School-leaving age

The UK government website explains that school-leaving age varies depending on the region. The details differ across England, Scotland, Wales and Northern Ireland, and the official guidance outlines how these dates are determined.

In some parts of the UK, young people may continue in some form of education or training until age 18, while in others, full-time work becomes an option once they reach school-leaving age. Before this point, the type and scheduling of work available to children tend to be more limited, and many organisations refer to local council or government resources to understand what applies in their area.

General considerations for young workers

Public guidance notes that younger workers may have different needs from adults, and many organisations aim to support them by referring to current UK sources on topics such as health and safety, working patterns and equal treatment.

Young workers typically receive the same types of documentation as other staff, such as written terms and conditions, and may access workplace policies including those related to emergencies involving family members. Public guidance also highlights that young people can join trade unions, and organisations often make this information available as part of their onboarding materials.

UK guidance also outlines general expectations about working time, rest and supervision for younger workers. Rather than providing exact thresholds or limits, organisations often consult the government website to understand how working hours, breaks and night-work considerations apply to younger staff.

Similarly, rules on operating certain types of equipment vary, and many employers choose to adjust task lists or supervision arrangements so they align with publicly available safety guidance for younger workers.

Record-keeping practices

Some organisations choose to keep internal records showing the working patterns of young staff, such as the number of hours worked or whether night-work restrictions apply. These records can also reflect any health assessments the organisation offers and whether tasks are adjusted to align with their internal policies. Many organisations maintain such records for a period of time to support oversight and consistency.

Pay considerations for young workers

Pay levels for young workers can vary based on age, role and whether the individual is completing an apprenticeship. Public sources, such as the UK government website, publish minimum pay rates and update this information periodically. Organisations typically refer to these official rates when planning pay for younger employees.

Where earnings reach relevant thresholds, organisations generally handle tax and National Insurance through their usual payroll procedures.

Employing a family member who is a young worker

If a business owner employs a young family member, they usually follow the same internal processes they would use for any employee. Organisations may consider:

• applying consistent pay and development practices;
• following their standard approach to working patterns;
• confirming employer liability insurance arrangements;
• using usual payroll processes for tax and NI;
• checking whether pension arrangements are relevant, based on current guidance.

Risk assessment considerations for young workers

Roles involving younger workers may require organisations to review how tasks, supervision and workplace conditions apply to them.
When exploring roles for individuals under school-leaving age, public guidance sometimes references local requirements—such as permits issued by education welfare services or council education departments—and organisations often consult these sources as part of their planning.

Because young workers may have less experience, some organisations simplify tasks or increase supervision. Public guidance notes that some equipment and machinery may have age-related restrictions, and organisations typically use this information when determining which tasks are suitable.

Employers often consider workplace factors such as:

• whether tasks involve physical effort;
• whether hazardous substances are present;
• noise levels;
• fire safety arrangements.

These considerations help organisations create a safe and supportive working environment.

When recruiting someone under school-leaving age

In many parts of the UK, hiring a child under school-leaving age can involve local steps, such as permits issued by education welfare or council services. Official UK sources provide further detail, and organisations often consult these resources when planning recruitment.

Young workers have the same protections from discrimination as adults, and organisations typically reflect this within their equal opportunities and inclusion policies.