March 28, 2024 | Category: Uncategorized

As summer approaches, many high school students are seeking opportunities for seasonal employment. This presents an excellent opportunity for employers in need of part-time or temporary assistance during the warmer months. However, it’s crucial to be mindful of the youth employment regulations when considering hiring minors. Both Nevada and federal law take child labor issues very seriously, and violating these regulations can lead to serious consequences such as misdemeanor convictions or administrative penalties.

  1. Working Hours: Minors under 16 years old are restricted to working a maximum of 8 hours per day or 40 hours per week when school is not in session. When school is in session, their work hours are limited to 3 hours per day or 18 hours per week, outside of school hours. Minors aged 16 to 17 have no limitation on working hours.
  2. Time Restrictions: During the summer (the period between June 1 through Labor Day), minors under 16 years old can only work between the hours of 7 am and 9 pm. When school is in session, their work hours end at 7 pm.
  3. Driving Limitations: Minors under 17 years old are not permitted to drive as part of their employment. Those aged 17 or older may drive under certain conditions, including no more than one-third of the workday or no more than 20% of the workweek is spent driving, driving only occurs during daylight hours, and complying with licensing and safety regulations.
  4. Meal and Rest Periods: Minor employees are entitled to the same meal and rest periods as adult employees.
  5. Prohibited Work: Minors are barred from engaging in hazardous or morally compromising work, including tasks involving explosives, power-driven machinery, and certain roles in slaughtering and meatpacking establishments.
  6. Permission Requirement: Employing minors under 14 years old requires written permission from a district court judge in the county where the minor resides.

Members with questions regarding youth employment or any of the restrictions, please contact NAE and speak with our team of experienced HR and legal professionals. NAE wants to ensure you remain in compliance regardless of whom you are hiring this summer.