Salons that employ workers under 18 must comply with federal and state child labor laws that restrict the hours, times, and types of work minors may perform. These restrictions exist to protect young workers from workplace hazards and to prevent employment from interfering with education. The Fair Labor Standards Act provides the federal baseline, while most states impose additional or stricter requirements. Violations carry substantial penalties and expose salon owners to enhanced liability. This guide covers the specific employment restrictions that apply when salons hire minor employees.
Salons present specific hazards that make minor employment restrictions particularly relevant. Chemical products used in coloring, perming, and straightening services contain substances that pose health risks. Sharp tools including scissors, razors, and clipper blades create laceration hazards. Electrical equipment such as hair dryers, flat irons, and curling irons present burn risks. These hazards interact with the federal hazardous occupation orders that restrict the work 16 and 17-year-old employees may perform.
For 14 and 15-year-olds employed in non-licensed salon positions, the restrictions are extensive. The FLSA limits their work to hours outside school hours during the school year. They may work no more than three hours on a school day and no more than eight hours on a non-school day. Weekly limits cap work at 18 hours during school weeks and 40 hours during non-school weeks. Work must occur between 7 a.m. and 7 p.m. during the school year, extended to 9 p.m. from June 1 through Labor Day.
Many salon owners underestimate the breadth of these restrictions. A 15-year-old receptionist who works a five-hour Saturday shift and a three-hour shift on two school days has reached the 11-hour mark. Adding one more school day shift would violate the 18-hour school-week limit. Tracking these limits requires attention to school schedules, holiday calendars, and summer dates.
State laws frequently add restrictions beyond the federal requirements. Some states set higher minimum ages for specific types of work, require more frequent breaks for minor employees, impose additional hour limitations, or restrict specific tasks that minors may perform in salon environments. When federal and state laws conflict, the standard that provides greater protection to the minor applies.
The consequences of violating minor employment restrictions extend beyond fines. If a minor employee is injured while performing restricted work or working prohibited hours, the salon owner faces potential workers' compensation penalty exposure, enhanced civil liability, and possible criminal prosecution.
Minor employment restrictions come from the FLSA, state child labor statutes, and state licensing board regulations.
Federal hour restrictions for 14 and 15-year-olds limit work to non-school hours, with daily and weekly hour caps that differ between school periods and summer periods. Work time restrictions specify earliest start and latest end times.
Federal hazardous occupation orders prohibit 16 and 17-year-olds from performing certain types of dangerous work. While most salon tasks are not classified as hazardous occupations, exposure to certain chemicals and operation of specific equipment may implicate these restrictions depending on the substances and equipment involved.
State-specific restrictions may include higher minimum ages for salon employment, shorter permitted work hours, mandatory rest periods, restrictions on working during evening hours, and prohibitions on specific salon tasks for minors. Some states prohibit minors from mixing or applying chemical products regardless of licensing status.
Work permit requirements in many states mandate that minors obtain a work permit or employment permit before beginning work. Permits may specify the type of work, hours, and conditions under which the minor may work. Employers must retain work permits on file and comply with any conditions specified on the permit.
School attendance requirements may restrict employment during school hours and require that employment not interfere with the minor's education. Some states require periodic school performance verification for employed minors.
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If you employ anyone under 18, review their work schedules for the past month against federal and state hour restrictions. Verify that no minor has worked during prohibited hours or exceeded daily or weekly hour limits. Check whether any minor has been assigned tasks that violate hazardous occupation orders or state-specific task restrictions. Confirm that all required work permits are on file and current. If you find any violations, correct them immediately and review your scheduling procedures.
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Try it free →Step 1: Identify Applicable Restrictions
Compile a complete list of federal and state restrictions that apply to minor employees at your salon. Include hour limits, time-of-day restrictions, task restrictions, break requirements, and any salon-specific rules from your state's labor department or licensing board.
Step 2: Implement Scheduling Controls
Build the restrictions into your scheduling system. Flag minor employees in your scheduling software so that shifts exceeding daily or weekly limits are automatically blocked. Create separate scheduling rules for school-year periods and summer periods. Verify schedules against school calendars.
Step 3: Define Permitted and Prohibited Tasks
Create a written list of tasks that minor employees may and may not perform at your salon. Base this list on federal hazardous occupation orders, state child labor laws, and cosmetology licensing restrictions. Train managers and supervisors on these restrictions so they do not assign prohibited tasks.
Step 4: Obtain and Maintain Work Permits
Secure work permits for all minor employees before they begin work. File permits in employee records and track expiration dates. Renew permits as required by your state's procedures. Some states require new permits each school year or when the employment conditions change.
Step 5: Train Supervisors
Ensure that every manager and supervisor who oversees minor employees understands the hour, time, and task restrictions that apply. Provide written reference materials and conduct periodic refresher training. Hold supervisors accountable for compliance.
Step 6: Monitor and Document Compliance
Review minor employees' actual hours worked against scheduled hours weekly. Investigate any discrepancies. Document your compliance monitoring activities. Maintain records of all hours worked, tasks performed, and permit status for each minor employee for the required retention period.
A 16-year-old cosmetology student may perform services in a salon only if permitted by your state's cosmetology licensing laws and in accordance with any apprenticeship or student permit requirements. Many states allow cosmetology students to perform services under the direct supervision of a licensed cosmetologist, but the specific rules vary. Some states issue student permits that define the scope of permitted services and supervision requirements. The student's work must also comply with all child labor hour and time restrictions. Even with a student permit, the minor cannot work during prohibited hours or exceed applicable daily and weekly hour limits. Check your state licensing board's rules for student or apprentice permits and ensure compliance with both licensing and labor requirements.
Federal hazardous occupation orders primarily target manufacturing, mining, and heavy equipment operations, so most standard salon tasks are not explicitly prohibited for 16 and 17-year-olds under federal law. However, state laws may impose salon-specific restrictions. Some states prohibit minors from mixing or applying chemical products including hair color, bleach, perming solutions, and chemical straighteners. Some states restrict minors from operating certain electrical equipment without direct supervision. The most reliable approach is to check your state's specific child labor regulations and cosmetology board rules for any task restrictions that apply to minors in salon settings. Even where not explicitly prohibited, consider whether assigning tasks involving chemical exposure to minors is prudent from a safety and liability perspective.
Yes, federal rules provide expanded work hours for 14 and 15-year-old employees during summer periods. During the summer, from June 1 through Labor Day, 14 and 15-year-olds may work up to eight hours per day and 40 hours per week, compared to three hours per day and 18 hours per week during the school year. The latest permissible end time extends from 7 p.m. to 9 p.m. For 16 and 17-year-olds, the FLSA does not impose hour limits, but many states maintain hour restrictions for all minors regardless of the time of year. Check your state's specific rules because some states do not differentiate between school-year and summer periods for 16 and 17-year-olds, while others maintain stricter rules than the federal standards year-round.
Compliance with minor employment restrictions protects young workers and your business. Evaluate your salon's practices with the free hygiene assessment tool and review your youth employment procedures using this guide. For comprehensive salon compliance management, visit MmowW Shampoo. 安全で、愛される。 Loved for Safety.
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