Employing young workers: rest breaks and hours

Employing young workers can bring real advantages to a business. Young employees offer fresh perspectives, enthusiasm, and adaptability, while also helping employers meet staffing needs at busy times.

For many organisations, taking on young employees is also an investment in the future, building a pipeline of talent that can grow with the company.

However, these types of employment do come with specific responsibilities. Employers need to be aware of the legal framework around working hours, rest breaks, pay, and supervision, as well as the additional safeguards required to protect young people in the workplace.

In this blog post, we will guide employers through the rules and best practices for employing under-18s, highlighting how to remain compliant with the law while creating a safe and supportive environment.

Understanding young workers and legal definitions

When employing young staff, it is essential to understand the legal definitions that determine which rules apply. A ‘young person’ is anyone who is over the minimum school leaving age (MSLA) but under 18 years old.

A ‘child’ refers to someone who is under the MSLA with permission to work. In most areas, children can begin part-time work at 14, however in some council areas, the minimum age is 13.

Younger children are still able to work in specific industries, such as television, theatre, or modelling, provided they hold a performance licence.

Understanding which category an employee falls into is crucial because different rules govern working hours, rest breaks, and pay.

For instance, children under the MSLA face stricter limits on the number of hours they can work and benefit from longer mandatory rest periods.

Young people aged between 16 and 17 can work longer hours but must be paid at least the appropriate minimum wage rate. However, they are still subject to specific protections and restrictions that do not apply to adult workers.

Employers should consult authoritative guidance to ensure compliance. The UK Government provides clear information on rest breaks and working hours for young workers, while the Health and Safety Executive (HSE) highlights employer responsibilities for safeguarding their health and safety.

ACAS also offers practical advice on employing young people, including work experience and apprenticeships. By understanding these distinctions, businesses can protect both the young workers they employ and their organisation from legal risks.

Legal working hours

When employing young workers, it is essential to understand the restrictions on working hours to ensure compliance with the law and protect their health and wellbeing.

For young people aged between 16 and 17 (over school leaving age):

• They can work a maximum of eight hours per day.
• They can work a maximum of 40 hours per week.
• They must have at least 12 consecutive hours of rest in each 24-hour period and at least 48 hours of rest each week (normally taken as two consecutive days).

For children under the minimum school leaving age (MSLA):

• They cannot work more than 12 hours in any school week.
• They cannot work more than two hours on a school day (outside of school hours).
• During school holidays, they can work up to 25 hours per week if aged 13 – 14, and up to 35 hours per week if aged 15 – 16.
• Children aged 13 – 14 should work no more than five hours a day whilst children aged 15 – 16 can work eight hours a day during school holidays.

Night work restrictions

Young people are not allowed to work at night, with some exceptions.

• Children under school leaving age are prohibited from working between 7pm and 7am.
• Young people aged 16 – 17 must not work between 10pm and 6am or 11pm and 7am, depending on the contract, unless specific exceptions apply (for example in hospitals, agriculture, hospitality, or cultural/entertainment work). Even where exceptions exist, extra protections and rest requirements apply.

An example of a compliant schedule is:

• A 17-year-old working in a retail store could work eight hours a day from Monday to Friday, starting at 9am and finishing at 5pm, with a 30-minute break.
• A 15-year-old could work two hours after school, say from 4pm to 6pm on weekdays, and up to five hours on a Saturday during school holidays.

Rest breaks for young workers

Alongside limits on working hours, young workers are entitled to specific rest breaks to protect their health, safety, and wellbeing.

The rules are stricter than those that apply to adult employees, reflecting the need for additional safeguards while they are still developing physically and mentally.

For 16–17-year-olds, the key rest break entitlements are:

• A 30-minute uninterrupted break if the shift lasts more than 4.5 hours
• At least 12 consecutive hours’ rest in each 24-hour period
• At least 48 hours’ rest in each 7-day period (normally two consecutive days off)

For children under the minimum school leaving age, similar rest entitlements apply, but employers should ensure breaks are arranged around school commitments and the shorter maximum working hours. Local authority by-laws often apply, and employers should check specific rules in their area.

It is important that breaks are genuine opportunities to rest or eat, rather than being interrupted or spent on work-related duties.

Pay and apprenticeships

Pay rules for young workers depend on their age and employment status. Employers must understand these distinctions to ensure compliance and avoid underpayment issues.

• Children under school leaving age (MSLA): They are not legally entitled to the National Minimum Wage (NMW). Pay is at the employer’s discretion, although many choose to align with local standards or offer fair pay in line with market practice.
• Young people aged 16 – 17: They must be paid at least the NMW for their age group. This applies regardless of whether they are part-time, temporary, or on a zero-hours contract.
• Apprentices: Apprentices under 19, or those aged 19 and over in the first year of their apprenticeship, are entitled to the separate apprenticeship rate. From the second year onward, apprentices aged 19+ must be paid the standard age-appropriate NMW.

Tips for payroll compliance

• You should always check the worker’s date of birth to ensure the correct rate is applied.
• You need to ensure accurate payroll records to demonstrate compliance with NMW rules.
• You must review pay rates annually in line with government updates, which usually take effect each April.
• You should always make sure apprentices moving into their second year receive the correct rate if they are over 19.

How to protect your business

To safeguard both the young person and the business, employers must take proactive steps to ensure compliance and create a safe working environment. These include:

Carry out risk assessments

Before employing a young worker, businesses must complete a thorough risk assessment.

This should identify hazards they may face, such as operating machinery, lifting heavy loads, or exposure to harmful substances.

Employers should also consider factors such as the worker’s inexperience and physical development, adapting tasks where necessary to keep them safe.

Obtain permits and keep records

In many areas, employing children under the age of 16 requires a permit from the local authority. Employers are also responsible for keeping accurate records of permits, pay, and working hours.

Maintaining this documentation is vital, as it not only demonstrates compliance with legal requirements but also protects the business during inspections or in the event of any disputes.

Provide training and supervision

Young workers often need extra guidance as they may have limited experience in the workplace. Providing a structured induction, clear instructions, and ongoing supervision is essential not only to reduce risks but also to build their confidence.

Regular check-ins reinforce safe practices, offer opportunities to ask questions, and ensure any concerns are addressed promptly, creating a supportive environment for learning and development.

Establish clear policies and communication

Employers should have clear workplace policies that set out expected standards and behaviour.

These policies must be explained in a way that young workers can easily understand, using straightforward language and practical examples where possible.

Encouraging open communication helps prevent misunderstandings and reassures young people that support is available.

Ensure payroll compliance

As mentioned earlier in the blog post, accurate payroll processes are another important safeguard. Employers must maintain detailed payroll records, and review pay annually in line with government updates.

Strong payroll practices not only keep businesses compliant but also demonstrate fairness and respect towards employees.

Mistakes in pay can quickly escalate into legal issues, financial penalties, or reputational damage, so accuracy and consistency are essential.

Supporting young workers beyond legal compliance

Meeting legal requirements is the minimum standard for employing young workers. To truly get the best from them, and to build a reputation as an employer of choice, businesses should consider how they can provide additional support and opportunities for growth.

Provide mentoring and guidance

Pairing young workers with experienced colleagues can be incredibly valuable.

A structured mentoring approach gives them the opportunity to develop essential workplace skills, gain a clearer understanding of expectations, and build their confidence in a supportive environment.

It also encourages knowledge sharing, strengthens teamwork, and helps young employees feel more engaged and included in the workplace culture

Offer career development opportunities

Even small steps, such as introducing young workers to different parts of the business or offering training in transferable skills, can inspire them to see the long-term potential in their role.

Providing opportunities for growth helps them recognise how their current position fits into a wider career path.

This approach not only benefits the individual by broadening their experience and motivation but also strengthens your organisation’s future talent pipeline by nurturing committed, skilled employees.

Support wellbeing

Young workers may be entering the workplace for the very first time, so providing wellbeing support is vital.

Access to mental health resources, and a culture that promotes work-life balance all play a key role in helping them feel valued and supported.

Employers can also encourage healthy routines, provide guidance on managing stress, and create an open environment where young people feel comfortable seeking help.

This not only supports their personal wellbeing but also contributes to higher engagement and long-term productivity.

Encourage active participation and give them a voice

Young workers often bring fresh perspectives, creativity, and new ways of thinking. Creating opportunities for them to contribute ideas and take part in decision-making helps them feel respected and valued as part of the team.

This could include involving them in team meetings, asking for their input on projects, or giving them ownership of small responsibilities to help build confidence.

By empowering young employees to have a voice, you not only strengthen their sense of belonging but also benefit from innovative ideas and energy that can positively impact your organisation.

Benefits for employers

Going beyond compliance demonstrates that your business invests in young people, not just processes. Creating opportunities for growth, development, and mentorship shows that you value the potential of the next generation.

This approach improves retention, boosts motivation, and helps young workers feel supported and engaged in their roles. It also strengthens your reputation as an employer that cares about nurturing talent, making it easier to attract ambitious, motivated individuals.

In the long run, it helps secure loyal, skilled employees who can develop with your organisation and become an integral part of your future success.

How Sapphire HR can help

Understanding and applying the rules around employing young workers can feel complex, especially when balancing legal obligations with creating a supportive workplace. This is where we can step in.

Our team provides expert guidance on everything from drafting compliant policies to delivering tailored training and ensuring your business meets its responsibilities when employing under-18s.

We don’t just help you follow the rules, we support you in building a positive culture where young workers can grow and thrive.

Through our HR Unlimited service, you can access unlimited day-to-day HR advice for a fixed monthly fee, ideal if you regularly employ or plan to employ young workers and want ongoing support.

For businesses needing ad-hoc guidance, our HR on Demand service gives you expert advice when you need it most, without long-term commitments.

Whether it’s drafting policies for under-18s, carrying out risk assessments, or providing training for managers on supervising younger employees, we’re here to help.

Get in touch with us today for tailored advice and support on employing young workers.