The summer season is approaching, and we’re receiving a large number of applications from minors keen to work during their holidays.
No problem – under the Employment Act, you’re allowed to hire employees from the age of 14 !
However, here are a few specific points you’ll need to bear in mind :
Before hiring
For those under 16 :
The employment of a minor under the age of 16 is subject to obtaining authorisation from the labour inspectorate following an application submitted at least 15 days prior to the start of employment. The minor may work subject to the consent of their legal representative (parents or guardian).
They may only work during school holidays, which must last for at least 14 calendar days. The minor must then be granted a continuous rest period of at least half the total duration of the holidays (for example, if they have two months’ holidays, they may not work for more than one month).
From the age of 16 :
The employment of a minor requires, except in the case of an emancipated minor, the written consent of their legal representatives, regardless of the type of employment contract (permanent or fixed-term). No prior authorisation from the labour inspectorate is required.
Regardless of their age, the minor must undergo the health and safety assessment before being hired.
Position held
Minors must be assigned to light duties that do not pose a risk to their safety (e.g. working at height), their health (e.g. exposure to mechanical vibrations) or their development (e.g. work exposing them to pornographic or violent acts or performances).
In the catering sector, the employment of minors in bar service is strictly prohibited.
Working hours
- Daily and weekly working hours : The working hours of a minor employee must not exceed 35 hours per week and 8 hours per day.
In exceptional cases, exemptions may be granted by the labour inspector following consultation with the occupational health doctor, up to a limit of 5 additional hours per week.
Similarly, where justified by the collective organisation of work, the maximum working time of 35 hours may be exceeded without prior authorisation, up to a limit of 5 hours per week and 2 hours per day, in certain sectors of activity: construction sites, public works or landscaping (creation, development and maintenance).
In such cases, hours worked in excess of the 8-hour daily limit must be compensated by an equivalent period of rest. Overtime and the corresponding premium rates also give rise to equivalent compensatory rest. - Breaks, daily and weekly rest periods : A minor employee must be granted a break of at least 30 consecutive minutes when their daily working time reaches 4 hours and 30 consecutive minutes.
Each day, working hours must ensure that the minor employee receives a minimum daily rest period :
– Of 14 consecutive hours for minors under 16 years of age;
– Of 12 consecutive hours for minors aged 16 and over.
Finally, it is essential that the minor employee is granted two consecutive days of rest. - Night work : It is not permitted to employ a minor :
– Between 8.00 pm and 6.00 am if they are under 16;
– Between 10.00 pm and 6.00 am if they are 16 or over.
Exemptions may be requested from the labour inspector for a maximum period of one year, renewable, in the following sectors: hotels and restaurants, entertainment, horse racing (for all activities related to riding and driving in races), and bakeries or patisseries.
In all cases, no exemption may be granted between midnight and 4 am, except in cases of extreme urgency.
Remuneration
The wage of a minor employee may be lower than the minimum wage, following the application of an age-related reduction :
– 16 years and under : 80% of the minimum wage;
– 17 years: 90% of the minimum wage.
However, this reduction applies only to young people with less than six months’ professional experience in the company’s sector of activity.
Furthermore, it is important to note that this reduction does not apply to the minimum wage set by collective agreement. It is therefore necessary to compare the reduced minimum wage with the amount stipulated in the applicable collective agreement, in order to apply the provision most favourable to the minor employee.
This article was written in April 2026 by the Social Department
