Child Labor Law Attorneys in California

In California, 14 is the general minimum age for many non-agricultural jobs, but minors under 14 may work only in narrow exempt categories, such as certain entertainment work, household or casual work, newspaper delivery, parent/guardian domestic work, or limited agricultural settings. Minors aged 12 and 13 may work in limited agricultural settings under specific conditions. Children under 12 are generally prohibited from employment outside of the entertainment industry, which has its own separate permitting requirements through the California Division of Labor Standards Enforcement. The minimum age rules exist to protect children from missing school and from work that could harm their health or development.

The number of hours a minor may work in California depends on their age and whether school is in session. Minors aged 14 and 15 may work a maximum of 3 hours per day on school days, no more than 18 hours per week during the school year, 8 hours per day on non-school days, and up to 40 hours per week when school is not in session. Minors aged 16 and 17 may work up to 4 hours per day on school days, 8 hours per day on non-school days, and up to 48 hours per week when school is not in session. These limits are strictly enforced under California law, and employers who exceed them may be subject to penalties.

California law sets specific evening curfews for working minors. Minors aged 14 and 15 may not work past 7pm during the school year, and this curfew extends to 9pm on June 1 through Labor Day. Minors aged 16 and 17 may generally not work past 10pm on nights before a school day. On nights before a non-school day, the permitted hours may extend further depending on the industry, but even then restrictions apply. Employers who allow or require minors to work past these hours are in violation of California child labor law regardless of whether the minor or their parent agreed to the schedule.

Partially, but the exemption is limited. California does not give parents a blanket right to employ their minor children in any job or business without complying with child labor rules. Parent or guardian employers may have limited exemptions for certain domestic work connected with premises they own, operate, or control, but parent employers generally still must follow occupational restrictions, and minors may not be placed in hazardous work. In many business settings, including manufacturing, mercantile, or other enterprises, work permits may still be required. Because the family-business rules are fact-specific, parents should review the applicable California restrictions before employing their child.

Document everything you are aware of as soon as possible, including the hours your child has been working, any tasks they have been assigned, and any communications between your family and the employer. Keep copies of pay stubs, any work permit documents, and the employer's schedule. You can file a complaint with the California Division of Labor Standards Enforcement (DLSE), which is the agency responsible for enforcing child labor laws in California. You may also speak with a child labor law attorney who can evaluate whether violations occurred, advise on your legal options, and represent your family if action needs to be taken. A free case evaluation with LFECR carries no cost and no obligation.

In most cases, no. Except for limited exemptions. California requires a valid Permit to Employ and Work before a minor under 18 may begin employment. Work permits, sometimes called Employment Certificates or Permits to Employ, are issued by the minor's school district and must be renewed at the beginning of each school year. If a minor does not have a permit on file with the employer, the employer is operating in violation of California law from the moment the minor begins working. Operating without a valid permit is itself a child labor violation, separate from any violations involving hours, conditions, or wages.