Employment of Minors in Oregon

Are you a teen looking for work? Or an employer looking to hire a minor? This article explains Oregon's child labor laws, which apply to the employment of minors.

Federal laws also apply to the employment of minors, but this article focuses on Oregon laws only. You can read about federal child labor laws on the U.S. Department of Labor website. Keep in mind if both state and federal laws apply, an employer must follow the stricter law. 

What are child labor laws?

Child labor laws protect minors (children under 18) in the workplace. These laws limit the number of hours children can work and the kinds of jobs they can do. They also protect children while they're at work.

Child labor laws don't apply to children or teens who do domestic work (like babysitting or lawn-mowing) in private homes, and they also don't apply to parents who have their children do household chores.

Oregon's child labor laws are complex. The rules vary based on the minor's age, type of job, and industry. For example, special rules apply to farming or agricultural work. There are also special rules for minors who work for their family's business or on a family farm.

Off-limit jobs for minors

Child labor laws prevent minors from doing certain kinds of jobs. These jobs include:

• Dangerous jobs: Minors can't work jobs declared hazardous by federal or state laws. These jobs include roofing, logging, meat processing, or operating power-driven machinery. For example, if you work for an auto mechanic, you may not use pits, racks, or tire inflation devices.
• Breweries, mills, and grain operations: Children under 16 cannot work for breweries, wineries, cold storage plants, mills (feed and flour), grain warehouses, or grain elevators.
• Door-to-door sales: Children under 16 also cannot work in door-to-door sales.

Learn more about jobs off-limits for kids on the Oregon Bureau of Labor and Industries website.

Limits on hours minors can work

Child labor laws limit the hours and time of day children can work. The rules vary depending on the child's age and the industry.

• 16- and 17-year-old workers: They can work up to 44 hours per week and 10 hours daily. 16- and 17-year-olds can work all hours (including night shifts). Employers can have 16- and 17-year-olds work more than these limits if they get a special overtime permit from Oregon's Bureau of Labor & Industries (BOLI).
• 14- and 15-year-old workers: They have more limits on when they can work. They cannot work at night, and they can't work as many hours when school is in session. 
  • Rules for 14- and 15-year-olds during school weeks
    • Can't work during school hours
    • Must work during the day, between 7 a.m. and 7 p.m.
    • Can't work more than three hours on school days and eight hours on non-school days
    • Can't work more than 18 hours per week
  • Rules for 14- and 15-year-olds during breaks from school 
    • Can work up to 40 hours per week
    • Can work extended hours, 7 a.m. to 9 p.m., June 1 through Labor Day
• Children under 14. In general, most employers cannot hire children under age 14. There are two main exceptions to this rule:
  • Domestic work: Children under 14 can do household work in private homes (like babysitting or mowing lawns)
  • Agricultural work: There are also a few situations where children under 14 can do agricultural work. However, the farm must meet special rules, and children usually need their parent's written permission.

Wages and pay for minors

Child labor laws also create rules for pay, overtime, and deductions from paychecks:

• Minimum wage: Just like adults, child workers must be paid a minimum wage. Oregon has three minimum wage rates: one for the Portland metro area, a standard minimum wage that applies to most of the state, and a non-urban minimum wage for rural counties in Oregon. The minimum wage rates change each year. Learn more about minimum wage and the current minimum wage amounts on the Bureau of Labor and Industries website.
• Overtime pay: Minor workers who work more than 40 hours a week are also entitled to overtime pay, which is one-and-a-half times the regular amount of pay.
• Regular pay: Employers must pay their employees regularly and predictably. Employers must also provide regular pay statements that show deductions taken from pay. At the end of employment, the employer must provide a final paycheck within a specified time. Read more about wages and paychecks on the Oregon Bureau of Labor and Industries website.
• Not needed for work: If a minor shows up for a scheduled work shift but is told they are not needed or no work is available, the employer must pay for at least one-half of the scheduled shift or one hour's wages, whichever is more.
• Deductions from pay: Employers may not deduct from a minor's pay losses or breakage caused by the employee. If a minor is paid minimum wage, an employer may not deduct the cost of tools or maintenance. Employers also can't deduct the cost of required uniforms from pay. Read more about paycheck deductions on the Oregon Bureau of Labor and Industries website.

Breaks during work

• Meal breaks: Minors are entitled to 30-minute meal breaks for any shift that is six or more hours long. The employer must completely relieve the employee of duties during these breaks. Employees do not have to get paid for this meal break so long as the employer completely relieves the employee during the meal break. Minors under 16 may not perform work duties or be on-call during this meal break. 
• Rest breaks: Minors are also entitled to a 15-minute break for every four hours they work, separate from the meal break.

Learn more about meals and rest breaks on the Oregon Bureau of Labor and Industries website.

Required certification for employers who hire minors

Employers who hire minors under 18 must get a certificate for employing minors. Employers can apply online through the Bureau of Labor & Industries (BOLI) website or email child.labor@boli.oregon.gov to request a printed copy of the application by mail.

Employers must verify the age of the minors they hire using documents like birth certificates or driver's licenses. They must also maintain a list of all minors employed and display a validated employment certificate in a visible location. If a minor's job duties change, employers must complete a "Notice of Change" form and submit it to BOLI's Child Labor Unit for approval.

Similarly, in the entertainment industry, employers must apply for certificates specific to the entertainment industry. 

Additional Information