UK Employment Laws: Hiring Young Workers and Understanding Minimum Age Rules

Hiring young people is an incredible way to bring fresh energy, new perspectives, and enthusiasm into your business. Whether you’re running a local café, a growing retail startup or an online e-commerce business, employing workers under 18 means you need to pay close attention to a unique set of legal rules in the UK.

But with all the opportunity comes responsibility-especially when it comes to understanding the minimum age for employment, what hours young people can legally work, and how to keep your workplace compliant. If you’re unsure where to start, don’t stress: with the right research and planning, you can create a safe, positive experience for both your business and your young hires. Let’s break it all down.

What Is the Minimum Age for Employment in the UK?

The first question most employers (and many parents or young people themselves) ask is: How old do you have to be to work in the UK?

• In most circumstances, the minimum age to work in the UK is 13 years old.
• This is set out in the Children and Young Persons Act 1933, but local authorities may have their own additional rules on what type of work children can do before 16.
• No one under 13 can be legally employed, except in limited areas like television, theatre, modelling or similar work (and even then, children need a special performance licence).

Once a young person turns 13, they can start working part-time in certain roles-think of newspaper rounds, some shop work or helping out in a family business. But very strict limitations kick in for under-16s. Once someone is 16, different legal rules apply, although there are still important protections until they turn 18.

If you’re considering employing anyone under 18, you’ll want to check both national guidance on legal working ages and your local council's bylaws (which sometimes have additional rules about permitted hours, registration, and required permits).

Who Counts As a “Young Worker”-And Why Does It Matter?

In UK law, employment rules for under-18s depend on both age and employment status. Let’s clarify some common terms:

• Child workers: Anyone under 16 and still of compulsory school age.
• Young workers: Aged 16 or 17, having moved past compulsory school age (often year 11) but not yet 18.
• Employee vs Worker: “Employees” have more rights and responsibilities than “workers.” Most part-time hires will count as workers, but your documentation (such as an employment contract) should make it clear whether someone is an employee or not.

Why does this matter? Employee status comes with more legal rights (think paid holiday, statutory sick pay, maternity/paternity leave) and a higher level of employer obligation. For most young hires, it's vital you clarify their status before offering them work-especially if they're on a casual, zero-hours, or agency arrangement.

What Is the Minimum Age for Full-Time Work?

A common question is whether 16 or 17-year-olds can work full-time in the UK. Here’s how it works:

• Under 16: Full-time work isn’t allowed. There are strict legal limits on both hours and type of work.
• 16 and 17-year-olds: Once they finish compulsory school, young people may work up to 40 hours a week, but there are extra restrictions on their shifts, night work and required breaks (see below).

While 16-year-olds can work close to full-time hours, employers need to follow working time regulations and extra protections set out for anyone under 18. Read on for the details.

What Work Can Children Under 16 Do?

If you have someone aged 13–15 interested in joining your business, make sure:

• They only perform work permitted by your local council rules (Certain roles-like work in pubs, betting shops or jobs involving harmful substances-are off-limits.)
• They have a work permit issued by the local authority if required
• The work doesn’t interfere with their schooling or health
• You closely follow hours of work restrictions for under 16s

Check your local authority’s bylaws and get parental consent. Penalties for employing children outside the law can be severe.

What Are the Working Hours and Rest Break Rules for Under 18s?

The Working Time Regulations set clear limits on the hours under-18s can work and the breaks they are entitled to.

For 13–14 Year Olds

• No more than 2 hours on a school day or Sunday
• No more than 5 hours on a Saturday (during school term)
• During school holidays, up to 5 hours on weekdays and Saturdays
• No more than 12 hours per week during term time
• Maximum 25 hours per week during holidays (13–14), 35 hours for 15–16
• Must have a break of at least one hour after four hours of work

For 15–16 Year Olds

• No more than 8 hours per day (holidays)
• Same weekly and daily rules as above, but up to 35 hours per week during holidays
• No working before 7am or after 7pm
• No more than two hours on a school day or Sunday

For 16–17 Year Olds (“Young Workers”)

• No more than 8 hours a day or 40 hours per week
• No night work (between 10pm–6am, unless in certain jobs and with proper risk assessment)
• At least 12 consecutive hours' rest in every 24-hour period
• At least two days off per week (can be averaged over two weeks)
• At least a 30 minute break if a shift lasts more than 4.5 hours

So, to answer questions like “Can a 17-year-old work full time?” or “How many hours can you work at 17?”: You can employ 16 or 17-year-olds for up to 40 hours weekly, but with strict rest break and night work limits. If you’re wondering about “breaks for under 18s”, make sure every shift over 4.5 hours includes a half-hour break.

National Minimum Wage for Young Workers

When you hire young workers, you’ll need to pay at least the National Minimum Wage rate appropriate to their age bracket. Rates change every April, so always check the current official table for up-to-date amounts.

• Apprentices: Minimum apprentice wage applies (if under 19 or in first year of apprenticeship)
• Under 18: The “young worker” rate applies for 16–17 year olds
• Once an employee turns 18, higher “adult” rates start to apply

Don’t forget: payment below the minimum wage is illegal, and HMRC can take action if you fall short. It’s also worth noting that there’s no piece rate exception-you need to pay the hourly minimum even if the job is “per task.”

Record-Keeping and Compliance: What Does the Law Require?

Hiring anyone under 18 comes with extra employer compliance rules. You must keep suitable records, such as:

• Name, date of birth and address of each young worker
• Dates and times worked (including start and end, and total hours)
• Details of any night work and risk assessments if night shifts are worked (rare exceptions only)
• Records of health checks before and during employment (if your work has health risks or offers night work)

These records must be kept for at least two years and be available for inspection by HMRC or local authorities.

For more detail on what employment documentation you’ll need for any worker, check out our legal checklist for employing staff.

What About Equal Treatment and Non-Discrimination?

Age is a protected characteristic in the UK under the Equality Act 2010. This means you cannot discriminate against staff because of their age-whether they’re young or old.

When hiring under 18s, make sure you:

• Pay the appropriate minimum wage and never underpay based on age
• Treat young people fairly and include them in staff development opportunities
• Are mindful not to set arbitrary “minimum ages” for roles unless there is a legal justification (for example, serving alcohol at 18+)

For more on your obligations, visit our guide: All About Employers’ Liability in the UK.

Hiring Checklist: 6 Steps for Employing Under 18s

Here’s a quick roadmap for bringing young staff on board compliantly:

1. Check age and suitability – Confirm age with ID, verify permitted roles, and check local council bylaws for your area.
2. Obtain required consents – Get written parental consent and, if under 16, ensure a work permit from the local authority.
3. Issue an appropriate employment contract – Lay out status (employee/worker), hours of work, pay rate, rest break entitlements, safety policies, and parental contact details.
4. Set up payroll and keep accurate records – Maintain all required compliance documentation for at least two years.
5. Conduct a risk assessment – Make sure your workplace is safe and the work is appropriate for their age and experience.
6. Train and supervise – Provide proper induction, cover health and safety, and set clear expectations about shift patterns and breaks.

For contract templates and support, see our employee onboarding guide.

What Types of Jobs and Hours Are Off-Limits?

It’s important to remember you cannot employ young people (under 16) in jobs considered hazardous, such as:

• In pubs, betting shops or casinos
• Near harmful machinery or chemicals
• Delivering milk (before 7am/after 7pm unless accompanied by an adult)
• On industrial sites, building sites, or any job affecting their health, safety, or education

The list is even stricter for under 15s, and you should always check your local authority’s specific restrictions before making an offer.

Frequently Asked Questions About Hiring Young Workers

• Can you work at 15 in the UK? Yes, but only certain jobs and strict hours; check council rules.
• Can a 16 year old work full time? They can work up to 40 hours a week, with restrictions on night work and required rest breaks.
• Can 17 year olds work full time? Yes, under the “young worker” rules (max 40 hours/week), but not night shifts in most cases.
• What age can you work in the UK? The legal minimum is generally 13, but most normal jobs start at 16, and some at 18.
• Hours of work for under 18s? No more than 8 hours per day or 40 per week for 16–17s; stricter limits under 16 with strict rules for breaks and rest.

What Else Should I Consider for Under 18 Employees?

Hiring young people brings fresh talent, but it’s up to you to create a safe, nurturing environment. Here are some additional tips:

• Supervision and Training: Provide more supervision and regularly check in. Young workers may lack experience in workplace risks.
• Safeguarding: Make sure you meet safeguarding obligations, particularly if you work with children or vulnerable adults.
• Benefits and Growth: Offer meaningful opportunities for learning, development and (if their school or college allows) progression to more hours when they reach 18.
• Review Policies: Keep your workplace workplace policies up to date-especially relating to bullying, discrimination, and health & safety.

You may also want to review your contractor terms and conditions if you engage freelancers or occasional workers under 18.

Key Takeaways

• The minimum age to work in the UK is generally 13, but strict extra rules apply until the worker is 18.
• 16–17 year olds can work up to 40 hours per week (not full-time night shifts), but must have regular rest and breaks.
• You must pay at least the National Minimum Wage appropriate to the age band, and keep your rates updated annually.
• Be careful to keep all required records-including hours worked, permits and health assessments-for at least two years.
• Avoid any discrimination on the basis of age and treat all employees fairly in line with the Equality Act 2010.
• Always check local council bylaws, get the right permits, and communicate openly with both parents and young workers.
• When in doubt, seek legal advice to ensure your contracts and employment practices for young staff are compliant.

Need Help With Employing Young Workers?

Setting up your legal compliance for young workers doesn’t need to be overwhelming – but getting it wrong can be costly. If you’d like tailored advice on hiring under 18s, working hours, or employment contracts, Sprintlaw’s legal experts are here to help.

Reach us for a free, no-obligations chat at 08081347754 or team@sprintlaw.co.uk, and we’ll help you lay a solid legal foundation for your growing team.