Child Labor Laws in North Dakota

North Dakota is very protective of its young employers. Its laws aim to provide safe working opportunities that do not compromise their health, safety, and education. The Department of Labor and Human Rights closely regulates the state’s laws, including those related to working age, hours restrictions, and prohibitions on hazardous jobs. Employers must comply with both North Dakota law and federal law to avoid penalties.​

How the State Regulates Child Labor

Youth employment in North Dakota is governed by age minimums, work-hour regulations, and documentation.

Minors aged 14 and 15 must obtain an Employment and Age Certificate (“work permit”) before starting employment. At the same time, employers must verify a minor’s age and provide work schedules that do not conflict with school attendance, and keep the required forms on file.​

Relation to Federal Law

North Dakota law generally aligns with the federal Fair Labor Standards Act (FLSA). However, when the state and federal child labor laws differ from one another, employers must follow the stricter standards to protect the interests of minors. Moreover, North Dakota’s requirement for work permits and some job restrictions go above and beyond the federal minimums for workers under 16 years of age.

Minimum Working Age in North Dakota

In North Dakota, the general minimum working age is set at 14 years for most non-agricultural jobs.​ However, some expectations exist, such as:

• Working as farm labor
• Providing domestic services
• Working in the entertainment industry
• delivering newspapers
• Working for one’s own parents/guardians/grandparents in a business owned 100% by that adult and under their direct supervision.​

Work Permits for Minors in North Dakota

As of 2025, the state requires all 14- and 15-year-olds to obtain a work permit, known as an “Employment and Age Certificate,” before commencing employment.​

The process of obtaining a work permit is as follows:

• The minor must receive a job offer from the employer.
• The minor must get the form filled out by their parent/guardian and the employer.
• The minor must then submit the form with age proof (such as a birth certificate) to their school.
• The issuing authority will authenticate the details, approve the application, and provide the official employment certificate.
• The minor must then submit a copy of the employment certificate to their employer, who must, in turn, keep the certificate on file for compliance purposes.

Note: a minor must submit a new certificate for each different job.​

Hour Restrictions for Minors in North Dakota

14- and 15-year-olds:

• During school weeks: A maximum of 3 hours per school day and 18 hours per week.
• During non-school weeks: A maximum of  8 hours per day and 40 hours per week.
• Permitted work hours: Between 7 AM and 7 PM, which can extend to 9 PM between June 1 and Labor Day.​
• Breaks: A 30-minute break for every five hours of consecutive work and a one-hour break in an 8-hour shift.​

16- and 17-year-olds:

• No state hourly limits.
• Must not work during school hours.​
• Must not work in federally prohibited hazardous jobs.​

Prohibited Jobs for Minors in North Dakota

The following occupations are considered hazardous for minors and must not be employed in these areas.

Penalties for Non-Compliance

Employer Liabilities: Violation of child labor laws is subject to both civil and criminal penalties

• Employers can face civil penalties up to $15,138 per violation under the federal FLSA.​
• Willful or repeated violations can result in criminal prosecution, fines up to $10,000, and even imprisonment for brazen repeat violations.​
• The state law further enforces additional penalties for failing to maintain proper records or employing minors in hazardous occupations.​

Parental Liabilities

• Parents are typically not held liable unless they knowingly allow minors to work in violation or supervise underage family members in restricted roles.
• Family farm/business exemptions are narrowly defined and closely monitored by both state and federal governments.​

HR Notifications and Documentation

Employers must maintain specific documentation for all minor employees.