May 18, 2026

Hiring Minors for Summer 2026: Compliance Reminders for New York and New Jersey Employers

By Charlotte Pramer

As summer approaches, many employers prepare to hire minors for seasonal positions. Before bringing young workers on board, employers must ensure compliance with applicable child labor laws.

Both New York and New Jersey impose specific requirements governing working papers, permissible work hours, and youth employment restrictions. Employers should review their hiring practices in advance to ensure compliance before the summer hiring season begins.

Below are key compliance reminders for Summer 2026.

Working Papers

Minors ages 14 through 17 must obtain valid working papers, i.e., employment certificates or permits, before beginning employment. 

In New York, applications and related forms are available from the NYS Education Department website and must be submitted in person to the school district where the minor lives, goes to school, or will work. New Jersey uses a digital employment certificate system.

Employers must maintain working papers on file at the worksite for the duration of employment.

Permissible Summer Work Hours

During the summer period, i.e., the last day of school through Labor Day, minor employees may work for a limited number of hours per day, during limited hours, no more than 6 days per week, and for a limited number of hours per week. The rules depend on the employee’s age and differ slightly between New York and New Jersey.

Other Employment Laws

New York employers must post work schedules and strictly adhere to these limits. New Jersey employers must maintain accurate time and payroll records for minor employees. All employers must comply with federal and state laws on minimum wage, overtime pay, meal breaks, sick leave, prohibited hazardous activities, workers compensation insurance, unemployment insurance, taxes, Form I-9 eligibility verification, and employment notices and posters.

Special Considerations for Summer Camps

Summer camps often employ minors in roles such as counselors-in-training, junior counselors, and activity assistants. These roles present unique compliance considerations.

Employers should ensure:

• Minors are not assigned prohibited or hazardous duties.
• Appropriate supervision and staffing ratios are maintained.
• Staff meet any certification or training requirements (e.g., lifeguarding, where applicable).
• Compliance with camp-specific health and safety regulations.

Plan Ahead for Compliance

Hiring minors can help meet seasonal staffing needs while offering valuable work experience to young employees. However, employers must carefully follow all applicable requirements.

Employers planning for Summer 2026 should review their procedures now to ensure compliance with working paper requirements, hour restrictions, and recordkeeping obligations in both New York and New Jersey.

For questions regarding youth employment compliance, please contact Sheryl Galler at sgaller@booklawllp.com.