Texas Child’s Labor Law

In the state of Texas, there are very specific laws pertaining to the employment of children and the protection of their health, safety and well-being. Any businesses that employ children are responsible for compliance of these laws by posting the appropriate Texas labor law poster on site. The Texas Legislature’s Child Labor Law defines children as those under the age of 18. The laws do not apply to children who are employed by their parents, those that participate in school work-study programs, those that work in the agricultural industry during non-school working hours or those over the age of 11 that deliver newspapers.

The restrictions of employment on children in the State of Texas are as follows: no more than 8 hours a day or 48 hours a week (6 consecutive days of employment) are allowed with no work after 10 p.m. or before 5 a.m. on any days that are followed by school days or after midnight on a day that is not followed by school.

Children in Texas are not permitted to work in any hazardous jobs, as defined by the Federal government. In addition, children ages 14-18 are restricted in state defined hazardous jobs. Children are also not permitted to solicit goods or services (except at the retail level), request donations or distribute advertising. There are of course exemptions to this law, if the donation, per say is on behalf of a school or private school or club, and a pre-planned route and supervisor is provided. Most importantly, children are not allowed to work for any sexually oriented business unless they are over the age of 18.

According to labor law posters in Texas, businesses may request proof of age or a work permit for children under the age of 18. Although no work permits are listed as requirements on Federal labor law posters, in cases where there are multiple laws in regards to child labor, the stricter law applies, in favor of protection of the child.

Businesses can be in non-compliance of child labor laws in Texas, simply by not posting the proper documentation and labor law posters in their place of employment. Businesses caught in violation of such labor laws may be liable for fines up to ten thousand dollars. This amount is based on the seriousness of the offense, history of violations and efforts made to correct said violation. Typically violations are dealt with within a month of the infraction, at which time the employer may request a trial or remit payment of fees.