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Part-time work The youngest age a child can work part-time is 13, except children involved in areas like: television theatre modelling Children working in these areas will need a performance licence. Full-time work Children can only start full-time work once they’ve reached the minimum school leaving age - they can then work up to a maximum of 40 hours a week. Once someone reaches 16, you may need to pay them through PAYE. Once someone reaches 18, adult employment rights and rules then apply.
4. Restrictions on child employment There are several restrictions on when and where children are allowed to work. Children are not allowed to work: without an employment permit issued by the education department of the local council, if this is required by local bylaws in places like a factory or industrial site during school hours before 7am or after 7pm for more than one hour before school (unless local bylaws allow it) for more than 4 hours without taking a break of at least 1 hour in most jobs in pubs and betting shops and those prohibited in local bylaws in any work that may be harmful to their health, well-being or education without having a 2-week break from any work during the school holidays in each calendar year There are also special rules which only apply during term times and school holiday times. Term time rules During term time children can only work a maximum of 12 hours a week. This includes: a maximum of 2 hours on school days and Sundays a maximum of 5 hours on Saturdays for 13 to 14-year-olds, or 8 hours for 15 to 16-year-olds School holiday rules During school holidays 13 to 14-year-olds are only allowed to work a maximum of 25 hours a week. This includes: a maximum of 5 hours on weekdays and Saturdays a maximum of 2 hours on Sunday During school holidays 15 to 16-year-olds can only work a maximum of 35 hours a week. This includes: a maximum of 8 hours on weekdays and Saturdays a maximum of 2 hours on Sunday Local rules on the types of work children can do Local bylaws list the jobs that children can’t do. If a job is on this list, a child under the minimum school leaving age can’t do this work. Local bylaws may also have other restrictions on working hours, conditions of work and the type of employment.
originally posted by: EvillerBob
originally posted by: grainofsand
I bet employers love your apparent submissive and compliant style, regardless of conditions the employer is putting you under. I don't just bend over for anyone, and I'm glad my son doesn't, but I am happy for you if 'get the lube out and bend over with no questions' is the advice you would give a child of your own.
My advice to my child would be that you're not being employed to be a special snowflake, you're employed to do the jobs that your employer requires. Your decision is between following the rules set out by the company, or finding work elsewhere.
My advice to employees would be that you're not being employed to be a special snowflake, you're employed to do the jobs that your employer requires. Your decision is between following the rules that I have set out for the company, or finding work elsewhere.
The thing about battles is learning when to pick them. Racist behaviour, sexual harassment? That's a battle worth fighting. Wearing a bracelet? What a ridiculous choice for a last stand.
You and your son aren't fighting to right some terrible wrong, you're not protecting the world from the next Bhopal or Exxon. You were perfectly happy when the money was rolling in. Now you're acting out of spite. You're not exposing hypocrisy, you're wallowing in it.
originally posted by: network dude
What kind of lesson is your son learning from all this?
originally posted by: redinPA
I'm just curious why the OP didn't hire his son since he mentioned his firm routinely hires youth labor. Could have made sure he received the proper pay, worked the lawful hours, dealt with prick bosses, and received a letter of recommendation at the end of his employment.
Employer has been told by ACAS that they are looking at the max £5000 fine if it goes to tribunal , plus compensation and costs, and employer knows it will also cost them a fortune in legal fees if they defend it . It is now the choice of the employer to take a fine (which will be enforced regardless of if the business will suffer), or make an 'out of court/tribunal' offer to settle the matter in agreement with the employee.
originally posted by: Hijinx
a reply to: grainofsand
If they were found to have broke the law, they will have to pay the fine regardless.