As summer approaches, many employers begin filling seasonal positions. Students looking for work can provide valuable support while gaining real-world experience. Before bringing minors onto your team, however, it is important to understand the rules that apply to youth employment in Pennsylvania.
State and federal child labor laws establish requirements for work permits, work schedules, and job duties. Taking time to review those requirements before hiring can help employers avoid costly mistakes later.
Work Permits Come First
Most individuals under age 18 must obtain a valid employment certificate, often called a work permit, before they begin working.
Pennsylvania generally prohibits employment of children younger than 14, although a few exceptions exist. Employers should confirm that proper documentation has been secured before a minor’s first day on the job.
Understand Scheduling Limitations
Child labor laws place limits on both the number of hours minors can work and the times of day they may be scheduled.
Rules for All Minors Under 18
Regardless of age, minors may not work more than six consecutive days in a workweek. Employers must also provide an uninterrupted 30-minute meal period no later than five consecutive hours into a shift.
Employees Ages 14-15
For workers in this age group, permitted work hours generally fall between 7 a.m. and 7 p.m. During the summer period from June 1 through Labor Day, evening hours may extend until 9 p.m.
Additional restrictions apply during the school year. These employees may work up to three hours on a school day and 18 hours during a school week. When school is not in session, they may work as many as eight hours in a day and 40 hours in a week.
Employees Ages 16-17
Older minors have greater scheduling flexibility. Pennsylvania allows these employees to work between 6 a.m. and midnight. On Fridays, Saturdays, and nights before a school vacation, work may continue until 1 a.m.
During a regular school week, most 16- and 17-year-olds are limited to 28 hours of work. When school is out, they may work up to 10 hours per day and 48 hours per week.
Job Duties Matter Too
The age of a worker is only one part of compliance. Certain tasks are considered too hazardous for minors under state and federal law.
This issue often affects employers in manufacturing, construction, food service, warehousing, and similar industries. Before assigning responsibilities, employers should review applicable restrictions and verify that young workers are not performing prohibited duties.
Why Compliance Deserves Attention
The rules surrounding youth employment have not changed significantly in recent years, but enforcement activity has increased. Regulators are paying closer attention to scheduling records, work permits, and the duties assigned to minors.
A careful review of hiring practices today can help prevent problems tomorrow. Clear procedures, supervisor awareness, and accurate documentation all contribute to a successful summer employment program.
Hiring young workers can benefit both employers and students. Understanding the requirements in advance helps create a positive experience while keeping your organization compliant.
This article was originally written by Alyssa Finegan for The MBA’s Business Magazine and can be read here.