Hiring minor seasonal employees during peak season can be an effective way for campground and RV park owners to meet staffing needs during busy summer months. In the United States, teens as young as 14 can legally work under specific federal and state labor regulations.
Seasonal hiring of minors can help fill positions in guest services, recreation, maintenance support, food service, and activity programming. However, employers must comply with strict child labor laws designed to protect young workers.
Here is what campground operators need to know when hiring seasonal employees aged 14–15 and 16–17 in the U.S.
Hiring Seasonal Employees Ages 14–15
Hiring workers under 16 requires campground owners to comply with the federal Fair Labor Standards Act (FLSA), as well as any additional state labor laws.
These regulations are designed to ensure minors can work safely without interfering with their education or well-being.
Before hiring a 14- or 15-year-old seasonal employee, employers should verify:
- Whether the state requires a work permit or employment certificate
- Whether written parental or guardian consent is required
- That the job duties comply with federal child labor restrictions
At the federal level, 14- and 15-year-olds are generally limited to non-hazardous work such as:
- Front desk assistance
- Camp store cashiering
- Guest check-in support
- Recreational activity assistance
- Light cleaning and clerical tasks
They may not perform hazardous duties, including operating heavy machinery, driving vehicles, using power-driven equipment, or performing certain maintenance tasks.
Work Hour Restrictions for Ages 14–15
Under federal law, workers aged 14 and 15 are subject to strict scheduling limitations:
- Maximum 3 hours on a school day
- Maximum 8 hours on a non-school day
- Maximum 18 hours during a school week
- Maximum 40 hours during a non-school week
- Work only between 7 a.m. and 7 p.m. (extended to 9 p.m. from June 1 through Labor Day)
These rules are especially important for campground operators during summer peak season.
Wages for 14–15-Year-Old Seasonal Workers
Employers must pay at least the applicable federal, state, or local minimum wage, whichever is higher.
Federal law does allow a limited youth minimum wage of $4.25 per hour for employees under 20 during their first 90 consecutive calendar days of employment, though many states prohibit or restrict this practice.
Hiring Seasonal Employees Ages 16–17
Hiring 16- and 17-year-old seasonal workers offers campground owners more flexibility.
At the federal level, there are generally no restrictions on the number of hours or time of day that 16- and 17-year-olds may work. However, some states impose additional limitations, so employers should always verify local labor laws.
These employees may perform a broader range of tasks, including:
- Guest services and reservations
- Food service roles
- Housekeeping and cleaning
- General groundskeeping
- Recreation and activity leadership
However, they are still prohibited from performing federally designated hazardous occupations, including:
- Operating certain power-driven machinery
- Driving motor vehicles as a primary duty
- Roofing work
- Excavation work
- Using dangerous cutting equipment
Wages for 16–17-Year-Old Employees
Seasonal employees aged 16 and 17 must be paid at least the applicable minimum wage under federal, state, or local law.
Why Hiring Teen Seasonal Workers Makes Sense for Campgrounds
Hiring minors can help campground owners address seasonal labor shortages while building a motivated, energetic workforce for summer operations.
Many teen employees are excellent candidates for:
- Camp activity programming
- Kids’ recreation supervision
- Retail and concession stand staffing
- Customer service support
- Event coordination assistance
For campgrounds offering family-focused amenities and summer programming, teen staff can be a valuable operational asset.
Stay Compliant with Federal and State Labor Laws
Because child labor regulations vary by state, campground owners should always confirm local requirements before hiring minor seasonal employees.
Maintaining compliance means:
- Tracking hours carefully
- Assigning age-appropriate tasks
- Securing required permits or parental approvals
- Reviewing both federal and state labor regulations
When managed correctly, hiring seasonal employees under 18 can be a smart and compliant staffing solution for campgrounds across the United States.