Alabama’s child labor laws aim to protect minors from exploitation while allowing them work opportunities in safe, appropriate settings. The Alabama Department of Labor enforces certificates, hour limits, and job restrictions in alignment with federal FLSA rules.
Alabama’s statutes require that employers adhere to both state and federal standards, applying whichever is stricter. Employers must obtain and post child labor certificates at worksites employing minors, monitor hours, limit hazardous tasks, and maintain records for inspections.
Minimum Working Age in Alabama
The general minimum age for employment in Alabama is 14 years old, with some exceptions.
- Under 14 years: Employment is generally prohibited, except for narrowly defined activities such as acting, modeling, or family-run agricultural work.
- Ages 14–15: Permitted to work in non-hazardous jobs, under strict hour and duty restrictions. Must have a Class I Child Labor Certificate.
- Ages 16–17: Eligible to work in a wider range of jobs (still excluding hazardous ones). Must have a Class II Child Labor Certificate if under 18.
- 18 years and older: Child labor laws do not apply; considered adults for employment purposes.
Work Permits (Certificates) for Minors
In Alabama, minors under 18 must hold child labor certificates, specific to their age group.
- Class I Certificate: Required for minors aged 14 and 15.
- Class II Certificate: Required for minors aged 16 and 17.
Process to obtain certificate
- Minor obtains a job offer.
- Employer applies via the Alabama Department of Labor.
- Certificates must be displayed at the workplace location where minors are employed.
- Employers must retain certificates and, if applicable, related records of minor employment.
Note: As of June 1 under Act No. 2024-352, the prior requirement for a school approval “Eligibility to Work” form for 14–15-year-olds is eliminated. Employers must maintain a list of all 14–15-year-olds who are employed.
Hour Restrictions for Minors
Alabama sets limits on the number of hours minors may work and when, especially for those aged 14–15.
| Age Group |
When School is in Session |
When School is Not in Session |
Allowed Work Hours |
| 14–15 |
Max 3 hrs per school day, up to 18 hrs per school week; no work before 7 AM or after 7 PM |
Up to 8 hrs/day, up to 40 hrs/week |
Between 7:00 AM and 9:00 PM (during summer) |
| 16–17 |
May not work past 10:00 PM on nights before a school day; cannot start before 5:00 AM |
No restriction on hours outside of school’s schedule, except hazardous work limits |
No state-imposed hour cap beyond safe scheduling restrictions |
| Under 14 |
Not permitted |
Permitted only in exempt roles |
– |
Additional rules:
- Minors aged 14 or 15 must be given a 30-minute break if working more than five consecutive hours.
- No employment may occur in establishments that serve alcohol on premise by minors aged 14–15 (except for family businesses under conditions)
Prohibited Jobs for Minors
Alabama law prohibits minors, especially those under 16, from certain jobs considered dangerous or inappropriate.
| Age Group |
Prohibited Occupations |
Notes / Examples |
| Under 14 |
All non-exempt industrial, manufacturing, mechanical, or warehouse work |
Only limited roles like motivating, modeling, or family-farm work allowed. |
| 14–15 |
Manufacturing, mechanical establishments, workshops, mills, cannery, warehouses, machine shops, jobs involving machinery or toxic substances |
They may not work in places serving alcohol, unless owned by the family and they don’t serve or handle alcohol. |
| 16–17 |
Jobs not safe per state or federal hazardous lists, such as operating heavy machinery or dangerous trades |
Many service, retail, and safe tasks are allowed. |
| All Minors |
Work in adult entertainment establishments, serving or dispensing alcohol, or involvement in dangerous or immoral occupations |
Under-18 may not work in adult establishments. |
Penalties for Non-Compliance
Violating Alabama’s child labor laws can lead to substantial penalties:
- Civil penalties: Ranging from $300 to $5,000, depending on the severity of the violation.
- Criminal penalties: First offenses may be a Class C misdemeanor; repeat violations may be Class B misdemeanor. In serious cases (injury or death) charges may escalate further.
- Certificate revocation or suspension: The Department of Labor may revoke child labor certificates for non-compliance.
- Injunctions and legal actions: Courts may impose stricter measures in cases involving the health or safety of minors.
HR Notifications and Documentation
Employers must keep relevant records and ensure visibility in workplaces:
| Document |
Retention Period |
Storage |
Update Schedule |
| Child Labor Certificate(s) |
As long as minors are employed |
On-site, posted location |
When employment begins or role changes |
| Age Verification Documents |
Employment + 3 years |
Personnel files |
At hiring |
| Time & Payroll Records |
At least 3 years |
Payroll system |
Weekly / daily |
| Break / Meal Logs |
Duration of employment |
HR / daily records |
Daily |
| Compliance / Inspection Correspondence |
Employment + 3 years |
Compliance file |
As issued |
Notifications & Posting Requirements:
- Employers must display child labor certificates at each work location where minors are employed.
- The Child Labor Law poster must be posted conspicuously.
- Employers must maintain a list of all 14–and 15-year-olds employed, as per the updated law.
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