Hiring Minors as Paid Caregivers: What Employers Need to Know

Quick Reference 

Where Minors Can Work 

  • In Assisted Living Facilities 
  • For Home Care Agencies 

Where Minors Cannot Work 

  • In Adult Family Homes 
  • As Individual Providers

Before Minors Start Working

  • Minor Work Permit Endorsement.
  • Parent/School or Summer Authorization Form. 
  • Age verification on file. 

During Employment 

Who This Applies To

This information covers the rules for hiring 16 and 17-year-olds as paid caregivers in Washington state. Minors can work as Home Care Aides in some settings, but not all. This applies to minors who have finished state certification. It also applies to minors who are in approved DSHS training and working toward becoming a qualified caregiver.

The rules come from DSHS and L&I. Always check with each agency if you have questions. This guide is here to make the hiring process easier. It does not replace official regulations or agency guidance.

Where Minors Can Work:

In Assisted Living Facilities 

WAC 388-78A-2020 — Defines “Caregiver” and “Long-term care worker” (no minimum age) 

WAC 388-78A-2450(2)(f) — Requires at least one caregiver age over the age of 18 with CPR/first aid on site at all times 

For Home Care Agencies 

WAC 388-71-0503 — Definitions  

WAC 388-71-0510 — Long-term care worker qualifications (no minimum age specified) 

Where Minors Cannot Work: 

In Adult Family Homes 

WAC 388-76-10135(1) — Caregiver qualifications 

WAC 388-76-1000 — Defines “Caregiver” 

As Individual Providers

WAC 388-115-0510(1) — Individual Provider qualifications 

What Employers Must Do Before Hiring a Minor

General L&I Requirements

Employer Checklist  

  • Obtain a Minor Work Permit Endorsement on your business license. 
  • Collect a completed Parent/School or Parent/Summer Authorization Form.
  • Verify the minor’s age and keep documentation on file. Acceptable forms:
    • Birth certificate
    • Driver’s license
    • Baptismal record
    • Notarized statement of a parent/legal guardian
  • Review prohibited duties for minors. 
  • If needed, submit an exception with good-cause reason for the minor to perform some prohibited duties by completing a Minor Work Variance Application (requires parent/guardian signature).

L&I Requirements

Youth Employment Rules

Employers must follow L&I requirements for: 

Prohibited Duties 

Under WAC 296‑125‑030, minors may not work in occupations involving: 

  • Specialized PPE (Basic PPE like gloves, boots, and safety goggles is allowed.)
  • Risk of exposure to bodily fluids or bloodborne pathogens, or transmission of infectious agents, unless the minor is a student in a bona fide healthcare career training or vocational education program or has a valid professional license or certification issued by the Department of Health after completing the educational program.
  • Occupations involving operation or repair, oiling, cleaning, adjusting, or setting up of or working in proximity to hoisting apparatus, including power-driven hoists/lifts used to elevate and transport patients/residents in hospitals, nursing homes, and residences. Prohibited equipment also includes floor-based vertical powered patient/resident lift devices; ceiling-mounted vertical powered patient/resident lift devices; and powered sit-to-stand patient/resident lift devices.
  • Regular driving of motor vehicles as part of job duties.

Employers can submit an exception with good-cause reason to L&I for the minor to perform some prohibited duties by completing a Minor Work Variance Application.

Review the full list under WAC 296‑125‑030. Contact L&I for guidance. 

L&I Resources 

These are helpful resources from L&I about hiring minors:

These documents provide additional guidance on youth employment rules, including driving restrictions and other child labor requirements:

Helpful Contacts