In Tasmania, hiring employees under the age of 18 comes with its own set of rules and regulations to ensure the safety and well-being of young workers. Here, we break down the essential guidelines that employers need to follow:
Minimum Working Age
The minimum age to start casual or part-time work in Tasmania is generally considered to be 13 years old. However, there are restrictions on the type of work that individuals under 15 can undertake. They are not allowed to work during school hours and can only be employed in light work that does not adversely affect their health, safety, or education.
Work Health and Safety
Employers have a duty of care to ensure the health and safety of all their employees, including those under the age of 18. This involves providing appropriate training and supervision to safeguard young workers from potential hazards and risks in the workplace. Employers should refer to guidelines provided by WorkSafe Tasmania for detailed information on maintaining a safe working environment for new and young workers.
Working Hours
To protect young workers from exploitation, there are restrictions on their working hours. Generally, individuals under 18 should not be employed during school hours. Moreover, there are limits on the number of hours they can work per week to ensure they have sufficient time for education and rest.
Wages
Young workers are entitled to receive fair wages for their work. The wage rates may vary depending on the age of the worker and the industry they are employed in. Employers should adhere to the minimum wage rates applicable to young workers, which can be referred to on the Fair Work Ombudsman website.
Conclusion
Employing individuals under the age of 18 in Tasmania involves adhering to specific rules and regulations to ensure their safety and well-being. By following the guidelines outlined above, employers can foster a safe and supportive working environment for young workers. It is advisable for employers to stay updated with the latest regulations through official government resources to ensure compliance.
Please note that the information in this article is based on the general rules and regulations known as of now. Employers should always refer to the most recent and official resources to get the most accurate and up-to-date information.