The employment of minors in Ukraine is regulated by the Labor Code and other legal acts. Employers must consider both general rules for concluding employment contracts and special guarantees for individuals aged 14 to 18.

Minimum Age for Employment
The general rule allows concluding an employment contract from the age of 16. As an exception, it is permitted:
● From age 15 – with the written consent of one parent or a legal guardian;
● From age 14 – for students of schools and vocational or secondary special education institutions, exclusively for light work during their free time, with parental consent.

Hiring children under 14 is prohibited.

Working Conditions for Minors
Minors enjoy all labor rights on par with adults but have additional guarantees, including:
● Reduced working hours: 36 hours per week (ages 16–18), 24 hours (ages 15–16), and half of that for students during the school year;
● Wages: Paid at the same rate as adult employees in the same category, even with reduced hours;
● Annual leave: At least 31 calendar days, granted at a time convenient for the employee, without the requirement of working for six months first;
● Medical examination: Mandatory before hiring and annually until the age of 21.

Setting a probationary period for minors is prohibited.

Restrictions and Prohibitions
Minors cannot be engaged in:
● Work with harmful and hazardous conditions or underground work;
● Night work, overtime, or work on weekends;
● Lifting and moving loads exceeding the established limits.

Formalizing the Employment Contract
An employment contract with a minor must be in writing. The employee must provide a passport, taxpayer identification number, a medical examination certificate, and parental consent if they are 14–15 years old.
After signing the contract, an employment order is issued, the employee is familiarized with internal labor rules, and receives health and safety training.

Dismissal of a Minor
Termination of an employment contract at the employer’s initiative is possible only with the consent of the child protective services. In case of downsizing or company liquidation, the employer is obliged to ensure the minor’s subsequent employment. Additionally, the contract can be terminated at the request of parents or guardianship authorities if the work is harmful to the minor’s health or violates their rights.

Thus, when hiring a minor, employers must consider special working conditions, additional guarantees, and strict restrictions designed to protect the health and rights of young workers.