I wonder how the incoming Children's Wellbeing and Schools Bill will affect young workers?

In a rapidly changing labour market, ensuring young people have access to safe, flexible, and meaningful employment has never been more important. For many teenagers, part-time work is a vital first step into the world of work – helping them build confidence, develop skills, and contribute to their household income. Yet, outdated employment laws and inconsistent local bye-laws have limited these opportunities for young workers.

As of early 2025, a survey by the Office of National Statistics found that around 12.5% of 16 to 24 year olds were not in education, employment, or training (NEET). Youth unemployment remains high at 14.2%, with just over half (50.7%) of this age group currently employed.

The incoming Children’s Wellbeing and Schools Bill (the Bill) aims to modernise these laws and address long-standing gaps in child employment legislation, and could come into effect later this year. This article outlines the current laws in place, key changes proposed by the Bill, with a focus on how they affect employment rights and responsibilities, and what they mean for young workers and the businesses that employ them.

Current Legal Framework

In the UK, the employment of children and young people is regulated primarily by the Children and Young Persons Act 1933, the Education Act 1996, and a patchwork of local authority bye-laws.

Under current legislation, children under 13 cannot be legally employed, except in areas such as performance or modelling with a licence. Children can only be employed to do “light work”, meaning work which is unlikely to be harmful to their health, safety and development, school attendance or participation in work experience.

From age 13, young people can work part-time, but with strict limits: during term time, they may work a maximum of 12 hours per week, including no more than two hours on a school day or Sunday, and no work is permitted before 7am or after 7pm. On Saturdays and during school holidays, hours vary by age but are capped at 25 hours per week for 13-14 year olds and 35 hours for 15-16 year olds. Additionally, employers are often required to obtain a child employment permit from the relevant local authority, although enforcement and requirements vary significantly across the country.

These rules aim to ensure that employment does not interfere with a child’s education or wellbeing, but critics argue that the framework is outdated, overly restrictive and inconsistently applied, prompting calls for reform that the Bill seeks to address.

Key Changes Proposed by the Bill

The Bill introduces several targeted reforms to child employment legislation, designed to update outdated restrictions and prioritise safeguarding:

• Sunday Working Restriction Lifted: Children will no longer be constrained to just two hours on Sundays, aligning Sunday working rules with Saturdays.
• Later Evening Working Permitted: The evening work limit for children will be extended from 7pm to 8pm.
• One Hour Before School Allowed: Children may now legally work for up to one hour before school, expanding flexibility for light work roles.
• Mandatory Work Permits for All Child Employment: A work permit from the local authority will become compulsory for all child employment, enhancing safeguarding and oversight.
• Centralised Framework Replacing Local Bye-laws: Rather than varying local bye-laws, a uniform national regulatory framework will grant powers to define permitted work types, age thresholds, and working conditions, including roles for 13 year olds, and break intervals.

Impacts on Young Workers and Employers

These reforms carry both opportunities and considerations:

For Young Workers

• Improved access to flexible working hours, especially valuable for school-age teenagers balancing education and employment.
• Greater clarity around working conditions and legal protections.
• Enhanced safeguarding through permit systems and consistent regulations.

For Employers

• New administrative obligations to obtain and manage work permits for workers under 18.
• Possibly greater ability to schedule youth staff during peak hours and at weekends.
• A clearer, more consistent national system replacing patchy local rules.

For Safeguarding and Regulation

• National consistency ensures all employers follow robust protections for young workers, reducing loopholes.
• Local authorities must adapt to issuing permits and overseeing adherence to the new rules.

Conclusion

The Bill marks a significant step toward modernising child employment law, reflecting today's flexible work landscape while reinforcing essential protections. As the employment environment evolves, legal clarity and consistent safeguards are key to ensuring both opportunity and safety for young workers.

Further Advice

If you have any queries on employing young workers or any other employment-related matters, our Peace of Mind Team is here to provide expert guidance. Our Document Audit Team can also assist in drafting relevant workplace policies.

Contact our Employment Team by emailing employment@warnergoodman.co.uk or calling 02380 717 717.

Make Work Pay Programme

With the upcoming Employment Rights Bill, UK employers face increasing pressure to adapt their practices and stay compliant with new regulations.

Our Make Work Pay Programme offers a structured, six-month, fixed-fee solution that helps businesses:

• Understand and prepare for new employment legislation.
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Click here to learn more about how our Make Work Pay Programme can help your business.