Michigan has enacted significant updates to the Youth Employment Standards Act (YESA) that affects how employers hire, schedule, and manage employees under the age of 18. These changes were enacted through Public Act 196 of 2024 (House Bill 5594). HR professionals should focus on phased compliance following current rules now while preparing for substantial system and scheduling changes in 2026.

Public Act 196 of 2024 became effective on April 2, 2025. While this law amends YESA, it does not immediately eliminate traditional school‑issued work permits. During the transition period, schools continue to issue work permits, and employers must comply with existing permit requirements. The law does, however, formalize upcoming reforms and clarify future processes, allowing employers time to adjust hiring workflows and record‑keeping practices.

The most significant structural change occurs on October 2, 2026, which is 18 months after the act’s effective date. At that time, responsibility for issuing and managing minor work permits will transfer from schools to the Michigan Department of Labor and Economic Opportunity (LEO). A centralized online registration and authorization system will go live, requiring both minors and employers to register with the state. Employers must be authorized and compliant to hire minors, must notify LEO when a minor’s employment ends, and may be publicly listed in a state‑maintained database of authorized youth employers. Until this transition date, employers must continue using school‑issued permits where required.

Work‑hour limits for minors ages 14 and 15 changed March 31, 2026.  These limits align more closely with federal standards. During school sessions from Labor Day to May 31^st minors in this age group may work between 7:00 a.m. and 7:00 p.m., for no more than three hours per day and 18 hours per week. During summer, from June 1^st through Labor Day, work may extend until 9:00 p.m., with a maximum of 40 hours per week. Different and generally broader limits apply to 16‑ and 17‑year‑olds, though restrictions on hazardous work and late‑night hours remain in place.

The minimum employment age in Michigan remains 14, subject to narrow statutory exceptions, such as certain agricultural or officiating roles. Regardless of age, minors may not perform hazardous or injurious work. Requests for deviations from age‑based restrictions are limited, closely reviewed, and may be blocked by a parent or guardian.

For HR teams, the key action steps include:

1. Continue using school‑issued permits through the end of September 2026
2. Map the upcoming LEO authorization process into hiring timelines
3. Audit job duties and schedules by age group
4. Train managers on youth‑specific work limits
5. Prepare for increased transparency through LEO’s public employer database.

For official guidance and updates, employers should monitor the Michigan Department of Labor and Economic Opportunity’s Youth Employment Standards Act resources.