Can Minor Children Work in Canada? 2025 Rules Revealed

Essential guide for international families navigating youth employment rules

On This Page You Will Find:

• Provincial age requirements for minor children seeking employment in Canada
• Step-by-step work permit requirements for foreign national minors
• Province-by-province breakdown of employment restrictions and exceptions
• Special rules for international students under 18 years old
• How parents' work status affects children's employment authorization
• Common mistakes that derail minor work permit applications

Summary:

Thousands of international families arrive in Canada each year with minor children who want to work. Unlike adult international students who can work with just a study permit, minor children face complex provincial age restrictions AND federal work permit requirements. This comprehensive guide reveals the exact age limits in all 10 provinces and 3 territories, explains when foreign national minors need work permits (spoiler: almost always), and shows you the one exception that could save months of paperwork. Whether your 15-year-old wants a part-time job in Ontario or your 17-year-old needs work authorization in British Columbia, you'll discover the specific rules that apply to your situation and avoid the costly mistakes that trip up 60% of applications.

🔑 Key Takeaways:

• Minor children who are foreign nationals almost always need work permits to work in Canada (unlike domestic students)
• Provincial minimum working ages vary dramatically: Quebec has no minimum age while most provinces require 14-16 years
• Age of majority differs across Canada: 18 in 6 provinces, 19 in 7 provinces/territories
• Children of high-skilled workers can apply for open work permits under IMP C46
• Study permits alone do NOT authorize minor children to work (major difference from post-secondary students)

Maria Santos stared at the job application her 16-year-old daughter brought home from a Toronto restaurant. As newcomers to Canada, they thought having a study permit would be enough for part-time work. Three weeks later, after being turned away by employers and spending hours on government websites, Maria discovered the harsh reality: minor children who are foreign nationals face a completely different set of rules than adult international students.

If you're navigating this confusing landscape, you're not alone. Every year, thousands of international families discover that Canada's employment rules for minor children create a complex maze of provincial age requirements and federal immigration laws that must both be satisfied.

The stakes are higher than you might think. Working without proper authorization can jeopardize your child's future immigration applications, and employers face serious penalties for hiring unauthorized workers. But here's what most families don't know: there are specific pathways that can streamline this process, and understanding your province's exact requirements can mean the difference between a 6-week approval and a 6-month nightmare.

Understanding Who Qualifies as a Minor Child in Canada

The definition of "minor child" isn't as straightforward as you might expect. Canada operates on a provincial system where the age of majority varies significantly across the country, creating important implications for employment eligibility.

In six provinces—Alberta, Manitoba, Saskatchewan, Ontario, Quebec, and Prince Edward Island—children reach the age of majority at 18. However, in British Columbia, Yukon, Northwest Territories, Nunavut, New Brunswick, Nova Scotia, and Newfoundland and Labrador, the age of majority is 19.

This distinction matters more than just for legal purposes. The age of majority affects everything from contract signing ability to parental consent requirements for employment. A 18-year-old in Ontario is legally an adult, while an 18-year-old in British Columbia is still considered a minor for provincial purposes.

But here's where it gets interesting: employment rules don't necessarily follow the age of majority. Each province sets its own minimum working age, which often differs from the age of majority. This creates scenarios where a child might be legally able to work but still require parental consent for other activities, or vice versa.

For international families, understanding these distinctions becomes crucial when navigating both provincial employment standards and federal immigration requirements. A minor child's employment authorization depends on satisfying both sets of rules simultaneously.

Provincial Minimum Working Ages: The Complete Breakdown

The landscape of minimum working ages across Canada reveals fascinating regional differences that reflect local economic needs and cultural attitudes toward youth employment.

Western Canada's Approach

Alberta sets the minimum working age at 13, making it one of the most youth-friendly provinces for employment. However, don't let this fool you into thinking it's a free-for-all. Children aged 12 and younger can only engage in artistic work, such as acting or modeling, with strict protections in place.

British Columbia takes a more restrictive approach, setting the general minimum age at 16. However, the province acknowledges family economic realities by allowing children between 12 and 15 to work with written parental or guardian consent. This flexibility has made BC attractive to families seeking part-time employment opportunities for their teenagers.

Saskatchewan requires children to be 16 for most employment, but offers an interesting middle ground. Children aged 14 or 15 can work if they obtain parental consent AND complete the Young Worker Readiness Certificate Course (YWRCC). This educational requirement ensures young workers understand their rights and workplace safety before entering the workforce.

Manitoba follows a similar philosophy, setting the minimum age at 13 but requiring children between 13 and 15 to complete the Young Worker Readiness Certificate Course. This approach balances early employment opportunities with comprehensive safety education.

Central Canada's Standards

Ontario, Canada's most populous province, sets the minimum working age at 14 with one crucial restriction: minors cannot work during school hours. This rule reflects the province's strong emphasis on education while still allowing teenagers to gain valuable work experience.

Quebec stands out as the only province with no minimum working age. However, this apparent freedom comes with an important caveat: children under 14 must have parental or guardian consent to work. Quebec's approach reflects its distinct legal tradition and cultural attitudes toward youth independence.

Atlantic Canada's Regulations

The Atlantic provinces generally maintain higher minimum working ages, typically 16, but include various exceptions and authorization processes.

New Brunswick sets the standard at 16 but allows employers to apply to the Director of the Employment Standards Branch for authorization to hire younger children. This case-by-case approach ensures appropriate oversight while maintaining flexibility for legitimate youth employment opportunities.

Nova Scotia also requires workers to be 16, with specific exceptions for restaurant work where 14 and 15-year-olds can work under certain conditions. This targeted exception reflects the region's significant hospitality industry and the traditional role of restaurants as entry-level employers for teenagers.

Prince Edward Island maintains a 16-year minimum under general rules but provides pathways through the Youth Employment Act for hiring younger children, subject to extensive restrictions designed to protect young workers.

Newfoundland and Labrador follows the 16-year standard while acknowledging that younger employment may be necessary in certain circumstances, with the Labour Standards Act providing specific protections for children under 16.

Northern Territories' Unique Approach

Canada's three territories take a remarkably different approach, with no minimum working age in any of them. However, this freedom comes with comprehensive restrictions designed to protect young workers.

The Northwest Territories requires authorization from the Employment Standards Officer for youth under 17 to work between 11 PM and 6 AM or during school hours. Additionally, anyone under 16 is prohibited from working in dangerous industries like construction and forestry.

Nunavut and Yukon follow similar patterns, with no minimum age but extensive restrictions on hours, working conditions, and job types for young workers. These territories recognize that their unique economic and social circumstances require flexible approaches to youth employment while maintaining strong protections.

The Critical Distinction for Foreign National Minors

Here's where many international families encounter their first major surprise: being legally old enough to work in a province doesn't automatically authorize foreign national minors to accept employment.

Unlike post-secondary international students who can work part-time with just their study permit, minor children require separate work authorization. This distinction catches thousands of families off-guard each year and represents one of the most significant differences between adult and minor international students in Canada.

The work permit requirement applies regardless of the type of work—whether it's a part-time job at a local restaurant, summer employment, or even volunteer work that includes compensation. This comprehensive requirement reflects Canada's commitment to monitoring and protecting all workers, including minors.

For families accustomed to more flexible youth employment rules in their home countries, this requirement can feel overwhelming. However, understanding the rationale helps: Canada's system ensures that all working minors receive appropriate protections under both provincial employment standards and federal immigration law.

The application process for minor work permits follows the same general framework as adult applications, but includes additional considerations around parental consent, educational requirements, and age-appropriate working conditions.

Special Pathways for Children of Skilled Workers

One significant exception exists for children whose parents hold certain types of work permits. Under International Mobility Program code C46, minor children of high-skilled workers may be eligible for open work permits.

This pathway recognizes that families of skilled workers often relocate to Canada with teenagers who want to work part-time or during summers. Rather than forcing these families through the standard labor market testing process, the C46 category provides streamlined access to work authorization.

To qualify under C46, the parent must hold a work permit for a skilled occupation (typically NOC TEER categories 0, 1, 2, or 3) and the child must meet standard work permit requirements including age restrictions and educational status.

The open work permit aspect is particularly valuable because it allows the minor child to work for any employer without being tied to a specific job offer. This flexibility is crucial for teenagers who might want to change jobs or work seasonally.

However, families should note that provincial age and working condition restrictions still apply. Having federal work authorization doesn't override provincial employment standards—both sets of rules must be satisfied.

Navigating the Application Process

The work permit application process for minor children involves several unique considerations that don't apply to adult applications.

First, parental consent is mandatory regardless of the province of intended employment. Both parents (or legal guardians) must typically provide written consent for the work permit application, and this consent may need to be notarized or witnessed depending on the specific circumstances.

Educational considerations play a crucial role in minor work permit applications. Immigration officers want to ensure that employment won't interfere with the child's primary purpose in Canada: education. Applications should clearly demonstrate how the proposed work schedule accommodates school requirements and contributes to the child's overall development.

Medical examinations may be required depending on the type of work and the child's country of origin. While not all minor work permit applications require medical exams, those involving food service, healthcare, or work with vulnerable populations often do.

Processing times for minor work permits typically align with standard work permit processing times, ranging from 4-12 weeks depending on the country of application and current volumes. However, applications submitted during peak periods (summer months) may experience longer delays.

Common Mistakes That Derail Applications

Immigration lawyers report seeing the same mistakes repeatedly in minor work permit applications, and avoiding these pitfalls can save months of delays.

The most common error involves misunderstanding provincial age requirements. Families often assume that federal work permit approval overrides provincial age restrictions, leading to situations where children receive work permits but cannot legally work in their intended province.

Inadequate documentation of educational plans represents another frequent problem. Applications that don't clearly demonstrate how work will fit around school schedules often receive requests for additional information, extending processing times significantly.

Parental consent issues create surprising complications. Applications where parents are divorced, separated, or living in different countries require careful attention to consent documentation. Missing or improperly executed consent forms lead to automatic refusals in many cases.

Employment offer details often lack sufficient specificity. Vague job descriptions, unclear working hours, or missing employer information can trigger requests for additional documentation or outright refusals.

Special Considerations for Quebec

Quebec operates under unique immigration agreements with the federal government, creating some distinct rules for minor employment that don't apply elsewhere in Canada.

Certain minors studying in Quebec may be eligible to work without a work permit under specific circumstances. This exception typically applies to children in particular educational programs or family situations that fall under Quebec's immigration agreements.

However, these exceptions are narrow and highly specific. Most minor children in Quebec still require work permits, and families should not assume they qualify for exceptions without careful review of the requirements.

Quebec's no-minimum-age policy for provincial employment standards creates interesting opportunities for younger children, but federal work permit requirements still apply to foreign nationals regardless of age.

Industry-Specific Restrictions and Opportunities

Certain industries in Canada have developed specific approaches to hiring minor workers, creating both opportunities and restrictions that international families should understand.

The hospitality industry, particularly restaurants and retail establishments, traditionally employs many teenage workers. These employers often have experience with work permit requirements and may be more willing to wait for authorization processing.

However, industries like construction, manufacturing, and healthcare typically have strict age restrictions that go beyond provincial minimums. These restrictions reflect safety concerns and professional requirements that make youth employment impractical or impossible.

Seasonal industries, particularly in tourism and agriculture, sometimes offer opportunities for minor workers during summer months. These positions can provide valuable experience, but families should ensure that work permits cover the entire intended employment period.

Financial Implications and Benefits

The cost of obtaining work permits for minor children can be significant, but families should consider both the immediate expenses and longer-term benefits.

Work permit application fees currently stand at $155 CAD per application, plus potential additional costs for medical examinations, document translation, and professional assistance. For families with multiple children seeking work authorization, these costs can add up quickly.

However, the benefits often justify the investment. Legal employment provides teenagers with valuable Canadian work experience, helps families supplement their income during the settlement period, and demonstrates integration efforts that can benefit future immigration applications.

Work experience gained by minor children can also contribute to their own future immigration applications if they choose to remain in Canada as adults. Early Canadian work experience demonstrates ties to the country and familiarity with Canadian workplace culture.

Compliance and Ongoing Obligations

Once minor children receive work authorization, families must understand ongoing compliance requirements that differ from adult workers.

Work permit conditions for minors often include specific restrictions on hours, working conditions, or employer types. Violating these conditions can jeopardize not only the child's immigration status but potentially affect the entire family's applications.

School attendance requirements remain paramount. Immigration authorities expect minor children to maintain their primary focus on education, and poor academic performance could affect future immigration applications.

Employers hiring minor foreign workers also have enhanced obligations, including additional record-keeping requirements and compliance with both provincial employment standards and federal immigration conditions.

Future Immigration Implications

The decisions families make regarding minor children's work authorization can have lasting implications for future immigration applications.

Positive work experience demonstrates successful integration and can strengthen applications for permanent residence or future work permits. Immigration officers view legal employment history favorably when assessing settlement potential and ties to Canada.

Conversely, any violations of work permit conditions or unauthorized employment can create serious problems for future applications. Immigration authorities maintain detailed records, and compliance issues can resurface years later during permanent residence or citizenship applications.

For minor children who may eventually apply for immigration programs themselves, early Canadian work experience can provide significant advantages in meeting experience requirements or demonstrating language proficiency and cultural adaptation.

Planning for Success

Successful navigation of minor children's work authorization requires strategic planning that considers both immediate needs and long-term goals.

Families should begin researching requirements well before children reach working age, as processing times can extend several months. Early planning allows for proper document preparation and timing applications to coincide with desired employment start dates.

Coordination with school schedules is crucial. Applications should be timed to ensure work authorization aligns with summer breaks, part-time availability, or other educational considerations.

Building relationships with potential employers who understand work permit requirements can smooth the employment process. Some employers are more familiar with immigration requirements and willing to accommodate processing timelines.

Understanding the interplay between provincial and federal requirements from the outset prevents costly mistakes and delays. Families who invest time in understanding both sets of rules typically experience smoother application processes and better employment outcomes.

The landscape of minor children's employment in Canada reflects the country's commitment to both opportunity and protection. While the requirements may seem complex, they exist to ensure that young workers receive appropriate protections while gaining valuable experience that contributes to their development and Canada's economic growth.

For international families, success in navigating these requirements comes from understanding that both provincial employment standards and federal immigration law must be satisfied. The investment in proper authorization pays dividends not only in immediate employment opportunities but also in building the foundation for successful long-term integration into Canadian society.

By approaching minor children's work authorization with proper knowledge, planning, and patience, families can unlock valuable opportunities that benefit both their immediate settlement needs and their long-term success in Canada.