Washington State Department of Labor & Industries). When a minor works under any of these exceptions, employers should request documentation as proof ( Washington State Department of Labor & Industries). Record whether the proposed shift falls under such an exception and note if documentation has been requested.
Illustrative example
A 15-year-old works 3 school-day hours and stops at 7 p.m. Adding 3 hours to a 15-hour school week reaches 18.
For the next teen hire, record age, school calendar and proposed shift; compare the relevant quoted rules and mark missing permit or exception evidence UNKNOWN before assigning the shift. See Minor-hire paperwork checks across 4 states.
Teen hiring FAQ
What federal limits apply to minors age 14 and 15?
Minors age 14 and 15 may work outside school hours in various nonmanufacturing, non-mining, nonhazardous jobs listed by the Secretary in regulations published at 29 CFR Part 570. The conditions include no more than three hours on a school day, 18 hours in a school week, eight hours on a non-school day, or 40 hours in a non-school week, according to U.S. Department of Labor. These limits apply to the specific job categories defined in that regulation.
When does a California school-year permit run out?
Permits issued during the school year expire five days after the opening of the next succeeding school year and must be renewed, according to California Department of Industrial Relations. This expiration rule applies to permits issued during the school year.
Does New York count hours worked for two employers together?
Yes, if a minor works in two or more places in the same day or week, the total time of work may not exceed the daily or weekly maximum, according to New York State Department of Labor.
Does a partly closed school week count as a school week in Washington?
Weeks with any amount of school time are considered a school week, according to Washington State Department of Labor & Industries. This definition applies regardless of how much school time occurs during the week.
When does Washington require an adult on a late service shift?
Minors working past 8 p.m. in service occupations must be supervised by a responsible adult employee who is on the premises at all times, according to Washington State Department of Labor & Industries. This supervision requirement applies specifically to minors in service occupations working after 8 p.m.