Hawaii requires all minors under 18 to obtain a child labor certificate before being employed. The state’s Child Labor Law, enforced by the Wage Standards Division (DLIR), works in conjunction with federal standards under the FLSA.
Hawaii’s law distinguishes between younger minors (ages 14–15) and older minors (ages 16–17) with different certificate types and hours rules. Some Hawaii provisions are more permissive than federal law; when state rules are less stringent, employers must still comply with federal law.
Minimum Working Age in Hawaii
Hawaii’s baseline minimum working age is generally 14 years.
- Under 14 years: Employment is generally prohibited, except under narrow exceptions (e.g., theatrical or coffee harvesting work under rules).
- Ages 14–15: May be employed in non-hazardous roles provided they carry a valid Certificate of Employment (CL-1).
- Ages 16–17: Must obtain a Certificate of Age (eCL-3). Once issued, this certificate is valid until the turn of 18.
Work Permits for Minors
Minors under 18 must have the required certificate before commencing employment. There are two certificate types in Hawaii:
- Certificate of Employment (CL-1): For minors aged 14–15.
- Certificate of Age (eCL-3): For minors aged 16–17.
Steps to obtain a certificate:
- Obtain and complete the Application for Minor’s Certificate of Employment (CL-1) or the Certificate of Age (eCL-3) online or via the Child Labor Office.
- Apply with proof of age document (birth certificate, state ID, passport, etc.)
- For grades 14–15, a temporary authorization slip may allow work before the full certificate arrives.
- The employer must verify that the job and hours are lawful, and retain the certificate in the minor’s file.
- If a minor changes employers, a new certificate is required (for 14–15 CL-1).
- Certificates are free, and the original must be submitted to the Child Labor Office (though parts may be faxed temporarily).
Hour Restrictions for Minors
Hawaii’s child labor law specifies strict hour and time limits, particularly for 14–15-year-olds.
| Age Group |
School in Session |
Non-School Days / Vacations |
Allowed Work Hours |
| 14–15 |
Max 3 hrs/day; 18 hrs/week |
Up to 8 hrs/day; 40 hrs/week |
Between 7:00 a.m. and 7:00 p.m., during school break until 9:00 p.m. |
| 16–17 |
No stricter hours except when school attendance is required |
No statewide limit beyond permissible non-school hours |
No hour limits except when school obligations apply; the employer must verify the certificate and record it. |
Other rules & notes:
- Continuous work limit (for 14–15): No more than 5 hours without a 30-minute break.
- Consecutive days: Minors may not work more than 6 consecutive days.
- Coffee harvesting special rule: Minors aged 10–14 engaged in coffee harvesting may, during non-school periods, work up to 6 hours/day, up to 30 hours/week.
Work must not conflict with school hours unless excused or during authorized breaks.
Prohibited Jobs for Minors
Hawaii strictly prohibits minors from working in hazardous occupations under both state and federal law.
| Category |
Prohibited Work for Minors |
| Heavy & Hazardous Occupations |
Operating heavy machinery, mining, demolition, logging, or excavation. |
| Dangerous Substances/Equipment |
Working with explosives, radiation, or power-driven kitchen equipment. |
| Driving Restrictions |
Driving motor vehicles (except under limited conditions) and certain overnight or hazardous shifts. |
| Agricultural Work |
Coffee harvesters: minors under 14 may work in coffee picking only under strict rules and close supervision. |
| Compliance Requirement |
Employers must follow both Hawaii’s state rules and the FLSA’s federal hazardous job lists to ensure full compliance. |
Penalties for Non-Compliance
Violating Hawaii’s child labor laws may result in administrative fines and enforcement actions by the state’s Wage Standards Division.
Because child labor rules in Hawaii overlap with federal law, employers also risk FLSA penalties for violations such as unauthorized hours or hazardous work.
In serious or willful cases, sanctions may include fines or other legal consequences. Employers should maintain strict compliance to avoid such outcomes.
HR Notifications and Documentation
Employers must retain key records for minor employees and ensure that certificate verification is completed.
| Document |
Retention Period |
Storage Location |
Update Schedule |
| Certificate of Employment (CL-1) / Certificate of Age (eCL-3) |
Until 3 years after the minor leaves |
On-site, in personnel records |
At hiring and when changing employer/occupation |
| Proof of Age Documents |
Employment + 3 years |
HR files |
At hire |
| Time & Payroll Records |
3 years |
Payroll system |
Daily |
| Break / Rest Logs |
Employment duration |
HR / Time records |
Each day of work |
| Job Descriptions & Work Certificates |
Duration of employment |
On-site files |
When duties change |
| Compliance / Inspection Correspondence |
Employment + 3 years |
Compliance files |
As issued |
Employers must verify that the certificate number matches the proof of age and record this information in the employee’s employment files.
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