Hiring Minors and College Students During Summer in New York

Summer hiring season is underway, and many businesses are preparing to bring on teens and college students to support seasonal operations, supplement staffing needs, and build early-stage talent pipelines. Whether an employer is hiring a high school student for a first job or onboarding a college intern for professional experience, it is important to understand the legal and operational requirements that govern young workers.

Empire HR composed a guide that covers best practices for hiring minors and college students.

Recent Trends in Teen and College Student Employment

The landscape of youth employment has shifted meaningfully in recent years.

Teen participation in the labor force continues to fluctuate.

Federal labor data shows that employment among 16–24-year-olds still rises significantly during the summer months, but overall participation has become more uneven than in previous decades. Employers are also seeing a shift in how young people approach work, with many high school and college students balancing employment alongside internships, academic commitments, extracurricular activities, and skill-building experiences.

For college students specifically, internships have become more structured and competitive, with a stronger emphasis on skill development, measurable outcomes, and alignment with academic or career pathways. Employers are increasingly expected to provide defined learning experiences rather than informal or task-based roles. In parallel, students are more likely to evaluate opportunities based on resume value, mentorship access, and career progression rather than compensation alone.

These shifts make it even more important for employers to design intentional, well-structured youth employment programs that balance operational needs with meaningful development opportunities

Employment Eligibility Verification

In New York State, minors between the ages of 14 and 17 are required to obtain valid working papers before beginning any form of employment. These employment certificates must be verified by the employer prior to the start date. Employers are also required to retain a copy of the working papers on file for the duration of employment and ensure that all documentation is properly completed before the individual performs any work.

Just like regular employees, minors and students must complete Form I-9 employment eligibility verification prior to commencing work. Employers are required to verify identity and authorization by presenting acceptable documentation and must ensure that all onboarding forms are properly completed. Where applicable, parental or guardian signatures must also be obtained in accordance with regulatory requirements. These steps are a standard part of compliant onboarding and must be completed consistently for all new hires.

Summer Work Hour Restrictions

New York child labor laws establish strict limitations on both the number of hours minors may work and the time periods during which they may be scheduled. During the summer period, defined as June 21 through Labor Day, minors aged 14 to 15 may work up to 40 hours per week and no more than 8 hours per day, with permitted hours between 7:00 a.m. and 9:00 p.m. For minors aged 16 to 17, the limits extend to 48 hours per week and 8 hours per day, with allowable working hours between 6:00 a.m. and midnight. Employers are responsible for actively monitoring scheduling practices to ensure compliance and should maintain accurate, posted schedules for all minor employees.

Internships and Legal Classification

Internships are not automatically exempt from wage and hour laws, and many assumptions about unpaid internships do not align with legal standards. In most for-profit settings, interns must be classified as employees unless the structure of the internship clearly meets specific legal criteria. Employers should carefully assess whether the internship is primarily designed to benefit the intern, whether it closely resembles structured educational training, whether the intern is displacing regular employees, and whether the arrangement complies with applicable federal and New York labor regulations. If an intern is performing productive work that benefits the company, they will likely be considered an employee and must be paid.

Creating a Safe and Structured Work Environment

Teen employees are often entering the workforce for the first time, which places additional responsibility on employers to provide a structured and supportive environment. This includes delivering clear onboarding, providing training on workplace expectations and safety procedures, and ensuring that appropriate supervision is in place. Employers should also reinforce policies related to workplace conduct, communication standards, and anti-harassment compliance. A well-structured onboarding experience not only supports compliance but also improves engagement and sets the foundation for long-term workforce development.

Program Design - Structuring for Success

Teens and young adults lack the corporate context that seasoned employees take for granted. A "sink or swim" approach will fail; structure is mandatory. It is important to assign specific projects that can be reasonably completed within a 6-to-8-week window. Every teen worker should have a direct supervisor, but they also benefit heavily from a "peer mentor", a younger or mid-level staff member who can answer "silly" questions about office norms, software, or workflow without the intimidation factor of a direct manager. Don't shy away from explicitly onboarding them regarding professional etiquette is essential. Do not assume they understand expectations around cell phone usage, professional dress codes, punctuality, or how to write a formal internal email.

Professional Development (The Takeaway)

A great summer employment experience gives the teen a resume foundation and gives the employer a potential future talent pipeline.  It is recommended to conduct Mid-Summer and Final Reviews and teach the young employees how feedback loops work. A brief 15-minute check-in halfway through the summer gives them room to correct course, while a final evaluation teaches them how to receive constructive criticism professionally. In addition, we recommend dedicating an hour or two at the end of the summer to help them translate their summer tasks into high-impact bullet points for their resumes and encourage them to connect with team members on LinkedIn to start building a professional network early.  

Help prepare the next generation of professionals for long-term success.

Hiring young workers can have a meaningful impact on an organization's culture. Bringing teenagers and college students into the workplace injects an energy. Their curiosity, enthusiasm, and willingness to learn often encourage established employees to look at familiar processes through a fresh lens. Supervisors and colleagues who invest time in developing young workers frequently find the experience rewarding, as they play a direct role in shaping someone's first professional experience. These relationships can strengthen team engagement and foster a culture of learning and development that benefits employees at every level.

Organizations that provide meaningful employment opportunities for local students demonstrate a commitment to workforce development, community engagement and help shape the future workforce.

Need help setting up hiring process for seasonal workers, interns, or young employees? Contact us for support and can the most out of the summer hiring.