In most cases, the legal age to get a job in California is 14. State and federal child labor laws set additional rules based on a worker’s age, the type of job, school attendance, and the time of year. Minors usually need a work permit, and employers must follow limits on work hours and duties. A few narrow exceptions allow younger children to work in specific circumstances, such as entertainment or certain agricultural jobs.
California’s Minimum Age for Employment
Most nonagricultural jobs in California are open to minors starting at age 14. This can include many entry-level positions in retail, food service, recreation, and other workplaces, provided the job is lawful for a minor and the employer follows applicable restrictions.
Age 14 is not a blanket permission to do any job. Rules become less restrictive as a minor gets older, but some occupations and tasks remain off-limits to workers under 18. Employers also have to comply with school-attendance requirements, permit rules, and limits on working hours.
California and federal law can both apply. When their requirements differ, employers generally must follow the rule that provides the greater protection to the minor. The federal Fair Labor Standards Act (FLSA) generally prohibits most nonagricultural employment under age 14, with exceptions for specific activities.
Do Minors Need a Work Permit in California?
In most cases, a minor under 18 must obtain a work permit before starting a job. The permit process typically involves the employer, the minor, and the minor’s school. A young person usually receives a statement of intent to employ from the prospective employer, then submits it to the school district or authorized school official for approval. The school issues the permit if the requirements are met.
California’s permit process applies during the school year and, generally, during school vacations. A permit may specify the employer, job, and permitted hours. Employers should keep the required permit records and should not let a minor begin work before authorization is in place.
Work permits are generally not required for minors who have graduated from high school or earned an equivalent credential, subject to applicable rules. Since permit procedures can vary by school district, families and employers should check with the minor’s school or the California Division of Labor Standards Enforcement (DLSE) before work begins.
Work Hour Limits by Age
California limits both the number of hours minors can work and the times of day they can work. The rules depend on age and whether school is in session. The limits below describe common state rules; specific exceptions and stricter federal requirements may apply.
| Age | When school is in session | When school is not in session | Typical permitted hours |
|---|---|---|---|
| 14–15 | Up to 3 hours on a school day and 18 hours in a school week | Up to 8 hours a day and 40 hours a week | Usually 7 a.m. to 7 p.m.; until 9 p.m. from June 1 through Labor Day |
| 16–17 | Up to 4 hours on a school day and 48 hours in a school week, subject to school-day rules | Up to 8 hours a day and 48 hours a week | Generally 5 a.m. to 10 p.m. before a school day, with a later limit when the following day is not a school day |
These are general limits, not a substitute for checking the rules that apply to a particular schedule. For example, California law may allow a 16- or 17-year-old to work until 12:30 a.m. before a day when school is not scheduled. A school or work permit can also impose tighter limits.
For 14- and 15-year-olds, federal law generally limits work to three hours on a school day, 18 hours in a school week, eight hours on a nonschool day, and 40 hours in a nonschool week. Federal rules generally allow work only between 7 a.m. and 7 p.m., extended to 9 p.m. from June 1 through Labor Day. California requirements should be checked alongside those federal limits.
Minors must also meet California’s compulsory education requirements. Work cannot interfere with legally required school attendance, and a minor’s permitted schedule may depend on enrollment, the school calendar, and any applicable work permit conditions.
Jobs Minors Cannot Do
Child labor laws prohibit minors from doing certain hazardous work. The restrictions are particularly important for workers under 18, who may not perform many tasks involving dangerous equipment, hazardous substances, or high-risk environments—even if the minor has a work permit or the employer is willing to hire them.
Depending on age and the task, prohibited work may include operating or cleaning certain power-driven machinery, using explosives, roofing, excavation, logging, and operating some motor vehicles on public roads as part of a job. Federal law also restricts minors from working in many mining, manufacturing, and hazardous occupations. The exact rules depend on the equipment, duties, and applicable state and federal regulations.
Some jobs that seem routine can include restricted duties. For instance, a minor might be permitted to work in a restaurant but prohibited from operating specific powered equipment. Employers should define the minor’s duties clearly and review the relevant regulations rather than relying only on the job title.
Rules for 14- and 15-Year-Old Workers
Workers ages 14 and 15 have tighter limits than older teens. They can perform many permitted, nonhazardous jobs, but federal rules generally exclude them from manufacturing, mining, and most processing occupations. Their work duties must be appropriate for their age and must not interfere with school.
Examples of jobs that may be available, depending on the duties and employer, include cashiering, shelving, office work, tutoring, and certain food-service tasks. A job’s eligibility depends on what the worker actually does. For example, some cooking or baking work and the operation of certain machines may be restricted for this age group.
Employers should check both the federal list of permitted occupations for 14- and 15-year-olds and California requirements. A general description such as “restaurant worker” or “store assistant” is not enough to determine whether every assigned task is legal.
Rules for 16- and 17-Year-Old Workers
At age 16, a minor can generally work in a wider range of jobs than a 14- or 15-year-old, and work-hour limits are less restrictive. However, 16- and 17-year-olds remain subject to hazardous-occupation restrictions. A work permit and any school-related requirements may still apply until the worker turns 18 or qualifies for an exception.
Employers should not assume that a teen can perform a restricted task just because the teen has experience, training, or parental permission. Child labor restrictions are legal requirements, not simply workplace preferences. Some laws provide narrow exceptions for particular circumstances, but those exceptions have specific conditions.
Can Children Under 14 Work in California?
Most children under 14 cannot be employed in ordinary jobs. However, limited exceptions exist. One widely recognized exception is work as an actor or performer in film, television, theater, or other covered entertainment. Such employment is subject to special state rules, including requirements that may involve permits, work hours, education, and protections for a child’s earnings.
Other narrow exceptions may apply to activities such as casual babysitting or certain agricultural work, depending on the child’s age, the type of work, parental involvement, and applicable state and federal law. These exceptions should not be treated as general permission for a child to take a regular job. Requirements can differ substantially between entertainment, farm work, and other activities.
Because under-14 exceptions are specialized, parents and employers should confirm the requirements with the DLSE and, where federal law applies, the U.S. Department of Labor before arranging employment.
Pay, Breaks, and Other Workplace Protections
Minor workers are generally entitled to California workplace protections, including applicable minimum wage, overtime, and meal and rest break rules. Being under 18 does not automatically mean a worker can be paid less than the applicable minimum wage. Some narrow exceptions or special wage orders may apply, so employers should verify the rules for the job and location.
California’s minimum wage can change, and some cities and counties set higher local rates. Certain industries may also have special wage requirements. Workers can check current state and local rates through the California DLSE minimum wage page. Employers must comply with the rate that applies to the specific workplace.
Meal and rest break obligations depend on the length and timing of a shift and applicable law. A minor’s work schedule must also stay within child labor limits; providing a break does not make an otherwise prohibited shift legal. Employers should keep accurate time and pay records for minor employees.
How to Check Whether a Job Is Legal
Before a minor starts work, the employer and family can use a short compliance checklist:
- Confirm the worker’s age and identify the state and federal rules that apply.
- Get the required work permit and follow any conditions listed on it.
- Review the actual duties to make sure no restricted or hazardous tasks are assigned.
- Set a lawful schedule that meets daily, weekly, and time-of-day limits and does not conflict with school.
- Verify pay and breaks under current state, local, and federal requirements.
- Keep records of permits, hours, duties, and wages as required.
For official guidance, consult the California child labor law pamphlet and the U.S. Department of Labor’s child labor guidance. When a job involves unusual duties, farm work, entertainment, or a child under 14, checking with the relevant agency before employment begins can help prevent violations and protect the young worker.