Michigan Youth Employment Laws for Restaurants

Michigan Youth Employment Laws for Restaurants: Key Takeaways

• Minors under 18 must have a work permit before employment, obtained from their school district or issuing officer.
• Working hours for minors aged 14-17 are strictly regulated, with specific limits based on age and school schedule.
• Minors are prohibited from hazardous duties, including operating machinery and serving alcohol.

Understanding Michigan youth employment laws is crucial for restaurant employers to ensure compliance and safeguard young workers.

This article outlines key regulations on work permits, allowable hours, and prohibited duties for minors in Michigan restaurants.

When posting roles for teen workers, review these age requirement guidelines to avoid compliance issues.

1. Work Permits Required for Young Restaurant Employees in Michigan

In Michigan, any individual under 18 years old must obtain a work permit before starting employment. This applies to all minors, regardless of whether they attend public, private, or virtual school, are homeschooled, or even live out of state but work in Michigan.

The work permit is issued by the school’s designated officer or, if the minor is not enrolled in school, the school district where the job will be located. Each new employer requires a separate work permit, ensuring that the minor’s employment is properly authorized for every job.

Employers must verify that the minor possesses a valid work permit before allowing them to begin work. Failure to do so can result in penalties under Michigan’s Youth Employment Standards Act (YESA).

For broader hiring compliance across job postings, see our recruitment compliance guide.

2. Permissible Working Hours for Minors in Michigan Restaurants

Michigan law restricts the hours minors may work to protect their education and well-being. The allowed hours vary significantly between younger and older minors.

Hours for Minors Aged 14 and 15

• Prohibited from working during school hours.
• Allowed to work between 7 a.m. and 7 p.m. on school days, extended to 9 p.m. from June 1 through Labor Day.
• Maximum of 3 hours on school days and up to 8 hours on non-school days.
• Cannot exceed 18 hours during a school week or 40 hours during non-school weeks.

Many restaurants start younger teens in roles like the busser job description to keep tasks age-appropriate.

Hours for Minors Aged 16 and 17

• May work up to 6 days per week.
• Limited to an average of 8 hours per day over a week, and no more than 10 hours on any single day.
• The weekly maximum is 48 hours outside of school sessions.
• During the school year, work is capped at 24 hours per week.
• Restricted from working between 10:30 p.m. and 6 a.m., except on Fridays and Saturdays when they may work until 11:30 p.m.

These limits ensure minors balance work with school responsibilities and adequate rest, crucial in the demanding environment of the restaurant industry.

To avoid wage violations, review the risks of working off the clock.

3. Prohibited Duties for Minors in Michigan Restaurants

To protect minors from hazardous conditions and inappropriate responsibilities, Michigan law lists specific duties that are off-limits:

• Operating or assisting in the operation of power-driven machinery (such as large kitchen equipment).
• Exposure to hazardous chemicals, explosives, or radioactive materials.
• Tasks involving construction work, excavation, or roofing, which are typically outside restaurant settings but included for broader employer awareness.
• Operating motor vehicles as part of job duties.
• Critically for restaurants, minors under 18 are not allowed to sell or serve alcoholic beverages under any circumstance.

Employers must understand that assigning minors to these prohibited tasks is illegal and can lead to substantial fines and legal repercussions.

Consider front-of-house positions that avoid alcohol service, such as the hostess job description.

4. Ensuring Compliance with Michigan Youth Employment Laws in Restaurants

Restaurant owners and managers should implement clear policies for hiring and scheduling minors:

• Always verify work permits before minor employees start.
• Schedule shifts strictly within allowed hours based on the employee’s age and school attendance.
• Train supervisors and staff on prohibited duties and monitor assignments to prevent violations.
• Maintain clear records of work permits, schedules, and job duties to demonstrate compliance if audited.

Such diligence helps protect minors’ safety and well-being while shielding employers from penalties.

Strengthen compliance with documented HR policies for restaurants.

5. Additional Considerations for Michigan Restaurants Hiring Minors

While YESA provides clear framework, restaurants should also consider:

• Monitoring minors’ academic performance, since work permits can be revoked if grades decline.
• Adapting schedules for school holidays, when younger minors can work extended hours until 9 p.m. during summer months.
• Understanding that laws may evolve, so staying updated is essential for ongoing compliance.

Consult legal experts or labor department resources to address unique situations or questions.

For entry-level front-of-house tasks compatible with these rules, see the food runner job description.

Quick-service employers can also reference the fast-food worker job description when assigning age-appropriate duties.

6. Useful Government Resources for Michigan Youth Employment Laws

For full guidance on youth employment rules, employers and minors can access official information from:

• Michigan Department of Labor and Economic Opportunity - Youth Employment Standards Act (YESA)
• Michigan Legislature - Section 409.111

Michigan Youth Employment Laws for Restaurants: Conclusion

Employing minors in Michigan restaurants demands careful adherence to work permit requirements, regulated working hours, and strict prohibitions on hazardous duties.

By understanding and implementing Michigan’s Youth Employment Standards Act provisions, restaurant operators can promote a safe, legal, and supportive environment for their young workforce.