In the United States, the wages for young workers can vary based on federal rules, state laws, and the nature of the job. While many minors are paid the standard minimum wage, there are important exceptions and nuances that affect pay for workers under 18. This article explains how minor workers are compensated, the conditions that apply to youth wages, and how state policies interact with federal standards.
How Federal Minimum Wage Applies to Minors
Under the Fair Labor Standards Act (FLSA), most workers must be paid at least the federal minimum wage. The federal minimum wage is $7.25 per hour as of 2025, but states may set higher rates. For minors, a specific provision exists: during their first 90 consecutive calendar days of employment with an employer, workers under 20 may be paid 85% of the federal minimum wage. After the initial 90 days, the employer must pay the applicable minimum wage for all workers, including those under 20. This 85% rule helps new young workers gain experience, but it is limited to 90 days and to the federal baseline unless state law provides differently.
State Variations: When States Go Beyond or Differ From Federal Rules
Many states have established their own minimum wage laws, which can differ from the federal standard and may also include separate provisions for minors. In some states, minors must be paid at least the full state minimum wage from the start, with no 90-day 85% window. Other states align with federal rules but may offer higher youth wage thresholds or longer thresholds for certain training programs. It is essential to check the specific wage laws in the state where the minor works, as state requirements often supersede federal rules when they set higher standards.
Tipped and Non-Tipped Minors
For tipped occupations, the federal standard allows employers to pay a base cash wage of $2.13 per hour in many circumstances, with tips making up the difference to meet or exceed the minimum wage. If an employee’s tips do not bring total earnings to the minimum wage, the employer must make up the shortfall. Minors can work as tipped employees, but the same wage and tip-credit rules apply, and state laws may impose different requirements or higher minimums for tipped workers.
Training Wages and Special Provisions
Some states provide a “youth wage” or training wage applicable to workers under 20, separate from the general youth 85% rule. These provisions often set a lower starting wage for a limited period or for specific, supervised roles (for example, during on-the-job training). When such programs exist, they must comply with federal requirements if they fall under FLSA coverage, and they may be subject to caps, duration limits, or eligibility criteria. Employers must ensure that any training wage is legally permissible under both federal and state law.
Jobs Excluded From Minimum Wage Protections
Not all employment arrangements fall under federal minimum wage protections. Certain student- or work-study arrangements, family-owned businesses with close family relationships, and some agricultural jobs may be exempt or subject to different standards. Additionally, federal exemptions apply to specific roles in the child care, entertainment, and farm labor sectors in some circumstances. It remains critical to confirm whether a particular job is fully covered by minimum wage laws, as exemptions can materially affect pay for minors.
Practical Implications for Employers and Families
For employers, ensuring compliance means documenting the exact wage rate based on the worker’s age, the time frame of employment, and the jurisdiction’s requirements. For minors, parents and guardians should understand that the 90-day 85% rule only applies to the federal baseline and only if the state has not set a different standard. When state laws provide a higher wage for minors or eliminate the 85% window, those rules prevail. For families, it is important to verify pay stubs and track the duration of a minor’s employment to determine when the wage should increase from the youth rate to the standard minimum wage.
Practical Examples: How It Works in Real Scenarios
Example 1: A 17-year-old starts a job in a state that follows the federal 85% rule. For the first 90 days, the minor earns 85% of the federal minimum wage. After 90 days, pay rises to the state or federal minimum wage, whichever is higher. Example 2: A 16-year-old works in a state with a higher youth wage than the federal minimum. The minor is paid the state’s youth wage rate from day one. Example 3: A farm labor position in a state with agricultural exemptions may involve different wage standards than non-agricultural roles, depending on state law and federal exemptions. These scenarios illustrate that minor pay depends on both the worker’s age and the jurisdiction’s rules.
How to Verify Compliance
To ensure proper compensation, employers should:
- Identify the correct wage rate based on federal and state laws and the minor’s age and duration of employment.
- Monitor the 90-day period to determine when a minor’s wage must transition from the 85% rate to the applicable minimum wage.
- Document training programs and any state-specific youth wage provisions to ensure legality.
- Maintain clear payroll records showing hours, wages, and the applicable rate for each worker.
For families and workers, it’s wise to review pay stubs, consult state labor departments, and if necessary seek guidance from a labor attorney or a trusted employment rights organization to resolve discrepancies.
Conclusion: Do Minors Always Get Paid Minimum Wage?
In many cases, minors do not start at the full minimum wage due to the federal 85% rule during the first 90 days of employment, and state laws may alter or replace that rule. However, most minors will eventually receive at least the applicable minimum wage, with state requirements often providing stronger protections or higher rates. Because wage rules for minors vary by state and job type, both employers and young workers should verify the specific regulations in their jurisdiction and track the duration of any reduced-rate periods to ensure compliance. Staying informed protects minors’ earnings and supports fair labor practices across industries.