Tennessee’s child labor laws exist to protect the health, safety, and educational opportunities of young workers. These regulations provide information for parents, young job seekers, and employers to understand the state’s key provisions.
Tennessee’s Minimum Age and Work Permit Rules
In Tennessee, a minor must be at least 14 years old to be employed in most jobs. Unlike some states, Tennessee does not require a state-issued work permit. Instead, the law places the responsibility on the employer to verify a minor’s age before they begin work. To satisfy this requirement, a minor must provide their prospective employer with a copy of a valid document such as a birth certificate, a driver’s license, a state-issued identification card, or a passport.1Justia Law. Tennessee Code § 50-5-109 – Proof of Age Required for Employment or Continued Employment
Working Hour Limits for Minors in Tennessee
The state imposes strict limits on when and how long minors can work, with rules that change based on age and whether school is in session. For 14- and 15-year-olds, work is prohibited during school hours. On a school day, they can work no more than three hours, and their work week is capped at 18 hours. The workday for this age group must end by 7:00 p.m. When school is not in session, they may work up to eight hours per day and 40 hours per week, and their workday can extend to 9:00 p.m.
For older teens, aged 16 and 17, the rules offer more flexibility but still prioritize education. They are also prohibited from working during the hours they are required to attend school. On nights before a school day, they cannot work between 10:00 p.m. and 6:00 a.m. An exception allows a 16- or 17-year-old to work until midnight up to three nights per week if the employer obtains and keeps on file a signed parental consent form. For all minors under 18, a 30-minute unpaid meal or rest break is mandatory if they are scheduled to work six consecutive hours.
Jobs Minors Cannot Perform in Tennessee
Tennessee law, in alignment with the federal Fair Labor Standards Act (FLSA), prohibits minors under 18 from working in hazardous occupations.2Electronic Code of Federal Regulations. 29 CFR Part 570 Subpart E — Occupations Particularly Hazardous for the Employment of Minors Prohibited jobs include those in or around explosives, mining, logging, and sawmilling operations. Minors are also barred from operating many types of power-driven machinery, such as woodworking machines, metal-forming machines, and hoisting apparatuses.3Justia Law. Tennessee Code § 50-5-106 – Prohibited Employment for Minors
Further restrictions apply specifically to 14- and 15-year-olds. They cannot work in manufacturing, most processing occupations, or in occupations involving power-driven machinery. This age group is also prohibited from most baking and cooking activities in commercial settings. Additionally, no minor under 18 may be employed by a business where the sale of alcoholic beverages for on-site consumption is its primary business.
Exceptions and Special Conditions for Youth Employment
Minors employed by their parents in a non-hazardous business are an exception to the general rules. Other exempt work includes newspaper delivery, agricultural work, and acting or performing in the entertainment industry.4Justia Law. Tennessee Code § 50-5-107 – Exempt Minors These types of employment are not subject to the same age and hour restrictions.
Minors who have graduated from high school or obtained a GED are exempt from the hour restrictions, provided the employer keeps a copy of the diploma or equivalent on file. Minors who are legally married or are parents can also be exempt if the employer maintains a copy of the marriage license or the child’s birth certificate.
What Tennessee Employers Must Do
Employers who hire minors have specific legal obligations. The foremost duty is to maintain a file for each minor at the worksite containing their proof of age, employment application, and any required parental consent forms.
Employers are also required to keep precise records of all hours worked, including start and end times for each shift and documentation of meal breaks. Furthermore, employers must post a notice of the Child Labor Act in a conspicuous place where employees can easily read it.5Justia Law. Tennessee Code § 50-5-111 – Duties of Employers of Minors
Consequences for Violating Child Labor Laws
The Tennessee Department of Labor and Workforce Development enforces the state’s Child Labor Act. Employers who violate these laws can face civil monetary penalties, and a knowing violation is a misdemeanor.6Justia Law. Tennessee Code § 50-5-112 – Violations — Penalties Federal law, under the FLSA, also imposes its own penalties, which can be increased if a violation results in the serious injury or death of a minor. The state can also seek injunctions to stop an employer from continuing illegal child labor practices.