Hiring teenagers is common for many Utah businesses, especially in retail, restaurants, seasonal work, and family-run companies. Part-time work can help young people build responsibility, gain real-world experience, and learn financial skills early in life. For employers, hiring minors can also help fill entry-level and seasonal staffing needs.

But hiring minors also comes with legal responsibilities. Employers who violate Utah child labor laws may now face criminal penalties under the state’s updated enforcement rules.

In most cases, Utah child labor laws allow minors to begin working at age 14 in non-hazardous jobs. Workers under 16 face strict limits on hours and scheduling, while 16- and 17-year-olds may work unlimited hours in most permitted occupations. Utah does not require work permits, but employers must still comply with both state and federal labor laws for minors.

At CMP, we help business owners manage the payroll, tax, and compliance side of employing minors. This guide explains Utah child labor laws for 2026, including legal working age requirements, hour restrictions, prohibited occupations, and employer responsibilities.

The Utah Employment of Minors Act

The Utah Employment of Minors Act was passed in 1990 and has been updated several times since, with notable changes in 1992, 1996, 1997, 2008, 2024, and 2025.

The law covers any employer who hires minors, defined as anyone under 18. It sets rules around which jobs minors can hold, how many hours they can work, minimum wage requirements, and what happens when employers break the rules.

Certain Utah child labor violations can now carry criminal penalties under the state’s updated enforcement rules, especially when an employer knowingly allows repeated violations, obstructs an investigation, refuses required records, makes false statements, retaliates, or willfully violates an order.

Many small businesses employ their own minor children, which can offer real tax advantages when handled correctly. The last thing you want is to face penalties and negative publicity for violating child labor laws, and under Utah's 2025 updates, the stakes are higher than they've ever been.

What the Utah Employment of Minors Act Covers

The law addresses three main areas: permitted and prohibited occupations, minimum wage rules, and penalties for violations.

Occupations

Utah law limits both the type of work minors may perform and the hours they may work. Minors may only work in occupations considered safe and appropriate for their age, and federal hazardous occupation rules apply to all workers under 18, regardless of which state they work in.

Minimum Wages

Minors must generally be paid at least the Utah minimum wage. One exception applies: employers may pay eligible workers under age 20 a training wage of $4.25 per hour during their first 90 days on the job. More detail on wages is covered below.

Penalties

Under Utah House Bill 19 (2025), certain conduct related to the Employment of Minors Act may now result in criminal penalties in addition to civil fines. This includes knowingly allowing a minor to work in a repeated violation, refusing required records or access, making false statements, obstructing an investigation, retaliating against a minor or employee, or willfully violating an order.

For qualifying violations, the penalty structure is:

• First qualifying offense: Class B misdemeanor
• Second qualifying offense after a prior conviction: Class A misdemeanor
• Third or subsequent qualifying offense after two or more prior convictions: Third-degree felony

The Utah Labor Commission may also refer qualifying cases to law enforcement for investigation.

Why Hiring Minors Can Benefit Your Business

Beyond filling staffing gaps, hiring minors can be a smart financial decision for the right business.

• Lower benefit costs. Most teens are hourly workers who remain on their parents' insurance. You typically won't carry the same benefit overhead as you would for full-time adult employees.
• Fresh perspective. Younger workers often bring strong familiarity with technology and a different point of view that can benefit customer-facing businesses.
• Trainability. Many teens are eager to learn and adapt quickly in entry-level roles.
• A pipeline for future hires. Some teens who start part-time stay with the business and grow into long-term employees or future managers.
• Flexible staffing. Minors are often available for seasonal, evening, and weekend shifts when you need coverage most.
• Lower starting wages. Eligible workers under age 20 may be paid a temporary training wage during their first 90 days, which we'll cover in the wages section below.

If you run a family business, there may also be meaningful tax advantages to putting your children on payroll, including potential FICA savings for sole proprietors and partnerships. Talk to your CPA before making that decision.

Minimum Age to Work in Utah

In Utah, minors generally must be at least 14 years old to work in most non-agricultural jobs. However, there are limited exceptions that allow younger children to perform certain types of work depending on their age:

• Children 10 and older may deliver newspapers to consumers, caddy, and work in other occupations not determined harmful by the Utah Antidiscrimination and Labor Division.
• Children 12 and older may babysit, work in non-hazardous agricultural occupations, deliver newspapers to consumers, and work in other occupations not determined harmful by the Division.
• Children 14 and older may perform additional non-hazardous work, including certain retail, food service, office, janitorial, messenger, lawn care, and automobile service station work, subject to federal restrictions.
• With parental consent, Utah law also allows certain work without a specific age restriction, including household chores, work for a parent or guardian, casual work not determined harmful by the Division, certain agricultural work, and certain performance work.

Employers are responsible for verifying each minor's age before they start work and maintaining documentation that demonstrates compliance with Utah labor laws for minors.

How Many Hours Can a Minor Work in Utah?

Hour limits depend on the minor's age and whether school is in session.

Hours for 14- and 15-Year-Olds

Under Utah Code 34-23-202 and the federal FLSA, minors under 16 may not:

• Work during school hours unless authorized by school administrators
• Work more than 3 hours on a school day
• Work more than 18 hours during a school week
• Work more than 8 hours on any non-school day
• Work more than 40 hours during a non-school week
• Work before 7:00 a.m. or after 7:00 p.m. (extended to 9:00 p.m. from June 1 through Labor Day)

During summer and school breaks, 14- and 15-year-olds can work up to 8 hours per day and 40 hours per week.

Hours for 16- and 17-Year-Olds

Utah law does not limit the number of hours 16- and 17-year-olds may work. Employers simply cannot schedule a minor to work when they are required to be in school. That said, federal hazardous occupation restrictions still apply at 16 and 17; the absence of hour limits does not mean there are no restrictions at all.

Working Hours by Age Group: Quick Reference

Permissible and Prohibited Occupations for Minors

Utah law defines which jobs are appropriate by age. These rules work alongside federal FLSA occupational restrictions; employers must follow whichever set of rules is more protective.

Minors 10 and older may work in:

• Newspaper delivery to consumers
• Caddying
• Any other occupation not determined harmful by the Utah Antidiscrimination and Labor Division

Minors 12 and older may additionally work in:

• Newspaper delivery to consumers
• Babysitting
• Non-hazardous agricultural occupations
• Any other occupation not determined harmful by the Division

Minors 14 and older may additionally work in:

• Retail food service
• Automobile service stations, excluding the operation of vehicles or mechanical lifts
• Janitorial and custodial services
• Office and clerical work
• Public messenger service
• Certain approved maintenance equipment, such as floor polishers and vacuum cleaners
• Certain non-hazardous work is allowed under Utah law, but FLSA-covered employers must also follow federal rules that restrict 14- and 15-year-olds from manufacturing, mining, construction, repair work, and many power-driven equipment tasks.

Important federal overlay: If the employer is covered by the FLSA, federal law limits 14- and 15-year-olds to specific permitted non-agricultural jobs. They generally may not work in manufacturing, mining, processing, construction, repair, transportation, warehousing, communications, public utilities, or operate or assist with most power-driven machinery. Employers should confirm both Utah and federal rules before assigning job duties.

Minors 16 and older may additionally work in:

• Any occupation not classified as hazardous under state or federal law
• Certain jobs involving motor vehicles, provided the minor holds a valid Utah driver's license and the work complies with federal restrictions

No age restrictions apply, with parental consent, for:

• Household chores or work done for a parent or guardian
• Casual work not determined harmful by the Division
• Non-hazardous agricultural work
• Acting or performing in motion pictures, theater, performing arts, radio, or television productions

Any employer may complete the Application for Authorization to Employ a Minor to request written approval from the state to employ a minor in a role not explicitly permitted under state law.

Exceptions for 16- and 17-year-olds: Minors who are 16 or 17 may work the same jobs and hours as adults if any of the following apply:

• They have received a high school diploma
• They have received a school release certificate
• They are legally married
• They are the head of a household

Prohibited occupations: Minors under 18 may not work in occupations classified as hazardous under Utah or federal law, including:

• Operation of many power-driven machines
• Work involving explosives or radioactive substances
• Meat processing
• Excavation, roofing, or demolition
• Mining or logging
• Manufacturing brick or tile

Additional Considerations When Hiring Minors in Utah

Here are a few additional considerations to keep in mind when hiring minors in Utah.

Recordkeeping and Compliance

Under H.B. 19 (2025), certain repeated or intentional compliance failures can now result in criminal prosecution, which makes documentation even more important. Keep records for each minor employee that include:

• Hours worked each day and week
• Job duties performed
• Age verification documentation
• Break schedules
• Training records

These records can help demonstrate compliance if state or federal labor authorities ever review your employment practices.

Minimum Wage

Utah's current minimum wage is $7.25 per hour, matching the federal minimum wage. This rate has not changed since 2009.

Employers may pay eligible workers under age 20 a youth minimum wage of $4.25 per hour during the first 90 consecutive calendar days after that employer initially employs the employee.

Tipped employees may be paid a base rate of $2.13 per hour, provided that base pay plus tips equals at least $7.25 per hour. This rate applies to both minor and adult tipped employees.

If you're not sure how to structure compensation for a minor employee or handle related payroll and employment taxes, our payroll team can help.

Meal Breaks and Rest Periods

Utah requires employers to provide minors with:

• A 30-minute meal break within the first 5 hours of the workday, which may be unpaid if the minor is fully relieved of all duties
• A 10-minute paid rest break for every 4 hours worked

Minors cannot work more than 3 consecutive hours without a 10-minute break. This is different from adult employees. Utah law does not require employers to provide meal or rest breaks to workers 18 and older, but those requirements are mandatory for minors.

New Hire Paperwork

For each minor you hire, you must complete standard new hire paperwork, verify and document their age, track hours accurately, and handle all applicable employment tax obligations. This includes properly completing the W-4. You can find a guide to filling out the W-4 form here.

Training

You are responsible for training any minor you hire. That means setting clear job expectations, explaining how to perform work safely, and keeping a record of the training that occurred. This is especially important in environments where young workers may be around equipment, food service operations, or physical job hazards.

Comparison: Utah Child Labor Laws vs. Adult Employment