The school summer holidays are now under way which is a time for young people to be approaching businesses for a summer job. But what does this mean for your business?
Employing children and young workers can have many benefits for your business; it keeps cost low as there are no minimum wage until they are 16 years old. They can also perform the roles that older workers may not want to do such as paper rounds.
There is strict legislation around the employment of children and young people to ensure their health and safety is protected and that the hours they work do not interfere with their education. As an employer taking on employees and young workers under the age of 18 you must be aware of the rules to avoid breaches of the law.
The school summer holidays are now under way which is a time for young people to be approaching businesses for a summer job. But what does this mean for your business?
Employing children and young workers can have many benefits for your business; it keeps cost low as there are no minimum wage until they are 16 years old. They can also perform the roles that older workers may not want to do such as paper rounds.
There is strict legislation around the employment of children and young people to ensure their health and safety is protected and that the hours they work do not interfere with their education. As an employer taking on employees and young workers under the age of 18 you must be aware of the rules to avoid breaches of the law.
What legislation to look out for:
- The Working Time Regulations (1998) (WTR) apply to adult workers regarding working hours and rest breaks. But did you know that these regulations also apply specific rules relating to young people.
- The National Minimum Wage (NMW) applies to employees aged 16 and over.
- The Children’s and Young Persons Act 1933 and the Children (Protection at Work) Regulations 1998 as well as The Management of Health and Safety at Work Regulations 1999 all apply for children as the main pieces of legislation to be aware of.
However, the Working Time Regulations and the National Minimum Wage regulations do not apply to children.
What legislation to look out for:
The Working Time Regulations (1998) (WTR) apply to adult workers regarding working hours and rest breaks. But did you know that these regulations also apply specific rules relating to young people.
The National Minimum Wage (NMW) applies to employees aged 16 and over.
The Children’s and Young Persons Act 1933 and the Children (Protection at Work) Regulations 1998 as well as The Management of Health and Safety at Work Regulations 1999 all apply for children as the main pieces of legislation to be aware of.
However, the Working Time Regulations and the National Minimum Wage regulations do not apply to children.
Children and Young Workers – a definition
Under the Working Time Regulations young workers are defined as having ‘attained the age of 15 but not the age of 18 and who are over compulsory school age’. Normally the school leaving age is around 16. In England, young people are required to stay in education or formal training until they reach the age of 18.
For children to work they must be at least 14 years old although 13-year-olds may be employed in some circumstances for example doing a paper round or working in a local corner shop.
Children and Young Workers – a definition
Under the Working Time Regulations young workers are defined as having ‘attained the age of 15 but not the age of 18 and who are over compulsory school age’. Normally the school leaving age is around 16. In England, young people are required to stay in education or formal training until they reach the age of 18.
For children to work they must be at least 14 years old although 13-year-olds may be employed in some circumstances for example doing a paper round or working in a local corner shop.
Jobs
It is important that any employer registers any children in their employment with their local authority. Children aged 13 or over can do ‘light jobs’ in the following:
- Newsagents – delivery of newspapers
- Shop work including stacking shelves
- Café or restaurant (but not in the kitchen)
- Hairdressers
- Office work
- Domestic work in hotels or other accommodation
- Occasional agricultural or horticultural work
Children are restricted from working in any “industrial undertaking,” including manufacturing, construction, transportation, or warehousing. Additionally, they are prohibited from engaging in any forms of gambling and from selling alcohol, unless employed in a restaurant and serving it as a component of a meal.
Jobs
It is important that any employer registers any children in their employment with their local authority. Children aged 13 or over can do ‘light jobs’ in the following:
- Newsagents – delivery of newspapers
- Shop work including stacking shelves
- Café or restaurant (but not in the kitchen)
- Hairdressers
- Office work
- Domestic work in hotels or other accommodation
- Occasional agricultural or horticultural work
Children are restricted from working in any “industrial undertaking,” including manufacturing, construction, transportation, or warehousing. Additionally, they are prohibited from engaging in any forms of gambling and from selling alcohol, unless employed in a restaurant and serving it as a component of a meal.
Hours of work
The number of hours a week a child can work is limited because they are still in school. During term time children are allowed to work a maximum of 12 hours per week; 2 hours during the week and Sundays and on a Saturday a maximum of 5 hours. Children are not allowed to work during school hours and before 7am or after 7pm. During the school holidays children are allowed to work a maximum of 25 hours per week spread out over the week with a maximum of 5 hours on weekdays and Saturdays and 2 hours on Sundays. Additionally, employers must give at least a 1-hour break for every 4 hours worked and the child must have 2 weeks off school and work once a year.
At 14 years old, individuals can work a maximum of five hours per day on Saturdays and during school holidays, with a weekly limit of 25 hours during school holidays. For 15 and 16-year-olds (below the school leaving age), the permitted work hours increase to eight hours per day on Saturdays and during school holidays, with a weekly cap of 35 hours. Young workers fall under the regulations of the WTR, entitling them to the standard annual leave of 5.6 weeks. Additionally, they are entitled to a 30-minute break for shifts exceeding 4.5 hours and must have two days off per week.
Hours of work
The number of hours a week a child can work is limited because they are still in school. During term time children are allowed to work a maximum of 12 hours per week; 2 hours during the week and Sundays and on a Saturday a maximum of 5 hours. Children are not allowed to work during school hours and before 7am or after 7pm. During the school holidays children are allowed to work a maximum of 25 hours per week spread out over the week with a maximum of 5 hours on weekdays and Saturdays and 2 hours on Sundays. Additionally, employers must give at least a 1-hour break for every 4 hours worked and the child must have 2 weeks off school and work once a year.
At 14 years old, individuals can work a maximum of five hours per day on Saturdays and during school holidays, with a weekly limit of 25 hours during school holidays. For 15 and 16-year-olds (below the school leaving age), the permitted work hours increase to eight hours per day on Saturdays and during school holidays, with a weekly cap of 35 hours. Young workers fall under the regulations of the WTR, entitling them to the standard annual leave of 5.6 weeks. Additionally, they are entitled to a 30-minute break for shifts exceeding 4.5 hours and must have two days off per week.
The Future
Recruiting young individuals is an excellent method to introduce them to your business. It can also serve as a future investment, enabling employers to evaluate their potential for long-term employment based on their performance. Employers may opt to extend permanent or fixed-term job offers to children and young workers who are currently or were previously employed, providing training while they work. These opportunities may involve:
- apprenticeships
- sponsored degrees and other qualifications
- internships.
Summary
Offering opportunities to children and young employees within the organisation comes with various benefits. It is essential to adhere to specific rules to safeguard their health and well-being. With appropriate care and attention, this type of employment can be advantageous both now and in the future.
If you need some people advice, get in touch with us!
The Future
Recruiting young individuals is an excellent method to introduce them to your business. It can also serve as a future investment, enabling employers to evaluate their potential for long-term employment based on their performance. Employers may opt to extend permanent or fixed-term job offers to children and young workers who are currently or were previously employed, providing training while they work. These opportunities may involve:
- apprenticeships
- sponsored degrees and other qualifications
- internships.
Summary
Offering opportunities to children and young employees within the organisation comes with various benefits. It is essential to adhere to specific rules to safeguard their health and well-being. With appropriate care and attention, this type of employment can be advantageous both now and in the future.
If you need some people advice, get in touch with us!
