Minnesota Rules on Employing Minors

In Minnesota, the school superintendent, or the superintendent's designee, is authorized to issue employment certificates. A minor 14 or 15 must have an employment certificate to be employed on school days during school hours. The certificate must show the name, address, date of birth and description of the minor, the kind of work to be performed, the hours of exemption and must require the signature of the parent or guardian and the minor in the presence of the issuing officer.

Every employer must require proof of age from any minor employee by requiring the minor to submit an age certificate, a copy of the minor's birth certificate, a copy of the minor's driver's license or a U.S. Department of Justice Immigration and Naturalization Service Employment Eligibility Verification Form I-9.

The commissioner, the commissioner's authorized agent or a truant officer may enter and inspect the place of business or employment and interview employees for the purposes of ascertaining whether any minors are employed contrary to the provisions of the child labor law. Such official may require that the employer produce employment certificates, age certificates and lists of minors employed.

Minnesota's child labor law exempts minors ages 11 through 13 from the minimum age requirements when employed as youth athletic program referees, umpires or officials for an age bracket younger than the minor's own age. Minors 11 through 13 may be employed as soccer assistant referees at events where the participants are under 14 years of age. An adult representing the state or local athletic program must be on the premises where the event is occurring and a person responsible for the program must have the signed, written consent of the minor's parent or guardian.