Overview of Child Labor Laws in Illinois
Illinois regulates the employment of minors to protect their education, health, and safety through mandatory employment certificates, hour limits, and prohibitions on certain occupations. The Illinois Child Labor Law (820 ILCS 206/) places particular emphasis on certificates, bans work before 7 a.m. and after 7 p.m. (extended to 9 p.m. June 1–Labor Day), and requires special protections for child performers.
Minimum Working Age in Illinois
Illinois generally sets the minimum working age at 14 years for most non-farm employment, with limited exceptions for younger children in narrowly defined roles. Children under 14 are typically barred from employment, except for activities such as newspaper delivery, certain family business tasks, or permitted entertainment and talent work, which require approval from the issuing officer. Minors aged 14–15 and 16–17 have graduated permissions tied to certificates and hour restrictions.
Work Permits for Minors
In Illinois, all minors under 16 must obtain an employment certificate (commonly called a work permit) before beginning a job. The permit ensures that the work does not interfere with school attendance or place the minor in hazardous conditions.
Steps to obtain a work permit:
- The minor secures a written job offer from an employer.
- A parent or guardian provides written consent for the employment.
- The minor applies through their local school, which verifies age, health, and academic standing.
- Once approved, the school issues the employment certificate.
- The employer must keep the certificate on file at the workplace for the duration of employment.
Exemptions may apply for casual work such as babysitting, yard work, or employment in a family-owned business, provided the work is not hazardous.
Hour Restrictions for Minors
Illinois limits the number of hours minors can work to protect their education and wellbeing. Restrictions vary by age and whether school is in session.
| Age Group | When School is in Session | When School is Not in Session | Permitted Hours |
| 14–15 | Up to 3 hours per school day; 8 hours on non-school days; maximum 24 hours per school week | Up to 8 hours per day; 48 hours per week | Between 7:00 AM and 7:00 PM (extended to 9:00 PM June 1–Labor Day) |
| 16–17 | No more than 6 consecutive days; daily and weekly hours subject to federal FLSA limits | Broader work opportunities but still restricted from hazardous jobs | Generally between 6:00 AM and 10:00 PM on school nights; later with parental consent on weekends and holidays |
Employers must also provide a 30-minute meal break for every 5 consecutive hours worked.
Prohibited Jobs for Minors
Illinois forbids minors from performing hazardous occupations consistent with both state law and federal child-labor standards. Below is a concise table modeled on the state guidance.
| Age Group | Prohibited Occupations |
| Under 14 | All employment except specified exemptions (newspaper delivery, certain family business roles, permitted entertainment) |
| 14–15 | Manufacturing, construction, operating power-driven machinery, driving motor vehicles, warehouse duties, cooking over open flames |
| 16–17 | Federally designated hazardous occupations (logging, mining, operation of heavy equipment, driving for work), exposure to explosives or radioactive materials |
| All minors | Demolition, use of high-powered meat processing equipment, confined space entry, handling hazardous chemicals without safeguards |
Industry notes: Food service restrictions bar minors from using slicers/grinders and other hazardous kitchen equipment; construction tasks are off-limits; agricultural rules limit the use of tractors and pesticides by age. Employers should consult both Illinois guidance and federal WHD lists to confirm specific prohibited tasks.
Penalties for Non-Compliance
Violations of Illinois child labor law may trigger administrative fines, criminal penalties, and federal sanctions where the FLSA also applies. Employers who hire minors without certificates, allow work outside permitted hours, or assign hazardous tasks face escalating civil penalties per violation and potential misdemeanor charges for willful breaches. Employers must also heed federal penalties under the U.S. Department of Labor when FLSA standards are violated. Maintaining certificates and accurate time records helps reduce liability and demonstrates compliance during inspections.
HR Notifications and Documentation
Employers must keep accurate records and provide required notices to issuing officers, parents, and enforcement agencies.
| Document | Retention Period | Storage | Update Schedule |
| Employment Certificates (work permits) | Duration of employment + 3 years (recommendation) | On-site where minor works | At hire; update on job/schedule change |
| Letter of Intent to Hire | 3 years after employment ends | Employer files | At hire |
| Proof of Age (birth cert./passport) | Employment period + 3 years | Secure personnel file | At hire |
| Time & Payroll Records | At least 3 years | Detailed daily logs | Daily |
| Statement of Physical Fitness | Employment duration | HR/medical file | At hire or per issuing officer |
| Incident Reports | Permanent | HR/legal files | Immediately upon occurrence |
| School Schedule Statements | While employed | HR files | Whenever school schedule changes |
Notifications required:
employers must provide the letter of intent to hire minors for permit application, maintain certificates on premises, schedule required meal breaks, and cooperate with issuing officers or Illinois DOL investigations. For any work-hours waiver requests or special authorisations, employers should use the state waiver/application forms and keep copies on file.
Got questions?
Illinois generally permits employment starting at 14 for non-farm jobs. Children under 14 are largely barred, except for narrow exemptions, such as newspaper delivery, family business tasks, or permitted entertainment. Each hire requires an employment certificate and compliance with hour and duty limits.
A minor presents a letter of intent to hire, proof of age, and a Statement of Physical Fitness to the issuing officer at their school or district. The issuing officer reviews school attendance and welfare concerns, then issues an Employment Certificate, which the employer must keep on the premises.
During school sessions, 14–15-year-olds may work no more than 3 hours per day and 18 hours per week, and only between 7:00 AM and 7:00 PM (extended to 9:00 PM June 1–Labor Day). Employers must provide a 30-minute meal break for shifts beyond five consecutive hours.
Minors are barred from hazardous work such as construction, manufacturing involving power machinery, logging, mining, handling explosives, and operating heavy equipment. Food service restrictions and other industry-specific bans apply; consult state and federal lists before assigning duties to ensure compliance.
- Employers who hire minors without proper certificates, exceed hourly limits, or assign prohibited tasks may face civil fines per violation and, for willful breaches, may also face criminal charges. Federal FLSA penalties can also apply. Accurate records and certificates on-site are essential to avoiding enforcement actions.
