Child Labor Laws in Colorado

Colorado’s child labor laws are designed to balance employment opportunities for minors with the protection of their health, safety, and education. These laws are administered by the Colorado Division of Labor Standards and Statistics (DLSS) within the Colorado Department of Labor and Employment (CDLE). The primary governing statute is the Colorado Youth Employment Opportunity Act (CYEOA), codified in C.R.S. Title 8, Article 12.

Colorado law aligns closely with federal Fair Labor Standards Act (FLSA) requirements, though in some cases the state sets stricter limits. Employers must always comply with the stricter federal or state standards. Colorado does not require a universal state “work permit” for minors; instead, schools may issue age certificates in limited cases. Employers must keep age or school release documentation on file when applicable.

Minimum Working Age in Colorado

The general minimum working age in Colorado is 14 years, with certain exceptions for younger children.

• Under 14: Most forms of employment are prohibited for minors; however, limited activities, such as newspaper delivery, babysitting, certain types of entertainment work, and tasks performed in a family business, may be permitted when federal law does not apply, and only under narrowly defined conditions.
• Ages 14–15: Minors may work in approved non-hazardous jobs with limited hours, primarily during non-school periods. Work cannot interfere with schooling or rest.
• Ages 16–17: Teenagers can work more hours and in a broader range of occupations, but federal and state restrictions still prohibit hazardous jobs.
• 18 and older: Child labor laws no longer apply; adult labor regulations govern employment.

Work Permits for Minors

Colorado does not issue standard work permits. Instead, schools may provide an age certificate if requested by an employer. Federal law controls work during school hours and in restricted occupations. Employers must maintain records of minor employees’ age and work schedules for compliance.

Steps to obtain a work permit:

• A minor applies for the permit through their school or district office.
• The parent or guardian provides written consent for employment.
• The school verifies the minor’s age, academic standing, and school attendance.
• The employer files and retains the certificate on-site for compliance purposes.

Work permits specify the allowable hours, duties, and work location. Employers must maintain the permits on-site and update them if the minor changes jobs or work schedules. Exceptions include occasional babysitting, newspaper delivery, and minor work in family-owned businesses.

Hour Restrictions for Minors

Colorado sets specific limitations on the number of hours minors may work based on age and whether school is in session.

Additional notes:

• Minors may not work during school hours unless enrolled in a state-approved work experience program.
• Meal breaks: Minors working more than five consecutive hours must receive a 30-minute break.
• Employers are responsible for ensuring minors adhere to the work-hour restrictions.

Prohibited Jobs for Minors

Colorado restricts minors from engaging in hazardous occupations to prevent injury and exposure to dangerous conditions.

Industry-specific restrictions:

• Food service: Minors under 18 are not permitted to operate slicers, grinders, or similar machinery.
• Construction: All minors under 18 are prohibited from engaging in construction tasks.
• Agriculture: Minors under 16 may work in farm jobs with limitations; hazardous machinery is prohibited.

Penalties for Non-Compliance

Employers who violate Colorado child labor laws may face significant consequences:

• Civil fines: Penalties start at $500 per violation and increase for repeated or serious breaches.
• Criminal charges: Willful violations may result in misdemeanor charges, fines, or imprisonment.
• Federal enforcement: Additional fines and sanctions may be imposed under the FLSA for violations that affect federally protected employment standards.

Parents are generally not held liable unless they employ their own children in prohibited roles; however, employers remain fully responsible for ensuring compliance and maintaining proper documentation.

HR Notifications and Documentation

Employers must maintain detailed records to demonstrate compliance with Colorado child labor laws.

Notification requirements:

• To CDLE: Submit work permits, report workplace injuries, and disclose compliance issues.
• To Schools: Provide permit applications, schedule changes, and terminations.
• To Parents/Guardians: Inform them of work schedules, duty changes, incidents, and safety training.