By Mark Adams
With spring upon us, employers may be starting to plan for summer projects. For some, the hiring of summer help (often in the form of hiring minors) is part of those plans during their summer school vacations. If you are one of those employers, be mindful of your responsibilities.
Specifically, employers in Massachusetts, Connecticut, and Rhode Island must adhere to specific federal and state regulations when hiring minors during their summer vacations to ensure compliance with child labor laws designed to protect young workers. These regulations encompass obtaining necessary work permits, adhering to restrictions on work hours and prohibited occupations, and maintaining accurate records.
On a federal level, the Fair Labor Standards restrict the employment of 14- and 15-year-olds to working between 7 a.m. and 9 p.m. between June 1 and Labor Day with a maximum of 8 hours a day and 40 hours a week when school is not in session.
In Massachusetts, individuals under 18 are required to obtain a Youth Employment Permit before commencing work. Employers must keep these permits on file at the workplace. For minors aged 14-15, work hours are limited to between 7 a.m. and 7:00 p.m. (with the latter increasing to 9 p.m. from July 1 through Labor Day), with a maximum of 40 hours per week and 8 hours per day. Minors aged 16-17 may work between 6 a.m. and 11:30 p.m., up to a maximum of 9 hours per day and 48 hours per week. Additionally, minors are prohibited from engaging in hazardous occupations such as operating heavy machinery or handling certain dangerous equipment.
Connecticut mandates that minors aged 14-15 obtain working papers from their school before employment. They are permitted to work in specific roles, such as baggers or cashiers in retail settings, but are restricted from working during school hours and cannot exceed 40 hours per week or 8 hours per day during school vacations. Their working hours are confined to 7 a.m. to 7 p.m., extending to 9 p.m. from July 1 to the first Monday in September. Minors aged 16-17 can generally work up to 8 hours per day and 48 hours per week during summer vacations but are still prohibited from hazardous occupations and have limitations on night work hours that vary by industry.
In Rhode Island, minors aged 14-15 must obtain a Special Limited Permit to Work, which employers are required to keep on file. These minors are restricted from working during school hours and may not work before 6 a.m. until 9 p.m. during school vacations (though if the employer is covered by federal law, work is permitted from 7:00 a.m. until 9:00 p.m. from June 1 until Labor Day). They are limited to 8 hours per day and 40 hours per week. Minors aged 16-17 are not subject to hour limitations during school vacations. Hazardous occupations are also prohibited for all minors under 18.
Note that when school is in session, additional restrictions may apply when it comes to when work can be performed on a given day as well a lower maximum hours of work each day and week.
Employment of minors can have many benefits. Among them include:
- Enthusiasm and Fresh Perspectives
Young workers often bring energy, optimism, and a willingness to learn. Their fresh perspective can contribute to team creativity and offer new approaches to tasks or customer service. Their enthusiasm can also boost morale across the team. - Workforce Flexibility and Support During Peak Seasons
Hiring minors can help fill staffing gaps during busy periods like summer, weekends, or holidays. Since many minors seek part-time or short-term work, they are ideal for roles that don’t require long-term commitments. - Opportunity to Develop Future Talent
Employing minors allows businesses to shape potential long-term employees from an early stage. Through mentorship and training, employers can instill valuable workplace habits and skills. For industries facing labor shortages, building a pipeline of reliable, trained young workers can pay off in future retention and loyalty. - Positive Community and Brand Impact
Offering job opportunities to young people demonstrates a company’s investment in the local community and youth development. It enhances the business’s public image and can foster goodwill.
However, despite these benefits, employers need to be mindful of their responsibilities in hiring minors and therefore need to be vigilant in complying with these regulations to ensure the safety and well-being of minor employees. This includes obtaining and retaining the appropriate work permits, adhering to prescribed work hour limitations, avoiding the assignment of hazardous tasks, and maintaining accurate records of employment. Non-compliance can lead to significant legal consequences including fines and other penalties.