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Reminder Michigan: Working Hours for Minors Will be Reduced on March 31, 2026

30 May

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As a reminder to Michigan employers, significant changes to youth employment laws are coming under Public Act 196 of 2024 (House Bill 5594). These updates are designed to modernize the work permit process and enhance protections for minors, and they carry important implications for your hiring and scheduling practices.


Impacts for Employers:

  • Reduced Work Hours for Minors ages 14-15 (Effective March 31, 2026): work hour restrictions for minors aged 14 and 15 will be reduced. These limits aim to protect minors’ well-being and ensure time for education and rest.
    • During school sessions (Labor Day–May 31):
      • Work only between 7 a.m. and 7 p.m.
      • No more than 3 hours per day and 18 hours per week.
      • The excess portion is subject to a 20% excise tax, which the employer must withhold.
    • During summer (June 1–Labor Day):
      • Work allowed until 9 p.m.
      • Up to 40 hours per week.
  • New Work Permit System (Transition by October 1, 2026): The Department of Labor and Economic Opportunity (LEO) will take over issuing and managing work permits via a centralized online system. This new system aims to improve oversight, ensure legal compliance, and simplify administrative processes for employers.
  • Employers must:
    • Register with LEO in order to hire minors, submit detailed employment information, and confirm compliance with all applicable laws.
    • Notify LEO upon termination of a minor’s employment.
  • Compliance and Accountability:
    • LEO will maintain a public database of authorized employers.
    • Non-compliant employers may be removed from the database and lose the ability to hire minors.
    • Permits can be revoked for legal violations or poor school attendance.

Why This Matters: These changes will directly affect how employers recruit, schedule, and manage young workers, as well as avoid sanctions and continue offering youth employment opportunities responsibly.


For additional information:

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's Michigan PEO services can help you navigate complex employment laws and keep your business compliant.


This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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