Child Labour Laws: What UK Businesses Need to Know About Employing Young Workers

If your business is considering hiring young people-perhaps for holiday work, apprenticeships, or to help out during peak times-it’s natural to be excited about giving someone their first step into the working world. But as an employer, you’re also responsible for understanding and applying the complex rules that govern the employment of children and young people in the UK.

Child labour laws can look like a minefield if you’re not familiar with them. But don’t stress-with the right research and guidance, you can confidently ensure that you’re compliant and protecting both your business and your young staff members from day one. In this guide, we’ll break down in plain English what UK businesses need to know about hiring young workers, from minimum ages and permitted work hours, to licensing, contracts, and best practices for staying on the right side of the law.

Let’s get started on ensuring your business is both well-supported and legally protected as you provide valuable opportunities for the UK’s next generation of workers.

What Are Child Labour Laws in the UK?

UK child labour laws are designed to safeguard the health, education, and welfare of young people in the workplace. In a nutshell, these laws set out:

• The minimum age at which children and young people can work
• The type of work they can and cannot do
• The hours they are allowed to work, including daily and weekly limits
• Health and safety obligations for employers
• The documentation and permits needed before employment starts

The main pieces of legislation that cover these points are the Children and Young Persons Act 1933, the Education Act 1996, and the Working Time Regulations 1998. Local councils also have specific bylaws that may affect your business-the rules can vary, so it’s important to check what applies in your area.

Before you even consider putting a young person on your payroll, let’s walk through the legal essentials, step by step.

What Is the Minimum Age for Employing Young Workers?

In the UK, the rules around the minimum working age are strict and must be followed to avoid penalties.

• Children under 13: It’s illegal to employ anyone under the age of 13 for any kind of work, paid or unpaid, except in specific areas like entertainment (which requires a special licence).
• Children aged 13-16: Children can legally start light work at 13, but this is subject to strict limits on the type of work and hours. They must still be in full-time education until the end of statutory school age (usually the last Friday in June of the school year when they turn 16).
• Young workers aged 16-17: Once a young person has reached school leaving age, they can work longer hours, but specific protections and restrictions remain in place. At this age, they’re classed as “young workers.”

What Counts as “Work” Under Child Labour Laws?

Work isn’t just about formal jobs-it covers any paid or unpaid role, including casual work, helping in a family business, or even work experience placements.

If you’re thinking about offering work experience or placements to young people, make sure to check if those arrangements fall within the definition of “employment” under the law-you may still have legal obligations for health, safety, and working hours.

What Work Can Young People Legally Do?

Child labour laws are there to protect children from exploitation and dangerous work. That means not all jobs are open to those under 16, and there are strict types of work that are off-limits.

• Permitted work for 13-15 year olds: Light work only, such as office work, shop work, newspaper delivery, or working in a café or restaurant (but not cooking, serving alcohol, or using dangerous equipment).
• Prohibited work: Children and young people are not allowed to work in industrial settings, construction, factories, or any job that could be harmful to their physical or mental health. They can’t serve alcohol, operate heavy machinery, or work with hazardous substances.
• Special rules apply for employment in medical settings, hospitality, and delivery services, so always consult the relevant codes and seek legal advice for high-risk industries.

For a summary of industries and specific age-related restrictions, your local council’s website will typically provide a downloadable guide. Always double check the permitted roles before advertising or offering a job to someone under 18.

What Are the Legal Working Hours for Children and Young Workers?

The limits around working hours for young people are perhaps the most important aspect of UK child labour laws, and one of the easiest ways for well-meaning businesses to accidentally break the rules. Here’s what you need to know:

• School term time for under 16s:
  • Maximum 12 hours per week
  • No more than 2 hours on a school day, or on Sundays
  • No more than 5 hours on a Saturday (aged 13-14) or 8 hours (aged 15-16)
• School holidays for under 16s:
  • Maximum 25 hours per week (aged 13-14)
  • Maximum 35 hours per week (aged 15-16)
  • Maximum 5 hours per day (13-14) / 8 hours per day (15-16)

• Young workers aged 16-17:
  • Maximum 8 hours per day, 40 hours per week
  • No work at night (between 10pm-6am or 11pm-7am depending on the job), with certain exceptions
  • Minimum 30 minutes break after 4.5 hours of work
  • At least 12 hours’ rest between shifts

It’s essential to keep accurate records of hours worked and to ensure no young person is asked to exceed these limits-even during busy seasons.

Are There Any Registration or Licensing Requirements for Employing Young People?

Yes. Beyond usual right to work checks, most local councils require you to obtain an employment permit or registration certificate before employing a child under 16-even for a Saturday shop job or paper round.

• Permits are usually needed for every employed child and must be applied for before they start work.
• The application process typically involves submitting the employer’s details, the child’s intended job description, expected work schedule, and evidence of parental consent.
• If you don’t get a permit or fail to comply with working hour limits, you could face fines or enforcement action.

For young people in entertainment or performance industries, additional licensing and chaperone requirements may apply, often involving a separate application process.

If your business hasn’t employed young workers before, it’s wise to reach out to your local authority for a summary of all relevant bylaws and registration requirements.

What Contracts or Legal Documents Do I Need for Young Employees?

Just like with adult employees, having clear and professional employment contracts is crucial when hiring young workers. The contract should clearly set out:

• The job role and duties
• Pay (including how much and when it’s paid)
• Hours of work (in line with legal limits)
• Notice periods for ending employment
• Any additional rules - such as uniform, code of conduct, or health and safety protocols

Make sure the contract uses age-appropriate language and is understood by both the young person and their parent or guardian. For more on drafting contracts that protect your business and meet regulatory requirements, check our detailed guide to employment documents and policies.

It’s also important to include appropriate policies on health, safety, and safeguarding, especially if the position involves lone working or direct customer contact.

Do I Need to Pay Minimum Wage to Young Workers?

Yes, but the rates are different for each age band:

• Children under 16: There is no legal minimum wage. However, it’s good practice to pay fairly and in accordance with industry norms.
• 16-17 year olds: Entitled to the National Minimum Wage for their age group.
• Apprentices: Apprentices under 19, or in the first year of their apprenticeship, have a separate minimum wage rate.

Be sure to keep up-to-date with current wage rates on the government’s minimum wage guide-non-compliance can result in fines, back-pay claims, and reputational damage.

What Are My Health and Safety Duties for Young Employees?

Employing young people means taking special care to protect their health, safety, and welfare. As an employer, you must:

• Carry out a specific risk assessment before a young person starts work
• Remove or control risks that are heightened for young workers due to their age or inexperience
• Provide training and supervision appropriate for their age
• Ensure the workplace is safe, with access to adequate break facilities and welfare provisions

Young people may not always recognise risks or may be less likely to speak up. It’s vital to foster an open environment where they feel comfortable raising questions or concerns.

For step-by-step advice on this, see our guide to health and safety obligations for UK businesses.

What Additional Laws Might Affect Employing Young People?

Alongside the legislation already mentioned, other key areas of law you’ll need to consider include:

• Data Protection (GDPR): If you collect, store, or share personal information about your employees (including young workers), you must comply with the UK GDPR and Data Protection Act 2018.
• Discrimination Law: It is unlawful to discriminate based on age, sex, race, disability, or other protected characteristics, including when hiring or managing young people. Review your recruitment and welfare policies to ensure fairness.
• Parental Consent and Safeguarding: For younger staff, obtaining written parental consent is often required. Safeguarding measures may need to be in place, especially for jobs involving close adult supervision or contact with children.

If you’re considering more complex arrangements such as apprenticeship schemes or flexible working for students, additional regulations may apply, so specialist advice is always a good idea.

What Are the Risks of Not Following Child Labour Laws?

Non-compliance with child labour laws is taken very seriously in the UK. Risks include:

• Heavy fines and potential criminal prosecution for employing children illegally
• Being barred from employing children in future
• Claims for unpaid wages or unfair treatment
• Reputational damage to your business
• Cancellation of permits or forced closure for serious breaches

But by getting your legal foundations right from the start, you’re protecting both your business and the young people you employ-setting everyone up for success.

Key Takeaways: Employing Young Workers and Child Labour Laws

• Child labour laws in the UK set out strict rules on the age, type of work, and hours under-18s can work.
• Most councils require registration or permits to employ anyone under 16-always check your local requirements before hiring.
• Employment contracts, fair pay, and robust health and safety procedures are essential for all young staff.
• Comply with UK GDPR, anti-discrimination, and safeguarding laws when employing children or young people.
• Get specialist legal advice for industries with extra risks-like hospitality, entertainment, or apprenticeships.
• Addressing these legal requirements upfront protects your business from costly penalties and supports your young team’s development.

If you want to make sure your business is compliant with child labour laws and ready to safely employ young workers, we’re here to help. You can reach us at 08081347754 or team@sprintlaw.co.uk for a free, no-obligations chat about your specific situation.