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You cannot employ children under 13 years old, except when they are involved in areas such as television, theatre, or modelling. Children working in these areas will need a child performance licence from the Education Authority (EA). The Children Entertainment & Employment Team, on behalf of the EA, has responsibility and a specific function for issuing child performance licences, chaperone licences, and child employment permits.

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Statutory rules govern the employment of school-age young people and must be adhered to, even if you only want to employ them to do a paper round. No one under 16 years old may be employed in manufacturing, on licensed premises, or in any dangerous activity.

Minimum school-leaving age in Northern Ireland

As noted above, in Northern Ireland, a young person can leave school on 30 June if they are aged 16 years old on or before 1 July of that year. If their 16th birthday falls on or after 2 July they have to wait until the end of the following academic year before they are eligible to leave.

Working conditions limitations

Children under 15 years old

In Northern Ireland, young people under 15 years old may not do any work, paid or unpaid:

• before 7am and after 7pm
• for more than one hour before school opening time and any time between school opening and finishing time
• for more than two hours on a Sunday or school day
• for more than five hours on a Saturday or weekday outside term-time
• for more than four hours on a Saturday without taking a break of at least one hour
• for more than 12 hours in any week in which s/he is required to attend school (with a break of 1 hour after any continuous 3-hour period)
• for more than 27 hours in any week during school holidays, and no more than five hours per day Monday to Saturday
• in any occupations prohibited by local bylaws or other legislation (for example, in any industrial setting, pubs, betting shops, or in any work that may be harmful to their health, well-being, or education)
• without the written consent of their parents and a issued by the Education Authority

Young people aged between 15 years old and minimum school-leaving age

Young people aged between 15 years old and the minimum school-leaving age may not do any work, paid or unpaid:

• before 7am and after 7pm
• for more than one hour before school opening time and at any time between school opening and finishing time
• for more than two hours on a Sunday or school day
• for more than seven hours on a Saturday during term-time
• for more than four hours without taking a break of at least one hour
• in any occupations prohibited by local bylaws or other legislation (for example, in any industrial setting, pubs, betting shops, or in any work that may be harmful to their health, well-being, or education)
• for more than seven hours per day during school holidays, up to a maximum of 37 hours in any week
• without the written consent of their parents and a issued by the Education Authority

In addition, young people must have a two-week break from any work during the school holiday in each calendar year. Read more on hours, rest breaks and the working week.

You must do a risk assessment before taking on school-age workers, or review your existing risk assessment. See health and safety risk assessment.

Statutory maternity and paternity pay

If a pregnant woman or an expectant father is legitimately employed before reaching the age of 16 and meets the qualifying conditions, they are eligible for statutory maternity pay (SMP), statutory paternity pay (SPP), and statutory parental bereavement pay (SPBP).

To find out about qualifying conditions for SMP, SPP or SPBP, see maternity leave and pay, paternity leave and pay and Parental Bereavement Leave and Pay.

For more information on eligibility to, calculating, paying and recovering statutory pay, see our section on statutory leave and pay entitlements.

Young workers, workers who are over compulsory school age but under 18 years old must not work for more than eight hours a day or 40 hours a week. These hours worked cannot be averaged out and there is no opt-out available. If you employ anybody in this age group you must also give them:

• a break of 30 minutes if they work for more than four and a half hours each working day
• a rest period of 12 hours between each working day
• two days off a week

Young workers can not ordinarily work between 10pm and 6am. For more information on the rules for night workers, see Sunday working and night working.

National minimum wage (NMW)

All 16 and 17-year-olds who are above compulsory school age are entitled to a national minimum wage (NMW) of 拢7.55 an hour.

Apprentices under the age of 19 years old, or who are 19 or over but in the first year of their apprenticeship, are entitled to an NMW of 拢7.55 an hour (this rate does not apply to Higher Level Apprenticeships).

See National Minimum Wage and National Living Wage rates.

Risk assessments

You must carry out, or review, a risk assessment, paying attention to the health and safety implications of employing young people.

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Training

If you take on an employee aged 16 or 17 years old who has not achieved a certain standard in their education, they may be entitled to reasonable paid time off for study or training. Your business may be entitled to financial help toward the cost of this.

You can take on an employee under the Apprenticeships programme or one of your employees can join the programme. Read more about Apprenticeships: delivering work-based training and qualifications to employees.

Statutory Redundancy Pay (SRP)

Age legislation removes the age limits on statutory redundancy pay (SRP). This means that payments are available to employees, who have the minimum qualifying service of two years or more, regardless of age.

SRP is calculated using a formula with bands based on age, length of service (up to a maximum of 20 years), and weekly pay (subject to a statutory limit). Employees receive half a week's pay per year of service for each year served up to their 22nd birthday, one week's pay per year of service after their 22nd birthday, and one and a half weeks' pay per year of service after their 41st birthday.

You may still have special responsibilities to young people, even when they are over the age of 18 years old.

National Minimum Wage and National Living Wage

At 18 years old, most workers should be paid at least the minimum wage, which from 1 April 2025 until 31 April 2026, is:

• 拢7.55 per hour for apprentices aged under 19 years old or those aged over 19 in the first year of a contract of apprenticeship
• 拢7.55 per hour for people under 18 years old and above school leaving age
• 拢10.00 per hour for people aged 18 to 20 years old
• 拢12.21 per hour for people aged 21 years old and over (National Living Wage)

Apprentices aged 19 years old or over that have completed at least one year of their apprenticeship are entitled to receive the full minimum wage rate applicable to their age.

See National Minimum Wage and National Living Wage rates.

Working Hours

In general, workers aged 18 and over are entitled to:

• work no more than six out of every seven days, or 12 out of every 14 days
• take a 20-minute break if they work more than six hours at a stretch
• work a maximum 48-hour average week

There are a number of ways that you, as an employer, can contribute to the education process and help improve the prospects of young people.

These include:

• offer work experience places for students or work shadowing for teachers
• provide resources, equipment and use of premises
• set actual business problems for students to solve in their projects
• give talks and lectures to enrich the curriculum with real business experience

Internships - working with graduates

Internships enable graduates to develop valuable skills and boost their employment chances.

You should remember that if an intern is classed as a worker, then they are normally due the national minimum wage.

Read more on the National Minimum Wage and National Living Wage - rates and overview.

Apprenticeships

Apprenticeships are real jobs with training. They are focused on the workplace and lead to nationally-recognised qualifications.

You can hire a new employee as an apprentice and you can also place existing employees onto apprenticeship courses as a way of improving their skills.

Most training typically takes place on-site with the rest provided by your college or learning provider.

Read more about Apprenticeships: delivering work-based training and qualifications to employees.