There are many businesses in which employing under 18s can bring huge advantages, and many business owners want to be able to employ young people as a means of encouraging them into the workplace.

However, in the UK, there are several laws around employing young people, put in place to prevent any risk of child exploitation, plus there are other factors that must be considered in addition to the official regulations.

In this article, we’re going to take a look at the main points you should consider before offering an employed position to any person under the age of 18. If you are thinking of employing under 18s in your business, here are some points you should consider.

What Are The Benefits Of Employing Young People?

Young people can bring huge benefits to many work places.

Often, businesses veer away from employing anyone under the age of 18, due to the perception of more rules and regulations and a higher risk factor. Young people can often be perceived as unreliable or lacking in a good work ethic.

However, these children are the workers of the future and, if they are not offered the opportunity to learn about the world of work in the right environment, then the perception of them as poor workers may become a self-fulfilling prophecy.

If done correctly and with a bit of forethought, employing young people can bring huge advantages to the workplace. Young people often bring a vibrancy to the workplace that can refresh tired or staid ways of thinking and doing. What’s more, from a practical point of view, they are often a much cheaper and more flexible source of labour, so can benefit certain businesses, particularly in the hospitality and service industries.

Furthermore, employing young people and watching them progress can be highly rewarding and may even enable your business to nurture home grown talent that will stay for the long term.

What Should I Consider When Employing Young People In My Business?

As with anything in business, employing young people can be risky if not done in the correct manner, and proper planning before the event will always make the process run smoother.

Here are our top five points for consideration prior to employing anyone under the age of 18;

Understand Your Legal Obligations

Under UK law, people under the age of 18 are protected when entering the workplace, to avoid any risk of exploitation and to protect their education, amongst other things. The key piece of legislation that governs this is the Children and Young Persons Act 1933. This legislation and its associated regulations covers things such as the number of hours children are allowed to work and the type of work they are permitted to undertake.

According to the ACAS website, the following are the key points to make yourself aware of before employing young people;   

• Younger workers are entitled to two days off per week.
• A daily rest break of 12 consecutive hours (the break between finishing work one day and starting work the next).
• A rest break of at least 30 minutes if the working day lasts more than 4.5 hours.
• Younger workers normally will not work more than 8 hours a day or 40 hours a week.
• Younger workers don’t normally work at night – however, there are some exceptions.
• Worker aged 16-17 is entitled to be paid at least the National Minimum Wage at the relevant rate.

Other things covered by this piece of legislation include;

• The type of work young people are permitted to undertake and when (for example, young people are not permitted to work at night if employed in a hospital or in an advertising firm, but they are permitted to work at night if employed in agriculture or in a bakery),
• Equality issues, such as avoiding any age discrimination.
• Health and safety requirements, especially relating to the use of any equipment that carries an age restriction on its use, such as a fork lift truck.  
• Obtaining appropriate work permits or consents from parents or guardians, if applicable.

Remember that ignorance is no excuse in the eyes of the law, so it is your responsibility as an employer to make sure you are aware of all the legal regulations that might relate to your employment of a young person before they begin work with you. Failure to do so could result in financial penalties or even criminal prosecution.

Conduct Age Appropriate Risk Assessments

As an employer, it is your responsibility to ensure the safety and well-being of all your employees, and those under 18 are no exception.

Before your young person begins work, it is necessary to carry out age-appropriate risk assessments, to identify any potential hazards or risks specific to young workers.

Remember that young people may not be as aware of risks and hazards as older employees, due to their age and lack of experience, so they may require additional training to ensure they are cognisant of any workplace risks. Remember that risks that may seem obvious to you may not always seem obvious to a young person, so never assume or ridicule them for not knowing what you know.

Remember also that, if additional needs or training are identified, you must adapt your health and safety policies to reflect this and address these specific concerns.  

Provide Adequate Training And Support

It can be tempting, from the vantage point of someone who has been in the world of work for many years and understands your business inside out, to view young people as inefficient, careless or lacking initiative. However, it’s important to be patient and try to understand that their lack of competence usually comes from inexperience or a lack of self-confidence.

Young workers often require additional guidance and support to perform their duties effectively. Particularly if this is their first venture into the world of work, they may also need the basics explaining to them, such as instructions on how to turn up on time, wear appropriate clothing, turn off their phone during working hours etc.

It’s advisable to offer a comprehensive training program specifically tailored to the age of your new employees, delivered at the very beginning of their contract of employment, and covering all aspects of work including their specific responsibilities, your workplace procedures and any relevant safety protocols. This training should be repeated regularly too, to ensure it is fully comprehended and actioned.

Assign Appropriate Tasks

Besides the legal restrictions governing what young people can and can’t undertake in the workplace, it is advisable to be mindful of what is and isn’t an appropriate task to set for a young person. It is not fair to set young people up for failure by giving them tasks that are above their competency or ability.

For example, certain young people may be shy and may struggle to do a customer facing role, whilst others might struggle with highly specialised or skilled job roles.

Prior to employment, ensure you speak to your young employee to fully understand what their capabilities are and ensure you assign tasks appropriately. It may be wise to give the young employee a range of tasks, to allow them to try different things and find out what they are particularly good at or passionate about.

Additionally, try to give the young person a clear progression path with training, so they can see what skills they need to acquire in order to progress and are able to develop within the role.  

Provide Ongoing Supervision 

Good communication channels and a proactive management plan are advisable in any business and for any employees, but they are particularly important for younger employees.

Often, younger employees will have more questions and they will need more support than older employees, so it’s important to ensure there is an open channel for them to get assistance as and when they require it. If young people are unsure of how to do something, this will not only impact your workplace productivity but will also impact the self-confidence of the young person.

Put regular reviews in place to ensure performance is monitored and have these more frequently than with more established members of your team. Also, establish a clear communication channel that considers the age and experience of the young person and enables them to voice concerns or ask questions quickly and easily.

More generally, work to foster an inclusive working environment that encourages young employees to voice their opinions, seek guidance and actively participate in team discussions. Regularly and proactively check-in with your young employees too, to ensure they feel supported and valued and to encourage problem sharing from those who are more shy.

Contact Metis HR For Advice On Employing Young People

Are you thinking about employing a young person in your business? Then Metis is the HR partner you need.

Our HR Consultants are experts at giving you the advice you need to ensure your business is protected right from the start of any contract of employment, whether with a young person or an adult.

For impartial professional advice, you can contact us via the contact form on our website, email us at info@metishr.co.uk or phone us on 01706 565332.