Engaging Junior Workers During the Holiday Season
With the festive sales season in full swing and school holidays around the corner, it is crucial for businesses to check their child employment obligations twice and ensure they are compliant when engaging younger workers during the busy holiday season.
While the regulations on child employment vary in each State and Territory, the applicable pieces of legislation underpinning the regulations have an overarching objective to protect children not only as vulnerable workers, but to ensure their schooling is not impacted by them entering the workforce.
To take the guesswork out of navigating between each State and Territory’s differing rules, we have created a general summary of the key obligations to consider when engaging junior employees.
New South Wales
|The Industrial Relations Act 1996 (NSW), the Industrial Relations (Child Employment) Act 2006 (NSW) and Children and Young Persons (Care and Protection) Act 1998 (NSW).
|There is no minimum age to start casual or part-time work. However, certain restrictions will apply to employees who are under 15 years of age.
|There is no requirement for parental consent (unless the employee is engaged in live performance, a still photography session, door-to-door sales etc.)
|If your employee is under 15 years of age, the following restrictions will apply:
For clarity, the restrictions above do not apply to employees 15 years of age and above.
|Yes. Adult supervision is required.
|You may only engage a junior employee on a full-time basis if the employee has completed Year 10, or turned 17, or permission from the Department of Education has been granted.