As summer approaches, many businesses look to hire seasonal workers or interns. Whether you’re bringing teens on board to support operations or welcoming student interns for short-term projects, it’s critical to understand your legal obligations—especially in California, where labor laws are strict.

Hiring Minors? Start with Work Permits and Safety

Employers must obtain a valid work permit before hiring anyone under 18—even during the summer. Permits must be signed by the minor, their parent or guardian, and submitted to the school district for approval. Once issued, the permit outlines legal work hours and restrictions based on the minor’s age.

Key requirements include:

• Adhering to daily and weekly hour limits for minors.
• Maintaining records of the minor’s age, address, and work permit.
• Complying with all minimum wage laws (minors are not automatically exempt).
• Providing harassment and safety training from day one.

Penalties for noncompliance can be steep—up to $10,000 per violation for hazardous work conditions and fines for missing documentation.

Thinking of Bringing on Interns? Understand the Law

Unpaid internships can be legal—but only under narrow circumstances. Federal and California laws apply the “primary beneficiary” test to determine whether an intern can be unpaid. The focus is on ensuring the intern—not the employer—receives the primary benefit.

If your business gains more from the intern than they do from the experience, or if they’re performing duties similar to regular employees, then they should be paid at least minimum wage.

Also important: interns, whether paid or unpaid, are protected by California’s harassment and discrimination laws. Treat them with the same care and professionalism you would any employee.

Key Takeaways:

• Obtain proper work permits before employing minors.
• Follow hour restrictions and safety protocols.
• Ensure unpaid internships meet legal criteria and primarily benefit the intern.
• Provide interns and minors with your company policies, including anti-harassment guidelines.

Hiring young workers or interns can bring fresh energy to your team—but it’s your responsibility to create a compliant and safe environment.

Have questions about onboarding seasonal workers or interns? Contact Chase Law Group and set up a consultation with employment attorney Scott Liner to ensure your summer hiring plans are compliant.

Have questions about onboarding seasonal workers or interns?
Contact Chase Law Group

WWW.CHASELAWMB.COM
310-545-7700

_{Please note that this article is for informational purposes only and should not be considered legal advice and does constitute an attorney-client relationship. It is recommended to consult with an attorney directly for specific guidance pertaining to your business and its practices.}