Child Labor Laws in Georgia: Youth Employment Rules

The Fair Labor Standards Act (FLSA), codified at 29 U.S.C. § 212, establishes the federal floor for child labor protection. The federal law prohibits oppressive child labor and sets age 14 as the minimum for most non-farm work.

Under 29 CFR Part 570, the Department of Labor defines hazardous occupations that minors cannot perform, including work in manufacturing, mining, logging, roofing, and operating power-driven machinery. Ages 14–15 may work only in non-hazardous occupations such as retail, food service, office/clerical work, and gasoline station work (with restrictions).

Federal law limits work hours for 14- and 15-year-olds: no more than 3 hours on school days, 8 hours on non-school days, 18 hours per week while school is in session, and 40 hours per week when school is not in session. Children under 14 cannot work except in agriculture, newspaper delivery, or entertainment (such as acting or modeling) with proper permits and parental consent.

The U.S. Department of Labor's Wage and Hour Division enforces the FLSA. Children under 16 cannot be employed during school hours. Federal law requires work permits in some states (though Georgia does not require them statewide). Remedies for FLSA violations include unpaid minimum wage and overtime, plus liquidated damages equal to wages owed.

Georgia Code § 34-7-2 and § 34-7-3 establish state child labor rules that align closely with the federal Fair Labor Standards Act baseline. Georgia law does not diverge significantly from federal protections; rather, the state incorporates federal standards into state statute. Where federal and state law conflict, the more protective standard applies.

Georgia's statute covers all minors under 18 employed in the state and applies to employers with one or more employees. Unlike federal law, Georgia does not require work permits statewide; however, minors must comply with state enrollment in school and hour limitations. Georgia law requires employers to maintain records of hours worked and dates of employment for all minors.

Under Georgia law, minors under 14 cannot work except in agricultural labor, newspaper delivery, or entertainment (acting, modeling) with written parental consent and without interference with schooling. Ages 14–15 may work in non-hazardous occupations but cannot work during hours when school is in session in the minor's school district (typically 8 a.m. to 3 p.m. on school days) and cannot work more than 8 hours on any school day or 40 hours per week when school is in session.

Georgia law further restricts work hours to between 7 a.m. and 9 p.m. on school nights (or 7 a.m. to 10 p.m. if school is not in session the following day). Minors aged 16–17 face fewer restrictions but still cannot work in hazardous occupations as defined by federal rule. Georgia does not provide state-specific additional protections beyond federal law; enforcement is primarily through the U.S. Department of Labor, though the Georgia Department of Labor can investigate complaints.

Minimum age for non-farm work: 14 years (federal and Georgia rule).

Maximum hours for ages 14–15 on school days: 3 hours (federal), 8 hours (Georgia state rule).

Maximum hours for ages 14–15 per week during school: 18 hours (federal), 40 hours (Georgia state rule).

Maximum hours for ages 14–15 per week when school not in session: 40 hours (federal and Georgia).

Earliest work start time for minors under 16: 7 a.m. (Georgia and federal).

Latest work end time for minors under 16 on school nights: 9 p.m. (Georgia); 10 p.m. if school not in session next day.

Minimum age for hazardous occupations: 18 years (federal and Georgia).

No state work permit requirement in Georgia.

Georgia and federal law contain several important exceptions and limitations to child labor protections. First, agricultural work is exempt from most hour and age restrictions; children of any age may work on farms owned or operated by their parents or guardians, and minors aged 12 and older may work on farms with parental permission during non-school hours.

Newspaper delivery is exempt; minors may deliver newspapers outside of school hours without meeting the 14-year minimum age. Acting and modeling for entertainment purposes are exempt if minors have parental consent and the work does not interfere with schooling or mandatory school attendance.

Family business exception: minors may work in family-owned non-hazardous businesses without some age and hour restrictions if the work does not interfere with schooling. Georgia does not require work permits statewide, which means many employers may not verify age or hours worked; enforcement depends on Department of Labor complaint investigation.

School-based work-study programs are permitted and may allow students to work during school hours if the program is part of an approved curriculum. Minors aged 16–17 face significantly fewer restrictions and may work in most non-hazardous jobs with standard adult hours, provided they do not work in hazardous occupations.

The at-will employment doctrine applies to minor employees; Georgia employers can terminate employment at will unless a collective bargaining agreement states otherwise. Federal FLSA enforcement requires only that minors be paid minimum wage for all hours worked; no state minimum wage floor in Georgia beyond federal $7.25 per hour applies to minors. Minors are also not entitled to overtime premium pay in Georgia beyond federal requirements.

Step 1: Document and Gather Evidence. Keep detailed records of all work schedules, pay stubs, and dates/times worked. If you are a minor or parent, take screenshots of work schedule postings, text messages from employer about shifts, and any written communications. Note the job title, employer name and address, and names of managers or supervisors. If the minor was instructed to work during school hours, work over 8 hours on a school day, or work in a hazardous occupation (such as operating a forklift, working with power tools, or roofing), document those facts with dates and times.

Step 2: Internal Complaint and Communication. Before filing a formal complaint, send a written email or letter to the employer's HR department or manager stating that you believe child labor laws have been violated. Describe specific instances (dates, times, hours, hazardous tasks) and cite Georgia Code § 34-7-2 or the Fair Labor Standards Act. Request written clarification of the minor's work schedule and job duties. Keep a copy of this communication. Many violations can be resolved at this stage; if the employer corrects the violation within 14 days, further action may not be necessary. However, if the employer ignores the complaint, retaliation occurs, or the violation continues, proceed to step 3.

Step 3: File a Complaint with the U.S. Department of Labor. The Wage and Hour Division (WHD) of the U.S. Department of Labor enforces federal child labor rules and can investigate violations in Georgia. File online at www.dol.gov/agencies/whd/contact/complaints or by phone at 1-866-4-USDOL (1-866-487-3652). You can also file by mail: U.S. Department of Labor, Wage and Hour Division, 300 Peachtree Street NE, Suite 3100, Atlanta, GA 30308. Provide the employer's name, address, phone number, and a detailed description of the violation (e.g., minor worked 10 hours on a school day in violation of § 34-7-2). Include the minor's age, dates/times of violations, and job duties. The WHD does not require the minor's name on the complaint if confidentiality is a concern; you can request anonymity. Filing deadline: there is no statute of limitations bar to filing a WHD complaint, but act promptly (within weeks of the violation) to preserve evidence and witness memory. No filing fee is required.

Step 4: Expect Investigation and Remediation. After filing, the WHD will contact the employer within 10–20 business days to notify them of the complaint. The investigator will request payroll records, time sheets, and job descriptions. The employer will be given an opportunity to respond. If the violation is confirmed, the WHD will calculate back wages owed (the difference between what the minor was paid and the federal minimum wage, if applicable) plus liquidated damages equal to the wages owed (so the employer pays double). The investigation typically takes 30–60 days. You may be contacted for an interview to provide additional details. Once complete, the WHD will issue a determination letter detailing findings and any corrective action required of the employer.

Step 5: Consult an Attorney. Contact an employment law attorney if: (1) the violation is severe (e.g., hazardous work, injury to the minor, or systematic underpayment), (2) the employer retaliates against the minor for filing a complaint, (3) the WHD investigation is slow or inconclusive, or (4) back wages owed exceed $5,000. An employment attorney licensed in Georgia can file a civil lawsuit under the FLSA in federal or Georgia state court, demand liquidated damages, and recover attorney fees if successful. Contact the Georgia Association for Justice or State Bar of Georgia for referrals. Many employment attorneys work on contingency (no upfront cost) for FLSA cases.