Teen summer work hours and break limits depend on state, age and school status, so check all three before posting a shift. Texas Workforce Commission specifies that if not enrolled in summer school, 14- and 15-year olds may work between 7:00 a.m. and 9:00 p.m. from June 1 through Labor Day.
Key takeaways
Summer calendars change when the rules apply, but they do not remove every restriction for teenage employees. Check the employee’s state, age, and enrollment status before posting a shift. The state regulations distinguish four specific areas that require separate verification on your roster: summer evening windows, vacation weekly ceilings, school night curfews, and age-based break timing. You cannot use one national schedule or assume that summer breaks from class equal unlimited work hours.
- Summer evening windows. Texas permits a 7 a.m. to 9 p.m. window for fourteen- and fifteen-year-olds not enrolled in summer school, from June through Labor Day Texas Workforce Commission. For sixteen- and seventeen-year-olds in Texas, there are no limitations on hours of work; however, employers should take care that their work schedules do not cause problems under any school truancy laws or local curfews that might apply Texas Workforce Commission. Verify if your local jurisdiction has a curfew before assigning late closing shifts to older teens.
- Vacation weekly ceilings. New Hampshire caps enrolled sixteen- and seventeen-year-olds at six consecutive days or forty-eight hours in any one week during school vacations, including summer vacation New Hampshire General Court. This cap applies specifically to youths who are duly enrolled in school. If an employee graduates, this specific weekly limit may not apply, so check graduation status against the state’s definition. Do not schedule more than six consecutive days for an enrolled teen during this period.
- School night curfews. North Carolina restricts school-night employment for youths enrolled in grade twelve or lower North Carolina Department of Labor. The restriction covers work between 11 p.m. and 5 a.m. when school is scheduled the next day. If a teen is not enrolled, or has graduated, different rules apply. Always confirm current enrollment status before scheduling a late shift.
- Age-based break timing. Washington requires minors under 16 to receive a 10-minute paid rest break and a meal break after 4 consecutive hours. Sixteen- and 17-year-olds need a 10-minute paid rest break on shifts longer than 4 hours and a meal break after 5 consecutive hours. Every meal break lasts at least 30 minutes and must be uninterrupted Washington State Department of Labor & Industries.
Who each age band covers and when school still matters
New Hampshire law distinguishes youth under 16 years of age from those who are 16 or 17, with specific restrictions applying to the younger group. New Hampshire General Court states that no youth under 16 may work earlier than 7 o'clock a.m. or later than 9 o'clock p.m. On nonschool days, a youth under 16 may be employed for 8 hours per day. During vacations, the weekly limit extends to 48 hours per week.
For older teens in New Hampshire, the rules shift based on graduation status rather than just age. The same source notes that no youth 16 or 17 years of age shall be employed unless the employer obtains and maintains on file a signed written document from the youth's parent or legal guardian permitting employment. An exception exists for a youth 16 or 17 years of age who has graduated from high school or obtained a general equivalency diploma. These graduates do not require the parental permission document under this specific provision.
North Carolina defines its coverage by age bands for specific business types. According to the North Carolina Department of Labor, youths 14-15 years of age may perform work in retail businesses, food service establishments, service stations, and offices of other businesses. This definition establishes the eligible age group and permitted industries for these minors within the state's framework.
When assigning shifts, verify if an employee falls into the "under 16" category in New Hampshire to apply the strict daily and weekly hour caps. Check if a 16- or 17-year-old in New Hampshire has graduated; if they have, the parental permission requirement does not apply.
Evening windows, daily caps and vacation week ceilings
Check the employee's school status before setting any daily or weekly hour limit. The rules differ sharply between a week when classes are in session and a summer break. For New Hampshire, New Hampshire General Court sets specific boundaries for the summer period. It defines "summer vacation" as June 1 through Labor Day. During that window, the restrictions on consecutive days and total hours change. However, if school is in session for five days during an employer's predetermined work week, a different ceiling applies. A youth who is 16 or 17 years old and duly enrolled in school cannot work more than 35 hours during that specific work week. This limit ties directly to enrollment. If the teen is not enrolled, this particular 35-hour cap does not apply under this section. Keep the roster aligned with the actual calendar dates of the school term and the defined summer vacation period.
North Carolina provides distinct daily and weekly maximums based on whether school is in session for the youth. According to the North Carolina Department of Labor, no more than three hours a day are permitted when school is in session for the youth. If school is not in session, the daily maximum increases to no more than eight hours a day. Weekly limits follow the same logic. A maximum of 18 hours per week applies when school is in session. When school is not in session, the weekly maximum rises to 40 hours per week. These figures cover youths generally subject to these work hour limitations. Shift leads must verify the current school status for each minor employee before assigning shifts.
Evening restrictions also depend on school attendance. The North Carolina rule states that during the school term, youth enrolled in grades 12 or lower cannot be employed between 11 p.m. and 5 a.m. when there is school for the youth the next day. This creates a hard curfew for closing shifts on school nights. If the next day is a weekend or holiday with no school, this specific 11 p.m. to 5 a.m. restriction does not apply under this clause. However, other state or local laws might impose different evening limits, so confirm local ordinances. Always cross-reference the state-specific summer dates with the individual employee's age and enrollment status.
Place Washington breaks around the employee's age
Washington break rules change based on whether the minor is under sixteen or sixteen to seventeen years old. The Washington State Department of Labor & Industries outlines these specific timing requirements for paid rests and meal periods.
Paid rest breaks Minors under the age of 16 must receive at least a 10-minute paid rest break Washington State Department of Labor & Industries. For older teens, sixteen- and 17-year-old minors must receive at least a 10-minute paid rest break when working shifts longer than 4 hours Washington State Department of Labor & Industries. Schedule these short interruptions before the shift reaches the four-hour mark for the older group.
Meal break timing The consecutive work limit differs by age group. Minors under the age of 16 must not work more than 4 consecutive hours without receiving a meal break Washington State Department of Labor & Industries. Sixteen- and 17-year-old minors must not work more than 5 consecutive hours without receiving a meal break Washington State Department of Labor & Industries. All minors working more than 5 hours shall receive a meal break of at least 30 minutes Washington State Department of Labor & Industries.
Roster adjustments Set your scheduling software alerts to trigger at the four-hour mark for employees under sixteen and at the five-hour mark for those aged sixteen or seventeen. Verify that the timesheet reflects an uninterrupted 30-minute period for any shift exceeding five hours. Compare one proposed teen summer roster against the matching state, age, school-status and break provisions in the reference table.
State hours reference table
Use this table to compare one proposed teen summer roster against the matching state, age, school-status and hour provisions before posting shifts. Each row reflects the cited publisher’s rule; check the employee’s enrollment status and exact age before applying a limit.
| Publisher | Age group | Summer/vacation hours |
|---|---|---|
| Texas Workforce Commission | 14- and 15-year-olds not enrolled in summer school | 7:00 a.m. to 9:00 p.m., June 1 through Labor Day |
| New Hampshire General Court | Under 16 years old | 8 hours per day on nonschool days; 48 hours per week during vacations |
| North Carolina Department of Labor | 14- and 15-year-olds (school status dependent) | 3 hours a day and 18 hours a week when school is in session; 8 hours a day and 40 hours a week when it is not |
Keep the New Hampshire parental permission document on file
For a sixteen- or seventeen-year-old employee in New Hampshire, New Hampshire General Court requires the employer to obtain and maintain on file a signed written document from the youth's parent or legal guardian permitting employment. This documentation rule applies specifically to youths aged 16 or 17 who have not yet graduated from high school or obtained a general equivalency diploma. If your teen roster includes an enrolled sixteen-year-old working during summer vacation, this signed permission form is a required record before their shift begins.
The exception to this requirement covers any sixteen- or seventeen-year-old who has already graduated from high school or secured a general equivalency diploma. For these older teens, the state does not mandate the same parental permission file. When building your roster, check each employee's graduation status first; if they hold a diploma or GED, you do not need to collect the signed parental document for them under this specific provision.
Next step: before posting your next summer roster, check each teen's age, enrollment and graduation status against the table above.
Related guides: Overtime coverage: 7 rules before approving hours · Meal and rest break minutes from 4 official pages · Minor workday limits: 6 checks by age and state.
FAQ: summer closing shifts and school attendance
What teen summer work hours can I put on the schedule?
Check the employee's state, age, and enrollment status before posting any shift. Texas Workforce Commission allows 14- and 15-year-olds not in summer school to work between 7:00 a.m. and 9:00 p.m. from June 1 through Labor Day. New Hampshire General Court limits enrolled 16- and 17-year-olds to no more than 6 consecutive days or 48 hours in any one week during school vacations. North Carolina Department of Labor prohibits employing youth in grades 12 or lower between 11 p.m. and 5 a.m. when school is scheduled for the next day. Washington State Department of Labor & Industries requires a meal break if minors under 16 work more than 4 consecutive hours.
Does the Texas summer evening window apply if my employee attends summer school?
No, the specific 7:00 a.m. to 9:00 p.m. window does not apply if the employee is enrolled in summer school. Texas Workforce Commission states that 14- and 15-year-olds may work between those times only if they are not enrolled in summer school. If your employee is taking classes, verify their current enrollment status against this condition before assigning evening shifts. The rule explicitly ties the expanded summer hours to non-enrollment in summer school programs.
How many consecutive days can an enrolled sixteen-year-old work during a New Hampshire school vacation?
An enrolled sixteen-year-old cannot work more than 6 consecutive days during a school vacation. New Hampshire General Court specifies that no youth 16 or 17 years of age who is duly enrolled in school shall work for more than 6 consecutive days or 48 hours in any one week during school vacations. This limit includes summer vacation periods. Ensure your roster reflects this maximum consecutive day count for any enrolled teenager in this age group.
When must a Washington employee under sixteen receive a meal break?
A Washington employee under sixteen must receive a meal break if they work more than 4 consecutive hours. Washington State Department of Labor & Industries states that minors under the age of 16 must not work more than 4 consecutive hours without receiving a meal break. Schedule the break immediately after the fourth hour of continuous work to comply with this timing requirement. Do not extend the shift beyond four hours without providing this required rest period.
What parental permission document must a New Hampshire employer keep for a sixteen-year-old?
The employer must obtain and maintain on file a signed written document from the youth's parent or legal guardian permitting employment. New Hampshire General Court requires this document for any youth 16 or 17 years of age, except those who have graduated from high school or obtained a general equivalency diploma. File this signed permission form with the employee's records before their first shift. Verify whether the employee has graduated or holds a GED to determine if this documentation is still required.