When Can You Legally Start Working in the United States?
In the United States, there is no single age or date when everyone can legally start working. The answer depends on the worker’s age, the job and industry, federal and state labor laws, and—in some cases—work authorization or school requirements. Federal child labor rules set important minimum standards, but states can impose stricter limits. Understanding which rules apply can help workers and employers avoid illegal hours, prohibited tasks, and missing paperwork.
Meta description: Learn what determines when you can legally start working in the U.S., including minimum ages, work permits, hours, job restrictions, and work authorization.
The Main Factors That Determine When Work Can Begin
For most people, the legal start date depends on several separate questions. First, is the person old enough for that type of work under federal and state law? Second, is the specific task allowed for that age? Third, do limits on school-day or nighttime work apply? Finally, does the worker need documents such as an employment certificate or proof of authorization to work?
These requirements are not interchangeable. Being old enough to work does not necessarily mean a person can perform every duty at a business. Likewise, having a work permit does not override a federal restriction on hazardous work. Employers should check the rules for the worker’s age, location, industry, and actual duties before setting a start date.
Federal Minimum Age Rules for Nonagricultural Jobs
The Fair Labor Standards Act (FLSA) is the primary federal law governing child labor in many jobs, including retail, restaurants, offices, and most other nonagricultural businesses covered by the law. The U.S. Department of Labor (DOL) explains that the federal minimum age for most nonagricultural employment is 14, though important exceptions apply. Federal rules also restrict the hours and duties of workers under 18.
| Age | General federal rule for nonagricultural work |
|---|---|
| Under 14 | Generally cannot work in covered nonagricultural jobs, except in limited situations, such as certain entertainment work or work for a parent-owned business. |
| 14–15 | May work in certain permitted jobs, subject to strict limits on duties, hours, and times of day. |
| 16–17 | May work unlimited hours under federal child labor rules, but cannot perform federally designated hazardous occupations. |
| 18 and older | Federal child labor restrictions no longer apply, though other labor, licensing, and safety requirements still may. |
These are general federal standards, not a guarantee that a particular job is allowed. State law may set a higher minimum age, require additional documents, or restrict work more strictly. The FLSA also does not cover every worker or every employment situation in the same way, so the details of the job and employer matter.
What 14- and 15-Year-Olds Can Do
Workers who are 14 or 15 may be employed in certain nonhazardous jobs. Common examples can include some cashiering, retail work, food service, office work, and errands performed on foot, bicycle, or public transportation. The permitted-duty rules are specific: a job title alone does not determine whether work is legal. A task that sounds routine may be prohibited if it involves restricted equipment, power-driven machinery, or another covered hazard.
Federal rules generally prohibit workers aged 14 and 15 from manufacturing, mining, and processing occupations, and from operating or tending many power-driven machines. They also restrict baking, loading or unloading certain goods, working in freezers or meat coolers, and other tasks listed by the DOL. Employers should compare the actual duties with the federal list of permitted and prohibited work rather than relying on informal assumptions.
Hour and time-of-day limits
For 14- and 15-year-olds, federal rules generally limit work to:
- Three hours on a school day and 18 hours during a school week.
- Eight hours on a nonschool day and 40 hours during a nonschool week.
- Work outside school hours, with no work before 7 a.m. or after 7 p.m.
- Work until 9 p.m. from June 1 through Labor Day under the federal summer-hours rule.
State law may set tighter limits or use different definitions for school weeks, school days, or vacation periods. A state may also require a longer break, restrict late-night work, or place additional limits on the number of consecutive days worked. When requirements differ, the stricter rule generally controls.
Rules for Workers Ages 16 and 17
Under federal law, 16- and 17-year-olds may work unlimited hours in nonagricultural jobs, provided the work is not in a federally designated hazardous occupation. That federal rule does not mean every schedule is allowed in every state. State laws often limit the hours or times minors may work, particularly during the school year, and some require a work permit or employment certificate.
The DOL identifies hazardous occupations that are generally off-limits to employees under 18. Examples include many jobs involving power-driven machinery, roofing, excavation, certain meat-processing equipment, and operating a motor vehicle as part of the job. The full restrictions contain detailed exceptions and definitions. Employers should consult the applicable federal regulation rather than treating a broad example as a complete list.
A worker’s age can change the rules while employment is underway. For example, a schedule or duty prohibited at 15 may become permissible at 16, while some hazardous work remains prohibited until age 18. Employers should reassess job duties and hours when a minor reaches a new age threshold, not simply assume the original arrangement remains valid.
Agricultural Work Has Different Rules
Farm work is subject to a separate set of federal child labor standards. The minimum age and permitted tasks can differ from nonagricultural work, and family-farm exceptions may apply. For example, federal rules generally allow children of any age to work on a farm owned or operated by their parent, subject to limits on particularly hazardous work for younger workers. Other farm employment may have different age thresholds, hour restrictions, and hazard rules.
Because agricultural rules depend on factors such as the worker’s age, the type of farm, the employer relationship, and whether school is in session, a general minimum-age chart is not enough to establish eligibility. Employers and families should check the DOL’s agricultural child labor guidance and the relevant state law before work begins.
State Work Permits and Employment Certificates
Many states require minors to obtain a work permit, age certificate, or employment certificate before starting a job. Other states do not require a permit for every minor or job. The terminology and process vary: a document may be issued by a school, a state labor agency, or another local office, and it may need to be approved before the first shift.
Where required, the process may involve proof of age, a job offer, employer information, parent or guardian consent, or school authorization. A permit does not make prohibited work legal, and it does not replace required proof of age or employment-authorization documents. The employer and worker should confirm the exact state process with the state labor department or school district before the start date.
State law can also go beyond permits. It may set a higher minimum hiring age, limit shift length, require meal or rest periods for minors, restrict work during school hours, or prohibit additional occupations. The DOL’s state-by-state youth employment resources are useful starting points, but the state agency’s current guidance is the best place to verify local requirements.
Work Authorization Is a Separate Requirement
Age determines whether a person may perform certain work under child labor laws; it does not establish whether the person is authorized to work in the United States. Employers must follow federal employment-verification rules. In general, employees complete Form I-9, Employment Eligibility Verification, and employers review acceptable documents within the timeframes set by U.S. Citizenship and Immigration Services (USCIS). A worker may be a U.S. citizen, a noncitizen with permanent work authorization, or someone with temporary authorization, depending on the individual’s circumstances.
Employers cannot demand a particular document from a worker if the worker presents an acceptable choice from the Form I-9 lists. They also cannot use the verification process to discriminate based on citizenship or national origin in prohibited ways. A minor who needs a state work permit must still meet federal employment-verification requirements, and completing Form I-9 does not replace a required state permit.
School, Licensing, and Job-Specific Requirements
School attendance laws can affect when minors are available to work and which schedules are permitted. Some states require school attendance through a specified age or limit work during school hours. A school calendar, approved work-based learning program, or state-specific exception may affect the rules, so the applicable education and labor requirements should be checked together.
Some jobs also require a minimum age, training, certification, or license beyond general labor-law rules. Driving, serving alcohol, using certain equipment, and working in regulated occupations are common examples where separate state or federal requirements may apply. A person may meet the general minimum age for employment but still be too young for a specific duty or credential.
How to Check Whether a Start Date Is Legal
Before a first shift, the worker or employer can use this checklist:
- Confirm age and location. Identify the worker’s age on the planned start date and the state where the work will occur.
- Classify the job. Determine whether it is agricultural or nonagricultural and identify the employer and actual duties.
- Check federal restrictions. Review the FLSA child labor rules for permitted tasks, hazardous occupations, and any age-specific limits.
- Check state and local rules. Verify permits, work hours, school-day limits, prohibited duties, and any stricter minimum age.
- Confirm required records. Complete Form I-9 and obtain any state-required age or employment certificate before work starts.
- Recheck changes. Review the rules if the worker turns 16 or 18, changes jobs, takes on new duties, or moves to a different state.
The DOL’s Wage and Hour Division can provide information about federal labor standards, while state labor departments can clarify state-specific requirements. For immigration work authorization, USCIS provides current Form I-9 instructions and employer guidance. If a rule is unclear, checking with the relevant agency before the first shift is safer than relying on a general online summary.
Common Misunderstandings About Starting Work
“A work permit means any job is allowed.” No. A permit addresses a state process; it does not waive federal limits on hours or hazardous duties.
“A 16-year-old can do any job.” No. Federal hazardous-occupation restrictions continue until age 18, and state law may add further limits.
“The same rules apply to farms and restaurants.” No. Agricultural and nonagricultural child labor rules differ, and exceptions can depend on the work arrangement.
“A job offer establishes legal eligibility.” No. The employer must still confirm age-related rules, authorization to work, required permits, and whether the duties are allowed.
Ultimately, the legal start date is the first date on which all applicable requirements are satisfied—not simply the date an employer offers or schedules a job. Federal law supplies a baseline, while state rules, school obligations, job hazards, and work-authorization requirements determine the practical answer for each worker.
Useful official resources: U.S. Department of Labor: Child Labor, DOL: State Child Labor Laws, and USCIS: Form I-9 Central.