Arizona Child Labor Laws

February 22nd 2024

Ensuring the rights and well-being of young workers is paramount, which is why labor laws in Arizona are crucial.

These laws are specifically crafted to create a secure working environment for minors, protecting them from hazardous conditions. Moreover, these laws also place restrictions to underscore the significance of a life balance for minors that includes both school attendance and experience.

This article will offer a comprehensive overview of child labor laws in Arizona, encompassing age limitations, break laws, restrictions on working hours, and industry-specific regulations.

This article covers:

Employment Age for Minors in Arizona

When it comes to minors working in Arizona, there are certain general guidelines to follow depending on the minor’s age:

  • Minors aged 13 and under cannot work.
  • Minors aged 14 and 15 may work a limited number of hours.
  • Minors aged 16 and 17 may work, but not in hazardous jobs.
  • During the school year, minors under 16 may not work more than 3 hours a day while school is in session and 8 hours on non-school days.
  • Minors under 16 may not work before 6 a.m. or after 9:30 p.m. on school days and until 11 p.m. on non-school days.
  • When school is not in session (or the minor is not enrolled in school), minors under 16 may not work before 6 a.m. or after 11 p.m. on school days but may work 8 hours a day for a total of 40 hours a week.

Working Permit and Age Certificate Requirement for Minors in Arizona

In Arizona, there is no requirement for special forms or written parental consent for minors under 18 to be employed. 

However, employers must request proof of age from the minor (any legal document will suffice).

Arizona Payment Laws for Minors

Generally, Florida employment law requires companies to pay underage workers at least the minimum wage. At present, Arizona’s minimum wage stands at $13.85 per hour. 

For the initial 90 days of employment, there’s a separate minimum wage of $4.25 per hour for those under 20 years of age. 

Additionally, full-time students in Arizona are entitled to a minimum hourly wage of $11.77, which equates to 85% of the regular minimum wage, for a maximum of 20 hours of work per week for some employees.

Banned Jobs for Minors in Arizona

In the State of Arizona, minors are not permitted to work in or around hazardous industries or environments. These conditions can be categorized as follows:

Prohibited jobs for minors under 18:

  • Any work involving explosive production or storage, except for retail positions where there are no explosives handling required.
  • Motor vehicle driving, unless the minor has a valid license and adheres to no more than 2 hours of driving per day or 25% of total work time and no more than 50 miles driven per day.
  • Mining and logging operations.
  • Work with power-driven woodworking machines.
  • Occupations that expose minors to radioactive substances.
  • Meatpacking, processing, slaughtering, or handling of meat-processing machinery.
  • Work with power-driven machines, including bakery machines, paper product machines, saws, metalworking, punching, or shearing machines.
  • Power-driven machine excavation or tunneling operations (manual excavation and trench work are allowed, provided the surface does not exceed 2 feet in depth).

Prohibited jobs for minors under 16:

  • Working in industries such as manufacturing, processing, construction, and public messenger services. They are also not permitted to work on scaffoldings, roofs, windowsills, or in dry cleaning or warehousing facilities. 
  • In food retail, performing tasks such as maintenance or repair of machines, cooking, banking (with exceptions for counters, snack bars, and soda fountains), and maintenance or repair of power-driven slicers, grinders, cutters, etc.
  • In agriculture, operating tractors without protective gear or seatbelts, operating corn, and cotton pickers, and combines, working in bull, boar, or stud horse pens, and handling dangerous agricultural chemicals.

Exceptions to Labor Laws Restrictions for Minors in Arizona

Child labor laws have provisions for specific exemptions in certain circumstances that allow minors to not follow the restrictions imposed by law. These exemptions include:

  • Minors working for family members or relatives provided the minor is over 15 years old and not engaged in work related to mining or manufacturing.
  • Minors working as performers or entertainers in fields such as television, radio, and online, as long as their employing agency provides details on their hours worked and wages.
  • Minors who have completed high school or its equivalent.
  • Minors participating in apprenticeships or career education programs approved by the Department of Education.

It’s crucial to understand the details and limitations of child labor laws to ensure that minors are protected and treated fairly in the workplace. Employers and guardians should be familiar with the exemptions and make informed decisions when it comes to minors working. To gain a deeper understanding of the job restrictions for minors, refer to the official Youth Labor Document.

Break Requirements for Minors in Arizona

While some other states have specific laws regarding mandatory breaks and lunch periods, Arizona does not.

Neither federal nor Arizona state law mandates employers to provide breaks and lunches. 

Employers have the authority to determine if and when employees can take breaks or lunch periods, including the duration of these intervals. 

Time Tracking of Minors’ Hours in Arizona

Tracking work hours of underage employees plays a vital role in upholding labor laws and regulations, preventing the exploitation and mistreatment of child laborers. It facilitates a delicate equilibrium between work and education, preserving a child’s entitlement to education and a healthy upbringing.

Furthermore, monitoring attendance and working hours serves to oversee health and safety conditions, thereby mitigating the risk of children being exposed to dangerous or excessively lengthy work periods.

Additionally, maintaining records and timesheets can serve as a mechanism for holding employers accountable for their treatment of child workers. Moreover, the data generated by time clock software can be an invaluable resource for child rights organizations and policymakers in advocating for stronger safeguards and regulations, ultimately contributing to the overall welfare and future prospects of child laborers.

To know more about the entitlements of employees, check our guides on your rights as a salaried employee in Arizona and your rights as an hourly employee in Arizona.

Sanctions for Violating Minors Employment Laws in Arizona

Violating child labor laws in Arizona can result in different penalties based on the nature of the offense. Employers may face fines of up to $10,000 for each violation, and in cases of willful or intentional violations, criminal penalties may apply.

Furthermore, employers may be prohibited from hiring minors in any capacity or have their business license revoked. 

These laws are in place to safeguard children from exploitation and hazardous conditions, underscoring the importance of employers familiarizing themselves with the regulations and ensuring compliance.

To learn more about law violations, check our guide on Arizona child labor laws and penalties for breaking Arizona labor laws.

Enforcement of Minors Employment Laws in Arizona

The responsibility of enforcing and administering the Youth Employment Laws in Arizona lies with the Industrial Commission of Arizona’s Department of Labor.

On the federal level, the enforcement of the child labor provisions outlined in the Fair Labor Standards Act (FLSA) is carried out by the Wage and Hour Division of the United States Department of Labor.

Learn more about Arizona Labor Laws through our detailed guide.

Important Cautionary Note

When making this guide we have tried to make it accurate but we do not give any guarantee that the information provided is correct or up-to-date. We therefore strongly advise you seek advice from qualified professionals before acting on any information provided in this guide. We do not accept any liability for any damages or risks incurred for use of this guide.