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Across the U.S., the number of child labor law violations is climbing at a rate that should make every business owner pay attention.
In fiscal year 2024 alone, the Department of Labor found 4,030 children employed in violation of federal law. Employers paid more than $15.1 million in civil penalties, an 89% jump from the previous year.
These aren’t isolated incidents. They’re part of a nationwide trend fueled by labor shortages, weakened state protections, and, in some cases, managers cutting corners during busy periods. Whether intentional or not, the result is the same: serious financial penalties, reputational damage, and harm to young workers who rely on adults to protect them.
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A National Surge in Child Labor Law Violations
Federal investigators have uncovered minors working overnight in slaughterhouses, operating industrial equipment in auto part factories, and cleaning meatpacking plants — jobs clearly off-limits to anyone under 18.
In January 2025, the Department of Labor had more than 1,000 open investigations into illegal child labor, with the number of children found in hazardous jobs increasing sharply since 2021.
While many employers follow the law, others may unintentionally violate it. A 15-year-old working past 7 p.m. at a restaurant or a 16-year-old exceeding the weekly hour cap in retail might not seem like a big deal in the moment — but under federal standards, both are violations that could cost a business thousands.
What’s Driving the Increase
Experts point to several converging pressures:
- Labor shortages have led some companies to rely on younger workers or third-party contractors who fail to properly verify ages.
- Economic pressures have incentivized longer shifts and reduced oversight in low-margin industries such as food service, agriculture and logistics.
- Weakened state laws — in at least 12 states — have rolled back protections by expanding permissible work hours or removing age-verification requirements.
- Vulnerable populations, particularly migrant children, are at the highest risk of exploitation, accounting for much of the recent increase in violations.
Under-resourced enforcement agencies compound the problem, making it easier for illegal practices to persist undetected.
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Federal Penalties for Child Labor Violations
The Department of Labor assesses civil money penalties on a per-violation basis, meaning even small errors can add up quickly. And the price of ignoring child labor laws keeps rising.
In fact, in 2024, employers paid more than $15 million in civil penalties — nearly double the amount just two years earlier.
Penalties include:
- Up to $15,138 per violation
For hour-limit violations, hiring underage workers, or allowing minors to perform prohibited tasks when no serious injury or death occurs.
- Up to $68,801 per violation
When a violation causes the death or serious injury of a minor under 18.
- Up to $137,602 per violation
When a serious injury or death violation is willful or repeated.
Beyond financial loss, the reputational fallout can be devastating, especially when violations involve minors injured on the job.
Federal Child Labor Law Standards at a Glance
The Fair Labor Standards Act (FLSA) sets the national framework for child labor laws:
- Children under 14 generally cannot be employed in non-agricultural jobs.
- Fourteen- and fifteen-year-olds may work limited hours outside school but are restricted to non-hazardous positions. Here are the limited hours guidelines:
- Must work outside school hours
- No more than 3 hours on a school day, including Fridays
- No more than 8 hours on a non-school day
- No more than 18 hours during a week when school is in session
- No more than 40 hours during a week when school is not in session
- Between 7 a.m. and 7 p.m.
- Youths ages 16 and 17 can work unlimited hours but may not perform tasks deemed hazardous by the Department of Labor.
These rules apply to nearly every industry, but specific state regulations may add another layer of complexity.
Jobs Off-Limits for Kids Under 18
Federal law prohibits minors under 18 from working in hazardous occupations. Below is a concise, easy-to-scan summary of the jobs that are off-limits under the Fair Labor Standards Act (FLSA):
Meat Processing and Slicing
- Operating meat slicers, saws, grinders or choppers
- Cleaning or hand-washing machine parts
- Using these machines on non-meat items
- Working in most meat or poultry slaughtering, packing or rendering roles
Power-Driven Woodworking Machinery
- Operating chainsaws
- Operating nailing or stapling machines
- Operating power-driven sanders
- Using any power-driven woodworking equipment
Compactors and Balers
- Operating trash compactors
- Operating power-driven paper-product machines
- Operating balers or compactors used for recycling or disposal
Forklifts and Skid-Steers
- Operating forklifts
- Riding on forklifts
- Assisting with forklift use
- Operating non-automatic elevators
- Operating skid-steers, backhoes, manlifts, scissor lifts, cherry pickers, boom trucks or cranes
Logging, Forestry and Sawmilling
- Working in forest fire fighting
- Working in active fire suppression
- Timber tract management
- Forestry services
- Logging or sawmilling operations
Power-Driven Bakery Machines
- Operating bakery mixers
- Operating dough rollers, rounders, dividers or sheeters
- Operating cookie or cracker machines
- Cleaning or repairing these machines
Metal-Working Machines
- Operating power-driven metal-forming machines
- Operating punching machines
- Operating shearing machines
Power-Driven Saws
- Operating circular saws
- Operating band saws
- Operating guillotine shears
- Operating chainsaws
- Operating reciprocating saws
- Operating woodchippers
- Operating abrasive cutting discs
Roofing
- Any roofing work
- Ground-level tasks related to roofing
- Removing old roofing
- Any work on or about a roof
Driving
- Driving motor vehicles as part of a job
- Working as a driver’s helper (loading or unloading cargo)
Explosives
- Working where explosives are manufactured, handled or stored
Demolition
- Working in wrecking
- Working in demolition
- Working in ship-breaking
Mining
- Working in coal mines
- Working in metal mines
- Working in quarries or gravel pits
- Working in surface or underground mining operations
Radioactive Materials
- Working around radioactive substances
- Working where ionizing radiation is present
Brick and Tile Manufacturing
- Working in most roles involving the manufacture of brick, tile or similar products
Trenching and Excavation
- Working in trenching
- Working in excavation
- Entering trenches deeper than four feet
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Kansas and Missouri: Know the Local Rules
In the Kansas City area, employers must also navigate state-specific child labor laws.
Kansas Child Labor Laws:
- Youth under 16 are limited to 3 hours on a school day and 18 hours during a school week.
- Work is restricted to 7 a.m.–7 p.m. when school is in session (extended to 9 p.m. in summer).
- Work permits are required for certain minors, and violations can trigger both state and federal penalties.
Child Labor Laws Missouri:
- Youth under 14 are prohibited from most employment except limited activities, such as family businesses or agriculture.
- Employers must maintain documentation verifying each minor’s age and permissible duties.
- State lawmakers have proposed rolling back some of these requirements, but for now, the existing restrictions remain in force.
Protecting Your Business — and Young Workers
Avoiding violations starts with vigilance. Employers should:
- Verify every employee’s age and eligibility to work.
- Train managers on federal and state youth-employment laws.
- Audit schedules to ensure minors don’t exceed hour limits.
- Review vendor and subcontractor practices — you can be liable for violations in your supply chain.
When in doubt, consult the Department of Labor’s Wage and Hour Division or your HR compliance partner before hiring or scheduling minors.
Axcet Can Help
Compliance with child labor laws isn’t just about avoiding penalties — it’s about creating safe, lawful workplaces for the next generation. Axcet HR Solutions, a certified PEO headquartered in Kansas City, helps small and midsized businesses stay compliant with ever-changing employment regulations, from FLSA standards to state-specific wage, hour and safety laws.
Learn more about how our team of certified HR professionals can help your company protect its people — and its reputation. Contact us today >>
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