Minors, their parents, and employers should know about the laws that protect children at work. They include hiring and working conditions that are specific to minors, restrictions on the hours, and the types of work a minor can do.
Employers are generally subject to both state child labor laws and the federal child labor provisions of the Fair Labor Standards Act (FLSA), 29 U.S.C. 212(c), and the FLSA regulations at 29 CFR Part 570. Certain provisions of Oregon state law may be less restrictive than federal law, and employers covered by the FLSA that only follow a less restrictive provision of Oregon state law will be in violation of federal law. See 29 U.S.C. 218(a). For more information on federal child labor law, please visit the U.S. Department of Labor's Wage and Hour Division Website at
www.dol.gov/whd.
All employers must have a certificate to employ minors under 18 years of age. Employers can apply online, or email child.labor@boli.oregon.gov to request a printed copy of the application by mail. Minors age 14-17 are not issued individual work permits in Oregon.
Click here for
summaries of youth employment laws including industry-specific resources.
Interested in periodic updates on employment law and BOLI training opportunities? Submit your email address from the "Subscribe for Updates" box at the bottom of this page.
The law
Rules regulating the employment of minors in Oregon
Child Labor Civil Penalty Procedural Rules
What type of employer are you?
Find the appropriate employer type below to identify permits and certificates that are required.
- Employers must file an
annual Employment Certificate Application with the Bureau of Labor and Industries. Upon approval, employers will receive a Certificate.
- If you change the work duties of minors at any time, you must fill out a Notice of Change Form and send it to the bureau for approval.
- The bureau sends renewal notices to employers approximately six weeks prior to the expiration of an annual certificate.
For other Special Permit or Certificate applications, please contact the Child Labor Unit at
child.labor@boli.oregon.gov or 971‑353‑2289.
Non-agricultural employer
Agriculture employer
Agriculture includes farming in all its branches when performed by a farmer or on a farm as an incident to or in conjunction with such farming operations. Employees of a farmer who handle agriculture commodities of other farmers are not considered to be engaged in agriculture.
An employer that wants to employ a minor in agriculture for more than the maximum number of hours provided in the "Laws regulating the employment of minors in agriculture" section above may apply for an
Agricultural Overtime Permit. This permit is only valid during the summer harvest season and does not apply to days or weeks when the school the minor attends is in session.
Entertainment employer
Entertainment includes employment as an entertainer or performer in motion pictures, television, radio, still photography, recording, modeling, theatrical appearances, rodeos, musical performances and any other activity where minors perform to entertain the public, or as a performer in connection with the production of commercial advertising, education, training, institutional purposes or documentaries. Entertainment does not include appearances in school activities, church pageants, or other appearances where minors are not employed as an entertainer or performer.
Entertainment employers who anticipate employing minors in certain types of productions, for fewer than 5 days, in more than one production, may apply for an
Annual Registration Certificate. This replaces the need for an Employment Certificate or other Employment Permits. Limited to employment in connection with the production of commercial advertising; education, training, or institutional purposes; or documentaries.
Frequently asked questions
- Who is a minor?
For purposes of employment, a "minor" is anyone under the age of 18. In general, a minor must be at least 14 years old to work in Oregon. In specific industries like agriculture or entertainment, BOLI’s Wage and Hour Division may approve work for younger individuals.
- Does a minor still need a work permit in order to be employed?
No. However, an employment permit is required to employ minors under the age of 14.
- What steps must an employer take before hiring a minor?
An employer must verify the age of every minor hired and must also apply each year for a single annual employment certificate. The certificate covers all minors employed, even in multiple locations. The employer estimates the number of minors to be employed during the year, lists their job duties, and identifies equipment or machinery they will use. BOLI´s Child Labor Unit reviews the application and, if approved, sends the validated certificate to the employer. The certificate must be posted in a conspicuous place where employees may readily review it. Yearly renewal notices are sent to employers who have certificates on file.
- Do parents need to have a valid employment certificate to employ their own child?
In most cases, yes. The requirement to have a valid employment certificate would not apply to a parent employing a minor in agriculture. Similarly, minors may be employed on commercial fishing vessels without an employment certificate when employed and supervised by the minors' grandfather, grandmother, father, mother, brother, sister, uncle, or aunt. Child labor laws do not apply to:
- Domestic work or chores in or about a private residence
- Newspaper carriers
- Newspaper vendors
- Referees or assistant referees in youth or adult recreational soccer matches.
- What employment laws apply to minors? (Is minimum wage required?)
Yes. Minors are generally protected by the same laws that protect adults, and they must be paid the same minimum wage as adults for all hours worked. Minors are also covered by overtime laws and laws regulating paydays, final paychecks, and deductions from wages. Although the age discrimination law in Oregon applies only to persons 18 or older, minors are otherwise protected by the same state and federal anti-discrimination laws that apply to adults.
- How many hours may minors work in a day?
There are no limits on the number of hours 16- and 17-year-olds may work in a day. However, 14- and 15-year-olds may not work during school hours, may not work more than three hours on any school day, and may not work more than eight hours on non-school days. Also, 14- and 15-year-olds may only work between the hours of 7:00 a.m. and 7:00 p.m. (and as late as 9:00 p.m. between June 1 and Labor Day).
- How many hours may minors work in a week?
Sixteen- and 17-year-olds may work up to 44 hours per week. Fourteen- and 15-year-olds may work at most 18 hours per week during the school year and 40 hours per week when school is not in session.
- What type of work is prohibited for minors?
Several hazardous types of work are completely off-limits for minors. These include the operation of most power-driven machinery, including hoisting, woodworking and cutting/slicing equipment. Also prohibited are tasks involving exposure to dangerous worksites, such as work in mines, on roofs and in areas containing radioactive substances. Fourteen- and 15-year-olds are subject to greater restrictions, and are not permitted to work in or around most kinds of power-driven machinery or on construction sites, in warehouses, or at other locations where power-driven machinery is used. There are some exceptions for
student-learner programs which meet specific criteria.
- Are employers required to provide meal periods and rest periods for minors?
Yes. As with adults, minors must be given a paid rest period for every work segment of four hours or the major portion thereof (any period longer than two hours). Although rest periods for adults must be at least 10 minutes, they must be at least 15 minutes for minors. In addition, minors must be given at least a 30-minute meal period for any work period of six or more hours. This meal period can be unpaid as long as the minor is completely relieved of all duties. Exceptions to meal period requirements do not apply to 14- and 15-year-old employees.
- Is there any work that is excluded from the child labor regulations?
Yes. Minors delivering newspapers or performing domestic work (such as lawn-mowing or baby-sitting) in private residences are not covered by child labor laws. Likewise, referees or assistant referees in youth or adult recreational soccer matches are not covered by child labor laws.
- I need landscaping work done around my office. Can I employ a minor to operate a power-driven lawnmower?
Yes, if the minor is 16 or 17. Fourteen- and 15-year-olds may not operate power-driven mowers (except at private residences, as indicated above.)
- If a minor arrives for a scheduled shift but is not needed, must the employer still pay for part of the minor´s scheduled hours?
Yes, the employer must pay either the amount the minor would have earned for half the shift, or one hour´s wages, whichever is greater. [Note: A similar law for adults was repealed in 1990.]
- Can I employ a 17-year-old to deliver items to customers?
No. Although minors with valid driver´s licenses may drive to and from work, they may not drive on public roads while on the job. There are limited exceptions for 16- and 17-year-olds in agriculture.
- Can I employ a 15-year-old to cook in my restaurant?
No, unless the cooking is done in a place visible to the public, such as a soda fountain, lunch counter, snack bar or cafeteria serving counter. Sixteen- and 17-year-olds may perform kitchen work out of the public view, provided they do not use certain hazardous baking, mixing and slicing machinery.
- Are minors in agriculture subject to the same limitations?
Different rules apply to minors working in agriculture. For example, minors as young as 12 years old may pick crops on a farm where their parents are employed, or if their parents provide written consent.