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By Adv. Roni Weisblat, Partner and Head of the Labor Law Department at ABADI & CO.
Ahead of the upcoming elections, many employers have already begun hiring teenagers for temporary work, including distributing campaign materials, putting up posters, and assisting at election campaign headquarters. The employment of teenagers is also common during summer vacation and other school holidays, across a variety of industries, including summer camps, food businesses and retail, events, customer service, warehouses, call centers, and other seasonal activities.
Employing teenagers may address a legitimate business need and can sometimes provide an important educational and social opportunity. However, it is important to remember that employing teenagers is not simply a matter of hiring someone for a short period. It is a specially regulated area that requires particular attention to the Youth Employment Law, 1953, the regulations enacted thereunder, and the guidelines of the Ministry of Labor.
These obligations apply even when employment is temporary or occasional, including when the employment lasts only one day. Accordingly, employers wishing to hire teenagers must familiarize themselves in advance with the applicable rules, including the minimum employment age, required documentation, restrictions on working hours and rest periods, and the financial rights to which young workers are entitled.
Adv. Roni Weisblat brings nearly two decades of experience in labor law, representing and advising employers, corporations, and senior executives, and providing practical legal solutions tailored to clients’ needs. Alongside her legal practice, Roni serves as Vice Chair of the National Labor Law Forum of the Israel Bar Association and Vice Chair of the Labor Law Committee of the Tel Aviv District. This update summarizes the key rules and practical considerations for employers hiring teenagers during the summer vacation period.
1. The Legal Framework Governing Youth Employment: An Overview
Youth employment in Israel is primarily regulated by the Youth Employment Law. The law is intended to ensure that young workers are employed in a manner that protects their health, safety, education, and development.
Under the law, a youth is anyone under the age of 18. Within this group, the law distinguishes between two categories: a “child,” meaning a person under the age of 16, and a “young person,” meaning someone who has reached the age of 16 but has not yet turned 18.
As a general rule, during the school year, children under the age of 16 who are subject to compulsory education may not be employed, except in the specific circumstances permitted by law. However, during official school vacations, including summer vacation, children who have reached the age of 14 may also be employed, provided that the work is light work that does not harm their health or development.
Teenagers aged 16 and above may also be employed during the school year, but not during school hours. Employing children under the age of 15 in public or artistic performances, advertising performances, or photographic shoots for advertising purposes requires a special permit from the Ministry of Labor and is not considered ordinary summer employment.
Before employment begins, the employer must keep a copy of the teenager’s identity card, or that of one of their parents, at the workplace, together with a medical certificate issued by a family doctor or pediatrician confirming that the teenager is medically fit to work. Depending on the nature of the work, a certificate from an occupational physician may also be required in certain circumstances.
The employer must retain the medical certificate, or a copy thereof, at the workplace throughout the employment period and for one additional year after the employment ends.
These obligations are particularly important for ensuring that young workers meet the legal requirements for employment, especially the minimum employment age. In this context, the judgment in State of Israel v. Al-Turi (Criminal Case No. 20448-11-11) examined employers’ criminal liability for employing children below the permitted age and employing teenagers during prohibited hours.
The court emphasized that employers are responsible for verifying employees’ ages before hiring them. Relying solely on an age stated verbally or on a person’s physical appearance is insufficient to avoid liability. Accordingly, both defendants were convicted of offenses involving the employment of three children under the age of 14 and four teenagers working at night.
2. Working Hours, Breaks, and Weekly Rest
As a general rule, teenagers may work up to eight hours per day and no more than 40 hours per week. This constitutes a full-time position, compared with the 42-hour working week applicable to adult employees.
Where a relevant permit exists, young workers aged 16 and above may be employed for up to nine hours per day, provided that the total does not exceed 40 hours per week.
On a working day lasting six hours or more, the employer must provide a break of at least 45 minutes, including at least 30 consecutive minutes. On the day preceding the weekly rest day or a public holiday, a break of at least 30 minutes must be provided.
One of the key differences between adult and teenage employees is that overtime work is prohibited for teenagers, even if they request it and even if their employment is temporary. Teenagers may also not be employed on their weekly rest day. For Jewish employees, this is Saturday; for non-Jewish employees, it is the rest day applicable to them according to their choice.
Regarding night work, the law generally prohibits employing teenagers during nighttime hours. However, the scope of the prohibition varies according to the employee’s age.
Children under the age of 16 may not be employed between 8:00 p.m. and 8:00 a.m. the following day. For teenagers aged 16–18 who are not subject to compulsory education requirements, employment is prohibited between 10:00 p.m. and 6:00 a.m. the following day.
Despite the general prohibition, employers may employ young people aged 16–18 during official school vacations until 1:00 a.m., provided that they do not have school the following day. However, if employment ends after 11:00 p.m., the employer must arrange transportation to take the young employee home at the end of the working day.
3. Wages, Transportation, and Payment for Every Hour Worked
Teenagers are entitled to a specific minimum wage based on their age, which is lower than the minimum wage applicable to adult employees. Youth minimum wage rates are updated periodically. According to the figures stated in this article, the hourly rates are:
- Under the age of 16: NIS 26.07 per hour.
- Ages 16–17: NIS 27.94 per hour.
- Ages 17–18: NIS 30.92 per hour.
Employers should therefore ensure, before employment begins, that their payroll systems reflect the applicable rates.
Employers must provide young employees with written notice of their employment conditions in a clear and understandable manner, within the period prescribed by law. Unlike adult employees, for whom the notice must generally be provided within 30 days of commencing employment, teenagers must receive detailed written notice within just seven days of starting work.
It should be emphasized that there is no such thing as “unpaid training” or a “free trial.” Every hour during which a young employee is at the employer’s disposal must be paid, including preparation days, onboarding, training, team meetings, preparation for summer camps, and trial shifts.
In addition to wages, employers must reimburse employees for commuting expenses to and from work in accordance with the law, up to the applicable daily limit. If a shift ends late enough to trigger a legal obligation to provide transportation, the employer cannot simply tell the employee to “make their own arrangements.” The employer is responsible for ensuring the employee’s safe journey home.
Employers may not impose fines on teenagers or deduct amounts from their wages for alleged “damage,” “shortages,” or disciplinary penalties unless expressly permitted by law.
For all employees, whether adults or teenagers, the Wage Protection Law establishes an exhaustive list of permitted deductions from wages. Employers may not make unilateral deductions for damage or shortages unless the amount constitutes a fixed, substantiated, and undisputed debt for which the employee has given an explicit written undertaking.
Accordingly, even a provision in an employment agreement authorizing the employer to deduct amounts from an employee’s wages does not, in itself, grant the employer the authority to make a deduction that fails to satisfy the legal requirements.
The employer’s exposure is particularly significant when teenagers are involved. Labor courts regard young workers as a vulnerable and inexperienced group entitled to enhanced protection under labor law. Consequently, unlawful deductions from their wages may expose employers to civil proceedings, financial sanctions, and even criminal liability for violating protective labor legislation.
4. Employing Teenagers on Election Day
Election Day for the Knesset is a statutory day of rest during which employees are not required to work. Absence from work on that day is not deducted from their annual leave entitlement, in accordance with Section 10 of the Basic Law: The Knesset. This provision also applies to teenage employees.
Under Section 136 of the Knesset Elections Law, an employee who has worked for their employer for at least 14 consecutive days before Election Day is entitled to payment for the statutory day of rest, even if they do not actually work on that day. This entitlement also applies to teenage employees who satisfy the relevant condition.
However, it is important to distinguish between entitlement to payment for the statutory day of rest and the compensation payable to employees who actually work on Election Day. As a general rule, employees working on Election Day are usually entitled to payment at 200% of their regular wages or, alternatively, their regular wages plus an additional paid day off, depending on the arrangement applicable at the workplace.
Another important distinction concerns ordinary employment on Election Day as opposed to employment specifically undertaken for election-related work.
A special arrangement applies to teenagers specifically employed on Election Day by the Central Elections Committee or political parties. Under this arrangement, the stipulated payment includes the wages and all other payments and entitlements due to them by law for performing the work.
Importantly, unlike the arrangement applicable to adult employees engaged in election-related work, the provision excluding such employment from the scope of the Hours of Work and Rest Law does not apply to teenagers. Accordingly, the protections established under that law continue to apply to teenage employees, alongside the special provisions governing election-related employment.
5. Special Considerations Regarding Safety and the Nature of the Work
Not every job is suitable for teenagers. Employers have an enhanced duty of care and must assess the working environment, equipment, operating hours, level of supervision, and risks associated with the position in advance. They must ensure that the work is appropriate for the employee’s age, abilities, and experience.
Under the law, teenagers may not be assigned to dangerous jobs or work that could endanger their health or safety. This includes work involving exposure to hazardous substances, work requiring excessive physical exertion or lifting loads beyond permitted limits, and work that is otherwise unsuitable for their age or experience.
Furthermore, employing teenagers at construction sites is prohibited, even if the specific role does not involve performing construction work.
Violations of these requirements may expose employers to civil and criminal liability. Employers are therefore advised to assess the nature of the position and the working environment before assigning teenagers to a role.
6. Employer Checklist Before Employment Begins
- Verify the employee’s age and whether the employment takes place during an official school vacation.
- Confirm in advance that the work is permitted for teenagers and is neither dangerous nor subject to restrictions that would prohibit the assignment.
- Obtain and retain a copy of an identity card and the appropriate medical certificate before work begins.
- Provide written notice of the employment conditions within the legally prescribed period and in clear language.
- Maintain accurate records of working hours, breaks, and shifts.
- Arrange transportation when a shift ends at a time that triggers a legal obligation to do so.
- Ensure that payslips accurately reflect all hours worked, the applicable legal wage rate, transportation reimbursements, and any additional entitlements.
7. At a Glance: Do’s and Don’ts
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8. Implications for Employers: Enforcement, Liability, and Risk Management
Violations of the Youth Employment Law are not regarded as merely technical or procedural matters. Labor courts view them as violations of protective legislation designed to safeguard a young and vulnerable population, and they are therefore subject to strict enforcement.
Failures such as not verifying an employee’s age, employing a teenager without the required medical certificate, failing to pay for training or preparation periods, exceeding permitted working hours, employing teenagers on their weekly rest day, failing to provide breaks, making unlawful wage deductions, or failing to maintain legally required working-hour records may expose employers to civil claims, financial sanctions, administrative enforcement proceedings, and, in cases prescribed by law, criminal liability.
Beyond the legal implications, youth employment is also a management and reputational issue. Employers who ensure proper onboarding, training, supervision, and full payment convey a message of responsibility, fairness, and professionalism to young employees and, in many cases, their parents.
9. Conclusion
Employing teenagers during summer vacation, election periods, and other opportunities can address genuine business needs and provide meaningful opportunities for both employers and young workers. Nevertheless, it requires advance preparation and strict compliance with the law, including assessing the suitability of the position, obtaining the required documentation, complying with rules on working hours, wages, rest periods, and safety, and maintaining proper records throughout the employment period.
These considerations are particularly important ahead of Israel’s elections on October 27, 2026. Even short-term employment involving the distribution of campaign materials, putting up posters, working at campaign headquarters, or performing other election-day activities remains subject to the Youth Employment Law and the other legal provisions governing the employment of children and teenagers.
We recommend that employers prepare a dedicated procedure for summer youth employment in advance. This should include an onboarding form, a list of required documents, age verification, updated wage rates, a template for written notice of employment conditions, procedures for shifts and breaks, and safety and transportation guidelines where necessary.
10. Listen to the Radio Program: “Closing the Loop” — Episode 62 on Youth Employment During Summer Vacation
The subject was also discussed on the radio program Sogret Pina on Radio North, hosted by Adv. Tal Kaufman and Adv. Roni Weisblat.
The program featured Adv. Yaakov Avid of the Youth Professional Association of the HaNoar HaOved VeHaLomed labor federation, and Iris Zafrani, Senior Director in the Northern District’s Labor Law Enforcement Division at the Ministry of Labor.
The discussion addressed the rights of young workers, common violations, available assistance and enforcement mechanisms, and the implications for employers. It complements the practical guidance presented in this article.
Legal Disclaimer
The information provided in this article is a summary intended for general informational purposes only. It does not constitute legal advice, a legal opinion, or a substitute for professional advice tailored to the specific circumstances of an individual case. Anyone facing a legal question or needing to make a decision with legal implications should seek advice from a qualified legal professional.
