Work Permit Requirements for Minors in Maryland

Federal law under the Fair Labor Standards Act (FLSA), 29 U.S.C. § 203 et seq., establishes minimum age requirements and work hour restrictions for minors. The FLSA prohibits oppressive child labor, defined as employment of children under 14 in most occupations, with limited exceptions for agricultural work and newspaper delivery. Children ages 14-15 may work in non-hazardous occupations with hour restrictions: maximum 3 hours on school days, 18 hours per week during school weeks, 8 hours on non-school days, and 40 hours per week when school is not in session. Minors ages 16-17 may work unlimited hours in non-hazardous occupations.

The FLSA also establishes a list of hazardous occupations prohibited for minors under 18, including mining, manufacturing, certain agricultural operations, and operation of power-driven machinery. These restrictions apply to all employers in interstate commerce. The U.S. Department of Labor (DOL) enforces federal child labor laws through investigations and civil penalties. Employers violating FLSA child labor provisions face penalties up to $15,000 per violation. Federal law applies to all employers covered by the FLSA, regardless of state law, creating a floor below which state protections cannot fall.

Maryland's child labor laws, codified in Maryland Code, Labor and Employment Article § 3-201 et seq., provide protections that mirror and in some cases exceed federal requirements. Maryland requires all minors under 18 to obtain a work permit before employment begins in most situations, a requirement more stringent than federal law. Work permits are issued by the local school district superintendent or the Maryland Department of Labor, Licensing and Regulation (DLLR).

Maryland's age-based work hour restrictions are more restrictive than federal law for younger minors. Minors ages 14-15 may work no more than 20 hours per week during the school year (compared to federal limit of 18 hours), and school-day work is limited to no more than 3 hours on school days. Minors ages 16-17 may work up to 30 hours per week during school sessions but unlimited hours during non-school periods. This creates a stricter framework than federal law for 14-15-year-olds during school weeks.

Maryland Code, Labor and Employment Article § 3-205 establishes prohibited occupations for minors. Minors under 16 cannot work in factories, mills, mines, quarries, or any manufacturing establishment. Hazardous occupations prohibited for all minors under 18 include: operation of power-driven machinery, roofing work, excavation, demolition, meat processing, electrical utility work, and exposure to radioactive materials. Maryland's prohibited list is comprehensive and enforced strictly by the DLLR.

Employers in Maryland must maintain work permits on file and cannot hire or retain minors without valid permits. Unlike federal law, which relies on employer knowledge of age, Maryland's permitting system creates documented verification. The state law applies to all employers, regardless of size or interstate commerce status, making it broader in application than federal law. Violations of Maryland's child labor laws can result in civil penalties, injunctions, and criminal liability for willful violations.

Maryland provides several exceptions to work permit requirements. Agricultural work performed by minors on family farms is generally exempt from permit requirements if the minor is employed by a parent or legal guardian. Newspaper delivery and newsboy/newsgirl positions are exempt from permit requirements for minors ages 12 and older. Babysitting and in-home childcare by minors ages 12 and older do not require permits. Casual domestic work in private homes may not require permits depending on duration and frequency.

Certain occupations have special rules. Entertainment and film work involving minors may be exempt from standard work permit procedures but must comply with different regulations. Minors employed by parents in family-owned businesses may have different hour restrictions. Schools may provide work-study or cooperative education programs with modified requirements approved by the school district.

Minors with disabilities may be eligible for different work arrangements or exemptions. The Americans with Disabilities Act may provide accommodations affecting standard work hour limits or occupational restrictions. Additionally, Maryland allows minors ages 16-17 to work in some occupations generally restricted if they complete a training program or have parental consent. Hazardous occupation prohibitions apply uniformly without exception for minors under 18. Work permit exemptions do not apply to occupational safety restrictions—minors remain prohibited from hazardous work regardless of permit status. Emancipated minors may face different requirements depending on their legal status and the type of employment.

Step 1 — Document Everything: Keep records of when your minor child began employment, employer name and contact information, hiring documents, any work permit or lack thereof, written job descriptions, work schedules showing hours worked daily and weekly, pay stubs or evidence of compensation, and any communications from the employer about work restrictions. Photograph or scan the work permit if issued. Document dates and times of violations by photographing timecards, schedules, or written messages from supervisors. Note any unsafe conditions or prohibited task assignments with dates and times. Create a written timeline of employment violations for reference.

Step 2 — Initiate Internal Complaint Process: Request a meeting with the employer's manager or human resources department. Present documentation of the violation in writing, citing the specific Maryland law allegedly violated and requesting immediate correction. Request written acknowledgment of receipt and response timeline. If the employer denies wrongdoing or fails to respond within 10 business days, escalate to the business owner or corporate compliance officer. Request written explanation of company position on the violation. If internal remediation fails, document that the company was given reasonable opportunity to correct the violation.

Step 3 — File with Maryland Department of Labor: File a complaint with the Maryland Department of Labor, Licensing and Regulation (DLLR), Wage and Hour Division online at www.mmp.maryland.gov or by mail at 1100 North Eutaw Street, Room 613, Baltimore, MD 21201. Include minor's name and date of birth, employer name and address, violation type (work hours, prohibited occupation, missing permit), dates and times of violations, documentation of hours worked, and your contact information. Deadline: file within 1 year of violation, though earlier filing is preferable. The DLLR provides a standard complaint form on the website. Include copies (not originals) of pay stubs, schedules, and communications.

Step 4 — Understand the Investigation Process: The DLLR investigates complaints within 30-90 days typically. An investigator will contact the employer and request employment records, timesheets, and work permits. The minor may be interviewed. The employer will have opportunity to respond. Expect investigation duration of 2-3 months for straightforward violations; complex cases may take longer. The agency will determine whether violation occurred and issue findings. If violation is confirmed, the DLLR may issue a correction order and civil penalties. The minor and parent have no direct right to penalty recovery from the state investigation, but violations provide evidence for private action.

Step 5 — Consult an Employment Attorney: Contact a Maryland employment attorney if the employer committed serious violations causing injury, worked the minor for numerous weeks in violation, or failed to cooperate with the DLLR investigation. An attorney can review options for recovery of unpaid wages, excessive hours worked, and damages for violation of child labor law. Attorneys can represent in private civil action against the employer for violation of Maryland labor law. Employment attorneys with child labor experience can advise whether federal FLSA violations also apply, potentially increasing damages. Many employment attorneys provide free initial consultation.