Tips for hiring younger (under-18) frontline workers in 2026

Hiring workers aged under 18 can bring fresh energy and enthusiasm to your business. They are adept at using technology and keen to learn on the job. As we move into 2026, this cohort of new entrants to the workforce represents a valuable — yet often overlooked — talent pool. With labour shortages persisting across key industries such as Retail, Hospitality and Healthcare, it’s time to embrace everything that younger workers can bring to your business.

However, hiring under-18s also comes with unique legal and practical responsibilities. Employers must balance compliance with a commitment to nurturing these early-career employees so they can grow and succeed. This article provides tips on how to hire, onboard and engage younger frontline workers in 2026 while staying compliant and creating meaningful opportunities.

Why hiring younger workers matters now

The case for hiring younger workers has never been stronger. According to the Australian Human Resources Institute (AHRI), employers who proactively engage younger workers are better positioned to adapt to changing skills needs, particularly in frontline and service sectors. Many of these young people are digital natives. They are comfortable with technology, flexible in how they learn, and eager to gain experience.

At the same time, Jobs and Skills Australia data shows that youth unemployment remains more than double the national average, signalling a clear opportunity for businesses to engage an under-utilised segment of the labour market. In the UK, the latest Office for National Statistics figures (April–June 2025) show youth unemployment (ages 16–24) at 15.3%, also more than double the overall UK rate of 4.5%.

Investing in young workers isn’t just about filling shifts; it’s about building your organisation’s future workforce. With effective onboarding, training and support, these employees can develop into loyal, skilled team members who understand your culture from the ground up.

Understanding the legal and compliance framework

Before hiring anyone under 18, it’s essential to understand your obligations. Minimum working age rules differ between Australian states and territories, so check the specific regulations for your location. In many cases, restrictions apply to working hours, late-night shifts or types of work. In Australia, for example, The Fair Work Ombudsman provides detailed guidance on limits around hours during school terms and requirements for parental consent. Each country has its own body that lays out similar rules:

• Australia: Minimum age and permitted hours vary by state/territory (e.g. 15 is common for full-time work, but lighter rules apply earlier). Restrictions cover school-term hours, night work, and hazardous duties; parental consent is often required.

• New Zealand: No general minimum age, but children cannot work during school hours or in ways that harm education/health. Under-16s are banned from most hazardous work and late-night shifts; employers must keep records and ensure safety.

• UK: Children below school-leaving age (16 in most areas) need local council permits and can only do “light work”. Young workers (16–17) are limited to 8 hours/day, 40 hours/week, with tight restrictions on night work and dangerous jobs; full adult rules apply at 18.

• US: Federal Fair Labor Standards Act (FLSA) prohibits most non-agricultural work under 14, heavily restricts hours and job types for 14–15-year-olds, and bans 16–17-year-olds from declared hazardous occupations (e.g. mining, power-driven machinery). Many states impose stricter rules and require work permits/age certificates.

Employers in Australia must also pay in accordance with relevant awards or enterprise agreements, which may set junior pay rates for workers under 21. Where no junior rate exists, the full adult rate applies. In fact, recent proposals from Australia’s largest retail union, the Shop, Distributive and Allied Employees’ Association (SDA) discuss scrapping the junior pay rate altogether. Employers should keep a close eye on this proposal, as any real developments could lead to significant increases in labour costs.

Meanwhile, safety obligations are non-negotiable. For example, Safe Work Australia emphasises that younger workers are more vulnerable to hazards due to their inexperience, so additional supervision and training are required.

Practical tips for recruiting and managing under-18 workers

1. Define the right role

Before recruiting, ensure the position is appropriate for a younger employee. Roles should align with legal requirements and match their developmental stage and schooling commitments. Choose responsibilities that are safe, achievable and valuable — both to your organisation and to the worker’s growth. For example, in Hospitality or Retail, younger staff might start with customer service support, restocking or basic operational tasks before progressing into more complex duties.

2. Be transparent during recruitment

Clarity builds trust from the outset. In your job advertisements and interviews, clearly outline the hours of work, required skills, any parental or schooling requirements and the type of supervision they can expect. Remember, for many young people, this might be their first job. Explaining how pay rates work, when they’ll be paid and what their rights are under relevant workplace laws such as Australia’s Fair Work Act helps set positive expectations and reduces confusion later.

3. Provide structured onboarding and support

A thoughtful onboarding process can make all the difference. Beyond the gathering of essential employee information (bank, tax, personal details) and teaching the technical aspects of the job, onboarding should introduce the culture of your workplace. For example, how communication works, what good teamwork looks like and where to find help when needed. Assigning a workplace mentor or buddy gives the young worker a go-to person for questions and guidance. Research from Harvard Business Review has shown that structured onboarding dramatically improves retention, particularly among younger employees.

With the Humanforce Onboarding & Offboarding, solution you can create customised workflows specific to roles or locations, ensuring each new joiner follows the right steps from day one. The platform supports digital pre-boarding to collect worker information ahead of time and sends automated alerts to managers when tasks such as approvals, document sign-offs or equipment allocation need to be completed.

4. Design rosters that balance work and school

When scheduling shifts, remember that under-18s often juggle school, study and extracurricular activities. Overloading them can lead to stress and disengagement. Build rosters that respect these commitments, include adequate rest breaks and comply with state regulations on school-night and weekend work. Flexibility will be key — giving younger workers input into their schedules helps build mutual respect and reliability.

With the Humanforce Rostering & Scheduling module you gain a company-wide view of roster creation, with real-time alerts if a worker lacks required certifications, qualifications or other criteria. The system also supports equitable and flexible shift allocation, allowing employees to bid for or accept shifts while ensuring managers stay in control of compliance, availability and cost constraints.

5. Foster engagement and learning

To retain younger workers, create an environment where they feel their contributions matter. Offer small challenges or learning opportunities that build confidence and demonstrate trust. Regular feedback sessions — both positive and developmental — show that you value their progress. If possible, provide pathways for skill development, such as internal training or exposure to new areas of the business. Recognition, even for small achievements, reinforces commitment and pride in their work.

With the Humanforce Performance Management module you can schedule regular 1:1s, set meaningful goals and track progress, helping young workers understand clearly where they’re headed and what development is needed. The system also enables you to identify training needs and future career pathways, aligning individual growth with your business goals and reinforcing that you value their long-term contribution.

6. Ensure fairness and inclusion

While junior pay rates are legally permissible, fairness extends beyond pay. Treat younger workers as equal members of your team. Include them in meetings, communicate transparently, and ensure they feel safe to voice ideas or concerns. The Guardian Australia recently noted that perceived inequities in treatment — not pay alone — are a leading reason younger employees leave early. An inclusive environment that values their perspective will always outperform one that treats them as “cheap help”.

7. Monitor, evaluate and adapt

Finally, treat the first few months as a two-way learning process. Conduct regular check-ins to discuss how they’re finding the job, whether they understand their responsibilities and if they feel supported. Encourage honest feedback and act on it. Adjusting work processes or communication styles based on their experience demonstrates genuine care and strengthens engagement.

Common pitfalls to avoid when hiring workers under-18

Compliance aside, there are other general caveats to look out for when hiring, managing, and working with younger people:

• Assuming they require little supervision or can handle adult responsibilities immediately

• Assigning unsafe or high-risk duties without sufficient training

• Failing to set clear expectations about performance, behaviour or communication

• Neglecting regular feedback or not addressing concerns early on

By applying the above tips and keeping these general rules top-of-mind, you’ll be able to bring the best out of your younger workers while watching both them and the company grow.

The future starts here: Why this matters in 2026

Hiring under-18s isn’t just about compliance or convenience: It’s about creating opportunities for the next generation of workers while strengthening your organisation’s future. By defining suitable roles, maintaining transparency, offering robust onboarding, fostering inclusion and keeping communication open, managers can set young workers and their businesses up for long-term success.

About Humanforce 

Humanforce is the all-in-one platform for frontline and flexible workforces, offering a truly employee-centred, intelligent and compliant human capital management (HCM) suite – without compromise. Founded in 2002, Humanforce has a 2300+ customer base and over half a million users worldwide. Today, we have offices across Australia, New Zealand, the US and the UK. 

Our vision is to make work easier and life better by focusing on the needs and fulfilment of frontline workers, and the efficiency and optimisation of businesses. 

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