 | ||
Hiring a teen worker under 18 in non-agricultural jobs
These requirements also apply to teens working in their family's business in non-agricultural settings.
Steps a business must follow
- Obtain a Minor Work Permit endorsement through your Master Business License Application prior to hiring a minor. Go to the Department of Licensing - Master Business License web site or any L&I office. You must post your Master Business License with current minor work permit endorsement. This must be renewed annually.
- Obtain a Parent/School Authorization Form (F700-002-000) (249 KB PDF). Before employing a minor, you must have the minor's legal guardian and school (during the school year) complete the Parent/School Authorization form and keep it in your files. This form is sent to employers with the renewal of the minor work permit, or they can obtain it from L&I. They must keep the completed form on file. It must be renewed annually. When school is not in session, a school signature is not required.
- Obtain proof of minor's age. You must keep proof of age on file. Examples include a copy of a birth certificate or driver's license, or a witnessed statement of the parent or legal guardian.
- Keep employment records for 3 years after you hire a minor. You must keep information such as employee name, address, occupation, dates of employment, rate(s) of pay, amount paid each pay period and the hours worked. These records must be available to the employee on request at any reasonable time.
Questions and answers about hiring teens
- Can employers hire a minor under the age of 14?
Under very limited circumstances, where the federal laws do not apply, it is possible to hire a minor under 14. Please see the Employing Minors Under 14 Fact Sheet and accompanying forms (F700-117-000) (674 KB PDF).
- Can employers seek variances to the minor work rules?
Variances will be allowed for "good cause," i.e., to meet a bona fide business need that only a teen worker can fill, when the business can show that the variance will not harm the minor's health, safety, welfare and school performance.
More information about variances and how to get them. - What is a special variance?
A special variance allows 16- and 17-year-olds to work up to 28 hours per week and up to 6 hours in a day. This can only be done with approval from the authorized school official and the parent. This form must be signed by the business, the parent or legal guardian, the school, and the student. School officials should not sign this form if the student's progress indicates additional hours would be detrimental to school performance. The form must be renewed annually. The form is part of the Parent/School Authorization form (F700-002-000) (249 KB PDF).
More information about special variances and how to get them. - Are there penalties for violating minor work rules?
Yes! The Department of Labor and Industries can fine businesses who do not follow these requirements.
- What else does an employer need to know about hiring teens?
Adolescence is a time of rapid change and learning. A few “tips” can help keep them safe in the workplace:
- Teens are entitled to a safe and healthy work environment just as adults do. Follow all the health and safety requirements. If assistance is needed, contact a WISHA health and safety consultant in your area.
- Teens are entitled to workers’ compensation the same as adults.
- Teens require increased supervision and lots of repetition to learn new skills.
- Teens should be encouraged to ask questions and ask for assistance if they are unsure of how to do assigned tasks.
For more detail, see Washington Administrative Code:
Non-agricultural Employment of Minors (WAC 296-125)
