Last Updated on April 15, 2025

As the labor market continues to evolve, so do the regulations governing youth employment. In 2025, a wave of legislative changes for child labor laws across several states- and at the federal level- has reshaped how employers must approach hiring minors. Whether your business relies on seasonal youth labor or long-term employment for workers under 18, it’s essential to understand and adapt to these updates to remain compliant and mitigate risk.

2025 Child Labor Law Changes: A Mixed Landscape

This year, states have taken varying approaches to revising child labor laws. Some have introduced stronger protections for minors, while others have opted to relax restrictions to expand workforce participation.

Illinois has enhanced protections by broadening access to work permits for minors facing homelessness and refining rules for school-based employment programs. The Child Labor Law of 2025 (SB 3646) went into effect on January 1, 2025. These updates aim to ensure more equitable access to job opportunities for vulnerable youth populations.

Colorado has increased penalties for violations of the Colorado Youth Employment Opportunity Act of 1971 (CYEOA), now ranging from $250 to $10,000 depending on the severity of the infraction. This change- implemented January 1, 2025- is part of a broader initiative to bolster enforcement and deter non-compliance.

In Michigan, there have been amendments made to the Youth Employment Standards Act (YESA). The procedures for issuing work permits to minors has shifted responsibility from schools to the Department of Labor and Economic Opportunity, giving the state greater visibility into youth employment and improving regulatory oversight. Other changes made include modifying the hours during which minors younger than 16 are allowed to work, and limiting the circumstances under which a deviation can be granted for minors 16 and older.

Meanwhile, California (SB 764), Utah (HB 322) and Minnesota (HF 3488) have passed laws targeting the protection of minors working as social media influencers. These laws require that a portion of a child’s earnings be placed in trust and give them the right to request the removal of content featuring them once they reach adulthood, which is an emerging concern in the growing digital economy. Specifically, the Minnesota law states that kids under the age of 14 must receive 100% of the proceeds.

Relaxed Restrictions on Child Labor Laws in Some States

Conversely, other states have loosened youth employment restrictions. Effective January 1, 2025, Indiana now allows 16- and 17-year-olds to work the same hours as adults, and no parental permission is required for them to work longer or later hours. This follows a previous decision to eliminate traditional work permits in favor of a reporting system via the state’s Youth Employment System (YES).

In Florida, proposed legislation (SB 918) seeks to remove limits on the number of hours 14- to 17-year-olds can work, including overnight shifts and school-day labor. The bill also eliminates required meal breaks and expands permissions for students in virtual or home-school environments. The proposal is positioned as a strategy to address labor shortages, but it has sparked significant public concern regarding youth safety and education outcomes.

What Employers Should Do Now

With these developments in motion, employers should take the following actions:

• Review current hiring practices for minors and update policies to reflect new state and federal requirements.
• Ensure accurate documentation and reporting, especially where work permits or state notification systems are involved.
• Monitor developments in your state legislature, particularly if you operate in states with proposed or pending legislation.
• Train HR and management teams on evolving regulations to avoid inadvertent violations.

Employing minors can be a valuable strategy for workforce development, but it comes with unique responsibilities. Staying informed and proactive is the key to balancing business needs with legal compliance and ethical labor practices.

Let MyHRConcierge Help You Remain Compliant with Child Labor Laws

MyHRConcierge can help employers stay compliant with child labor laws when hiring minors by providing tailored HR solutions and guidance. By leveraging MyHRConcierge’s expertise, employers can ensure they adhere to all legal requirements, avoid costly fines and create a safe work environment for young employees.  Contact us today at 855-538-6947 ext 108, ccooley@myhrconcierge.com. Or, schedule a convenient consultation below: