Article of 02/06/2023 updated on 24/06/2025
Are you planning to hire an underage employee during the summer?
Here are the main rules to follow!
I – Minimum Working Age
A – General principles
- As a general rule, a minor must be at least 16 years old to be employed (Articles L. 4153-1 et seq. of the Labour Code).
- School holiday exception: It is possible to employ a minor from the age of 14 during school holidays, provided stricter conditions are met (Article L. 4153-5).
B – Penalty for non-compliance with minimum age
- Fine of €1,500 for an individual employer.
- Fine of €7,500 for a legal entity (company, association, etc.).
II – Pre-employment Formalities
A – Necessary authorizations
Minors under 16 (14–16 years old)
Mandatory written parental consent: one of the legal representatives (father, mother or legal tutor) must provide written authorisation for the employer to take on the minor.
Labour inspector’s authorisation:
> To be requested at least 15 days before the expected date of hire.
> The Labour Inspectorate checks that health, safety and management conditions are satisfactory.
Minors aged 16–18
Parental consent optional: if the minor is aged 16 or over, parental authorisation is no longer strictly required under the Labour Code, but is still strongly recommended to avoid any disputes (and is sometimes required under collective agreements).
No need for labour inspector’s authorisation for 16-18 year-olds, except in special cases.
B – Medical Check-up
Obligation: before taking up the position, the minor must undergo an information and prevention visit to the occupational health service (occupational medicine).
- For under-16s, this visit must be scheduled before they start work, even for short-term contracts.
- For 16-18 year-olds, the medical check-up is also compulsory before they are assigned to work, and is then repeated at intervals set by the occupational health department (generally every one or two years).
⇒ Tips
- Plan your visit well in advance: the summer period is a busy one for occupational health services, so make an appointment as soon as possible.
- Keep your proof of visit in a safe place so that you can submit it in the event of an inspection by the Labour Inspection Department.
III – Working Conditions and Health & Safety
A – Prohibition on exposing minors to risks
Prohibited work for all minors (article D. 4163-1 of the French Labour Code):
- Exposure to hazardous substances, intense noise, or radiation…
- Use of dangerous machinery or tools (syrups, presses, turbines, etc.), sharp or motorised tools (excluding activities under special supervision).
- Heavy manual handling.
- Working in hyperbaric environments (chambers) or at depth (underground).
- Work in a confined atmosphere.
- Work on building and civil engineering sites (except in the case of very restricted exemptions).
B – Working Time and Daily Rest
Rules vary by age group:
Minor’s age | Maximum daily duration | Maximum weekly duration | Minimum daily rest period | Prohibited times |
Under 16s (14-16 years) | 7 hours a day | 35 hours | 12 onsecutive hours | No work before 7 a.m. or after 9 p.m. |
16-18 fully years | 8 hours a day | 35 hours | 12 onsecutive hours | No work before 6 a.m. or after 10 p.m. |
Minors aged 14-16 (school holiday period)
- Maximum 7 hours of actual work per day.
- Maximum 35 hours per week (calculated over a single calendar week).
- Prohibition on working before 7 a.m. and after 9 p.m.
- A break of at least 30 minutes for every 4 consecutive hours worked.
16-18 year old minors
- Maximum 8 hours of effective work per day.
- Maximum 35 hours per week.
- It is forbidden to work before 6 a.m. and after 10 p.m., except by special dispensation (e.g. in the agricultural and performing arts sectors), but these dispensations are subject to strict conditions.
- Break of at least 30 minutes for every 4 hours 30 minutes of consecutive work.
Special warning: weekly rest period
Young people must have two consecutive days off (generally Sunday and one other day), unless there is a specific exemption for certain sectors (hospitality industry, etc.).
IV – Minors’ compensation
Unless there is a more favourable collective agreement, minors’ wages are determined as a percentage of the minimum wage.
Rates vary according to age and seniority:
Age category | Seniority in the company | Percentage of the SMIC (minimum wage in France) |
Under 17 years | Up to 6 months | 80 % |
More than 6 months | 90 % | |
17-18 fully years | Up to 6 months | 90 % |
More than 6 months | 100 % |
V – Specific conditions depending on the sector of activity
Certain activities subject to collective agreements or specific regulations require additional rules:
A – Hospitality (HCR collective agreement)
- Extended working hours (ending at 11 p.m. possible for over-16s, subject to conditions).
- Possible exceptions to the ban on Sunday working, particularly for beach establishments, hotels, etc.
B – Agriculture
- Possibility of allowing certain minors (from the age of 14) to work earlier in agricultural activities during the harvest, with prefectoral authorisation and compliance with stricter health and safety conditions.
- Staggered working hours linked to the agricultural seasons (early harvest, outdoor work, etc.).
C – Retail
- 16-18 year olds can work until 10 p.m. if the store closes at that time (subject to prefect approval).
VI – Penalties for non-compliance
Failure to comply with the rules governing the employment of minors may give rise to the following sanctions:
A – Penal and administrative sanctions
- Fines
- Possibility of administrative closure of the establishment for illegal employment
There are many rules to be complied with regarding the recruitment and employment of minors, and failure to do so may result in penalties.
Reach out to Claire Molina, Payroll and Social Security Manager at French Business Advice, to help you with your procedures.