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Arkansas Removes Youth Work Certificate Requirement

19 Jul

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Update applicable to:

All employers of workers under the age of 16

What happened?

Arkansas governor signed House Bill 1410 into law, which will remove the requirement for individuals under the age of 16 to obtain a work certificate from the state Department of Labor.

What are the details?

The new law eliminates the need for children under 16 to get permission to work from the Arkansas Department of Labor and Licensing in the form of an employment certificate, which verifies their age, requires a description of the kind of work they are applying for and the hours, as well as a signature from a parent or guardian. Under existing law, employers of workers under the age of 16 must obtain a work certificate issued by the Arkansas Department of Labor and Licensing (ADOLL). Employers must keep the certificate on file. Effective July 30, 2023, employers of workers under the age of 16 will no longer be required to obtain the certificate. However, employers will still need to comply with federal and state restrictions on the jobs and hours these workers can work.

House Bill 1410 takes effect on July 30, 2023.

For more information, please see the links below:

Official Bill Page

Bill (HB1410)

Arkansas Child Labor Page

Article 1, Article 2

What do employers need to do?

Employers should continue to obtain a work certificate for workers under the age of 16 until House Bill 1410 takes effect. Retain certificates for workers who were hired prior to the effective date. Review and adjust hiring procedures to reflect the changes and train anyone involved in the hiring process on the changes and when they take effect.

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

Learn more about how Vensure's Arkansas 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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