Nebraska has clear child labor laws designed to protect minors while allowing them to gain valuable work experience. These laws work in tandem with the federal Fair Labor Standards Act (FLSA) and are enforced by the Nebraska Department of Labor. Employers hiring minors must comply with whichever standard, state or federal, is more restrictive.
The rules cover minimum working ages, employment certificates (also known as work permits), hour restrictions, and prohibitions on hazardous occupations. Employers are also required to maintain accurate documentation and post official notices to ensure compliance. These safeguards exist to prevent exploitation, ensure work does not interfere with education, and maintain safe workplace conditions.
Minimum Working Age in Nebraska
- Under 14: Employment is generally prohibited in non-agricultural jobs, with limited exceptions such as babysitting, newspaper delivery, or working on a family farm or business owned by a parent.
- Ages 14–15: Eligible for employment in specific non-hazardous jobs, such as retail, food service (with restrictions), and clerical work. Must follow the hour restrictions and prohibited occupations rules.
- Ages 16–17: May work without hour restrictions under state law, but still prohibited from hazardous jobs as defined under state and federal law.
- 18 and older: Considered adults for employment purposes and not subject to child labor restrictions.
Work Permits for Minors in Nebraska
Nebraska requires minors under 16 to obtain an Employment Certificate (also known as a Work Permit) before they can be employed.
- Issuing Authority: Work permits are issued through the local public school district in which the minor resides.
- Application Process: The minor must have a confirmed job offer before applying. A parent or guardian must provide consent.
- Employer’s Role: The employer must sign the permit and agree to comply with state labor laws. Employment cannot begin until the employer has a valid certificate on file.
- Permit Validity: The permit is specific to the job for which it was issued. If a minor changes employers, a new certificate must be obtained.
- Recordkeeping: Employers must retain the certificate for as long as the minor is employed.
Hour Restrictions for Minors
Nebraska law and the FLSA impose limits on the number of hours minors can work. These restrictions help ensure that school-aged children balance employment with education.
| Age Group |
School in Session |
Non-School Days / Vacations |
Allowed Work Hours |
| Under 14 |
Employment is generally prohibited except for limited exceptions (farm work for parents, babysitting, newspaper delivery). |
Same as during the school year. |
Prohibited from most non-agricultural jobs. |
| 14–15 |
Up to 3 hours per school day, no more than 18 hours per school week. Work may not begin before 7:00 AM or end after 7:00 PM. |
Up to 8 hours per day and 40 hours per week. Evening hours are extended to 9:00 PM from June 1 through Labor Day. |
Must not interfere with school attendance. |
| 16–17 |
No restrictions on daily or weekly hours under Nebraska law. |
Same as during the school year. |
Federal restrictions only apply to hazardous jobs. |
Prohibited Jobs for Minors
Nebraska restricts minors from performing certain jobs that could endanger their health, safety, or morals. These restrictions align closely with federal law.
| Category |
Restrictions |
| General Prohibitions |
• All minors under 18 are barred from hazardous occupations under FLSA. • Prohibited industries include mining, logging, demolition, and excavation. • Use of power-driven machinery, explosives, or exposure to radioactive/toxic substances is forbidden. |
| Under Age 14 |
• Cannot work in non-agricultural jobs.
• Limited exemptions: babysitting, newspaper delivery, farm work for parents. |
| Ages 14–15 |
• Prohibited from jobs in manufacturing, construction, public utilities, transportation, and warehousing.
• Cannot operate power-driven equipment. |
| Ages 16–17 |
• May work in broader roles.
• Still prohibited from hazardous occupations: roofing, meat processing with dangerous equipment, and heavy vehicle operation. |
Penalties for Non-Compliance
Employers who violate Nebraska’s child labor laws face strict consequences:
- Civil Penalties: Fines imposed per violation, with higher penalties for repeated offenses.
- Criminal Penalties: In cases of willful or serious violations, employers may face criminal charges.
- Permit Revocation: The Nebraska Department of Labor may revoke a minor’s work permit if the employment violates the law.
- Reputational Impact: Violations can also harm the employer’s credibility and lead to increased regulatory scrutiny.
HR Notifications and Documentation
Employers must follow documentation requirements to demonstrate compliance.
| Document |
Retention Period |
Storage Location |
Update Schedule |
| Employment Certificate (Work Permit) |
Duration of employment |
On-site, accessible to HR |
At hire or upon change of job |
| Proof of Age (birth certificate, driver’s license, school ID) |
Employment period + 2 years |
Personnel file |
At hire |
| Hour and Payroll Records |
At least 3 years |
Payroll system |
Weekly |
| Posted Notice of Maximum Hours for Minors |
Must remain posted while minors are employed |
Workplace bulletin board |
Update annually or as laws change |
| Job Descriptions / Duty Certificates |
Duration of employment |
On-site |
Whenever duties change |
| Compliance Correspondence |
Employment period + 3 years |
Compliance file |
As issued |
Login
Payroll Suite
HR Suite
Talent Suite
Project Services Suite
