When someone starts their first job, it can be an exciting experience. Learning new skills, building confidence, earning their own money and having new a level of personal achievement and independence. It can also be nerve-racking, stepping into an unfamiliar environment.
The minimum age someone can start work, including an apprenticeship or traineeship, depends on state or territory-based legislation. As a business owner, you need to know the employment laws in your state or territory before hiring a young employee.
Let’s start with the youngest employees. 0 – 15
Infants, toddlers and teenagers between 0 and 15 are often involved in photographic or modelling work for advertising and marketing campaigns. They are also cast in the film, television, and entertainment industries.
If you hire children, they must be constantly supervised by a parent, guardian, or suitably qualified child development expert. It’s important your organisation has a Child Safe Policy, a Child Safe Code of Conduct, and employees hold valid Working with Children Check issued by your state or territory government. You should also adopt strategies that promote wellbeing and prevent harm to children and young people.
New South Wales
Although there is no minimum age restriction to start work in NSW, there are responsibilities, entitlements, guidelines, and obligations you need to know as an employer.
Many teenagers start a casual or part-time job while still attending school. In NSW, students are generally required to complete Year 10. After completing compulsory schooling requirements, young people may enter full-time employment, subject to applicable education and training obligations.
Australian Capital Territory
In the ACT, a person is allowed to start working at any age, however, only under certain conditions. The minimum age for starting an apprenticeship is 15 years.
If a child is under 15, they can only do supervised light work suited to their age, physical, emotional and developmental capacity.
This can include completing errands for a business, working as a cashier, or doing office work. It may be in a sporting environment such as an umpire, referee, or golf caddie. Working in performing arts, as a model or a photographic subject, which could be for marketing or advertising purposes, film production or TV program.
If a child is under 15, they must be supervised by a responsible adult when they are at work. If a child is under 12, they must be supervised by a parent/carer, or someone approved by a parent or carer.
Northern Territory
There is no minimum working age in the Northern Territory for casual or part-time jobs. An individual can start working full-time if they’re 15 years of age and have successfully completed their year 10 education.
Children under 15 can only work in roles considered safe, age-appropriate and not during the hours between 10pm and 6am. These can include:
- Assisting in family businesses
- Babysitting
- Delivering newspapers.
If a child has a job, it cannot interfere with school attendance or their education.
Victoria
Depending on the area or industry the minimum age for employment in Victoria differs. A person can start working in the entertainment industry at any age. A requirement is the parents or legal guardian of the child have agreed, and the nature of the work is not harmful to the child.
Children can be employed for a maximum of three hours per day or 12 hours per week during school terms. This differs for school holidays.
In roles such as delivering advertising material, newspaper delivery, or deliveries for a registered pharmacy, an individual must be at least 11 years old. In Victoria, employers generally require a Child Employment Permit to employ children under 15 years of age.
A child cannot begin working full-time until they have successfully completed their year 10 education.
Queensland
The minimum age for a child to work delivering newspapers, advertising material or similar items between the hours of 6am and 6pm is 11 years old. For other types of employment, the minimum age is 13. The requirement for working full time is having completed year 10 or being 16 years old.
During a school week, the maximum a school-aged child can work is four hours a day, or 12 hours for the week. This differs during school holidays.
As an employer, you must ensure children doing delivery work or school-aged children working in your business are properly supervised by a suitable adult employee.
Tasmania
There is no minimum age to start working in part-time or casual employment in Tasmania. The only exception is you cannot be a public vendor and employ someone under 11 years of age. This includes roles such as being a salesperson in a street market. If a child is under 14, they cannot work after 9pm or before 5am.
As an employer, you cannot employ someone to work during hours when they should be at school.
South Australia
South Australia has no minimum working age for paid employment. For example, a child that is 12 years of age may be employed to deliver newspapers before school.
However, they are not allowed to work during the hours when they are meant to be attending school or an approved learning program. A child is also not permitted to work late nights or early mornings when it would cause them to be unfit or unable to attend school.
Western Australia
Provided work does not prevent school attendance, a child of any age may work in a family business, perform in the entertainment industry or work for a charity.
From ages 10-12, children can deliver newspapers or pamphlets. This must be out of school hours, not start before 6am or finish after 7pm, and at all times be accompanied by a parent or adult.
With a parent’s written permission children 13 or 14 can work in a shop, fast food outlet, cafe, or restaurant. At age 15, they can work in a wider range of jobs outside of school hours.
For specialist advice 24/7 on the minimum employment age in your state or territory, and to understand your obligations as an employer hiring young employees, contact the team at Peninsula.
This article is for general information purposes only and does not constitute as business or legal advice and should not be relied upon as such. It does not take into consideration your specific business, industry or circumstances. You should seek legal or other professional advice regarding matters as they relate to you or your business. To the maximum extent permitted by law, Peninsula Group disclaim all liability for any errors or omissions contained in this information or any failure to update or correct this information. It is your responsibility to assess and verify the accuracy, completeness, and reliability of the information in this article.