Conditions for concluding an employment contract from the age of 16. Features of concluding an employment contract with a minor. Employment contract n ____ with a minor worker

In our country, it is allowed to hire employees under the age of obtaining a passport. At the same time, an employment agreement is drawn up. The sections of the contract for the employment of a minor are the same, but there are differences in rights.

Our laws are very fiercely protective of children and teenagers. So what exactly additional rights has a minor.

Rights of a working teenager

Firstly, a teenager can be hired even under the age of fourteen. There is no minimum working age.

However, this does not mean that you can be hired immediately from the hospital. For each profession, an acceptable age interval is defined.

The work for which a minor is accepted must have the following characteristics:

1. it should not be harmful to health,
2. it shouldn't be heavy
3. cannot include business trips,
4. should not affect the development of morality,
5. should have a reduced schedule (working day),
6. carry a medical examination at the expense of the company (annually),
7. can not be made at night, weekends, holidays.
8. a teenager may at any time request leave for education,
9. the work schedule adjusts to the schedule of the educational institution (working hours - only after school hours),
10. should provide an opportunity to receive the next vacation at a convenient time for him,
11. work is not carried out at height,
12. workplace not underground,
13. etc.

Keep in mind when hiring a teenager

It does not follow from the above that teenagers should not be hired. Fearing responsibility, we show indifference to the question of raising a child.

And then we are surprised that the "good" teenagers in the West deliver newspapers, while our "bad" ones sit on the benches. Labor education is the area in which you can be the backbone of the Russian idea.

Additional requirements for an employment contract with a minor

Based on the above, it is compiled. It specifies the laws that provide the teenager with rights.

I would like to pay special attention to the following.

At the conclusion of agreements on employment, the signature of the parents is required. The need for their work permit is clearly stated in the legislation. If a teenager has no parents (an orphan), then the consent of the persons responsible for him is required. These persons may be trustees.

The employment agreement cannot be terminated without the involvement of control bodies. This refers to the inspectorate for juvenile affairs, bodies for the protection of their rights, commissions for labor protection. A sample of such an employment contract is at the bottom of the page. Legal advice on the issue of concluding labor agreements with a teenager - ibid.

Below is a standard form and a sample employment contract with a minor version of which can be downloaded for free.

The state protects all workers, especially those who are just starting their professional activity. We are talking about underage workers. The Labor Code of the Russian Federation establishes age limits and mandatory conditions for execution by the employer. Labor relations with them have their own characteristics. Before employment young worker be sure to familiarize yourself with all working conditions and its duties. Traditionally, different types of briefings are held. This issue is regulated in the 63rd article of the Labor Code of the Russian Federation.

At what age can an employment contract be concluded?

The legislation does not allow the conclusion of labor relations with a child under adolescence. However, you can officially hire a teenager. The main condition is that the potential employee is already sixteen years old. This item is relevant for general case, however, certain limitations and exceptions are permitted.
They look like this:

• If a potential employee has reached the age of 15 and at the same time he already has a basic general education;
• Or in the case when he was expelled from an educational institution. Then you can apply for his official employment, but only for work with the required light labor.

It is allowed to conclude a work contract with 14-year-olds. However, for this you need to have consent from the parents or from the guardianship authorities. Such subordinates can only be trusted with light work that they will perform outside of school hours. It is important that such work does not bring harm to health, and the learning process is not disturbed.

Features of concluding an employment contract with minors

The main conditions for concluding an employment contract with minors are age restrictions. However, Russian legislation provides for some nuances that should be taken into account when drawing up a working contract with a minor.

• If a person is not yet 14 years old, then he cannot be taken even to the easiest jobs. The law prohibits minors from working even with the consent of their parents;
• Another feature is that a young subordinate cannot be placed on probation;
• When registering the employment procedure, the rules prohibiting the recognition of persons under the age of 18 as financially responsible persons fully. They may be liable financially if the damage was caused by them intentionally, in a state of intoxication or during a crime;
• The duration of labor time is reduced in comparison with the terms established by the Labor Code of the Russian Federation. At the age of 16-18 years - 35 hours, up to 16 - 24 hours a week.
• If at the same time the child also combines the performance of duties with education, then the indicated duration should be divided by two;
• In the legal acts regulating this aspect of relations, the peculiarities of granting leave are noted. The process of obtaining time off is standard. Young workers cannot be recalled from vacation, as well as transfer the remaining days to next years. It is also not allowed to replace holidays with compensation. All this is approved by Articles 124-126 of the Labor Code of the Russian Federation.

Employment contract with a minor worker - sample

When hiring a young subordinate under the age of 18, the manager must take into account that such an employee must be registered officially and in accordance with all the rules. This requires an agreement between the parties. Labor contract with underage worker looks standard. Its only feature is the inclusion of conditions relating to the protection of the rights of minors.

Fixed-term employment contract with a minor employee - sample

For minors, the option of urgent agreements is the most common. For example, during the holidays, many schoolchildren are looking for part-time work, and the employer may offer them to sign fixed-term contract. This form is considered more convenient for termination, especially if the initiative comes from the employer. Its main feature is the existence of an expiration date and an indication of the grounds for its registration. Upon its expiration, it will be possible to terminate the agreement. Otherwise, the document presented is no different from the ordinary agreement of the parties.

Termination of an employment contract with minor employees

Termination of an employment agreement with a minor employee carries some difficulties in comparison with cancellation in the general manner. In addition to standard actions: notifying an employee, drawing up an order, you should also ask for consent from the commission that protects the rights of those who have not reached the age of 18. Also, upon the dismissal of a minor subordinate, it is required to contact the State Inspectorate.
The termination of a working relationship will not cause difficulties if the liquidation of the enterprise was the reason for them.

Termination of an employment contract with a minor at the initiative of the employee

If the desire to terminate the contract and leave the place of work comes from the employee, then no consent is required. However, it will be necessary to work out two weeks after the application is received by the manager. However, on the last business day:

• Settling with an employee;
• A work book is issued (already filled out with the corresponding entry).

The procedure itself is accompanied by the issuance of an order. The employee will need to familiarize himself with the submitted document and confirm it with a signature.

The professional activity of each working citizen is subject to control and protection of the Labor Code of the Russian Federation. The work activity of young workers is no exception. Before hiring a minor subordinate, it is advisable to familiarize yourself with the legal norms governing all issues of such relations.

Very often in the practice of personnel workers or accountants there is such a thing as seasonal registration of employees at a minor age. Less common is the formalization of labor relations with such citizens on a permanent basis.

Dear readers! The article talks about typical ways to solve legal issues, but each case is individual. If you want to know how solve exactly your problem- contact a consultant:

APPLICATIONS AND CALLS ARE ACCEPTED 24/7 and 7 days a week.

It's fast and FOR FREE!

In the Russian state, minors are protected by separate articles of laws. The same applies to the labor relations of minors with their employers.

Therefore, in order to properly comply with the age limit, features of remuneration and other conditions, one should know at least the basics of labor legislative standards regarding the conclusion of such an employment contract.

Conditions

A minor citizen in Russia is a person who has reached the full age in the range from 16 to 18 years. So labor law it is forbidden to conclude employment contracts with persons under 16 years of age (Labor Code of the Russian Federation).

Moreover, no agreements should be entered into with such workers on terms of hard work or work with harmful or hazardous conditions.

With minor children who have reached the age of 14 (but not earlier), it is possible to conclude an employment contract solely on the basis of the written consent of their parents. Such consent is formalized by a simple statement from the parents.

The labor law also prohibits the employment of minors in connection with the manufacture or sale of alcoholic beverages, drugs or tobacco products.

Heavy work with excessive physical or mental stress is also prohibited for underage citizens. The entire list of works classified as heavy are given in the Decree Russian government dated February 25, 2000, edited on June 20, 2011.

If a teenager wants to get a job as a loader, then for such employees the norms for the severity of goods are prescribed, which are allowed to be lifted in the decree of the Ministry of Labor of 04/07/99.

It is also necessary to accept an employee strictly after he has passed a medical examination, and in the future, a person under 18 years of age undergoes an examination annually. And such medical examinations will have to be organized by the employer at his expense (Labor Code of the Russian Federation).

If employers accept underage workers, ignoring the requirements for the latter to pass a preliminary medical examination, then the labor inspectorate will have the right to punish them.

They can be fined - 1000-5000 rubles for each such minor (Code of Administrative Violations in the Russian Federation).

But the punishment has its own terms - therefore, inspectors can carry it out only within 2 months after the employer committed the violation.

Separately, it is necessary to indicate the specifics of the appointment of working hours for employees with minors.

The weekly working hours for all workers is 40 hours. The Labor Legislative Code in Russia defines the reduction of such an amount of time for minors.

Changes and restrictions paint the following picture:

• workers aged 14 to 16 cannot work more than 24 hours in a whole week;
• subordinates aged 16-18 years - no more than 35 hours per working week;
• for the shift schedule of minor subordinates aged 15-16 years, a shift of no more than 5 hours is established;
• for shift workers aged 16-18 years - no more than 7 hours;
• for shift workers aged 14-16 who also study in general education schools, lyceums, colleges, etc., the shift will be no longer than 2.5 hours;
• for the same workers aged 16-18 years - 4 hours.

All this information is clearly traced in the Labor Code of the Russian Federation, and is subject to strict adherence by the employer. Even with reduced working days for minors, the time of rest is also established under the contract.

Rest should be regulated both during the shift and outside of it - weekends and holidays. Lunch break should be set in the mode of 30 min.-2 hours.

A more specific duration should be regulated general order at the enterprise (through the peculiarities of the collective agreement).

In the clause of the contract on rest time, it will also be necessary to indicate the right to vacation days. Leave for young people at the enterprise is set up to 31 calendar days, while ordinary workers rest for 28 days.

At the same time, a minor has the right to take leave at any time when it is convenient for him, and not for the employer.

Therefore, they are not included in the preliminary vacation schedule. Six months of work to obtain the right to leave for employees who have not reached the age of majority is not provided.

Other rules also apply to holidays of minor subordinates:

Remuneration must be accrued on a general basis, it cannot be reduced (Labor Code of the Russian Federation). Employers can even establish additional payments to young personnel in order to equalize their salaries to the level of their main subordinates (Labor Code of the Russian Federation).

One of the basic rules in hiring a minor worker is the fact that the employer has no right to interfere with his studies in any way.

All these subtleties should be covered in the employment contract, which is signed either by the parents, guardians of an employee who is under the age of 14-15, or the employee himself, but who is already 16 or more years old.

Features of the conclusion and its sample

The form of an employment contract concluded with a person who has not yet reached the age of majority is based on the ordinary standard, which is usually taken into account in any other cases of registration of an employee.

The contract must contain the following sections:

1. Name of the document, its number, date, place of creation.
2. The first paragraph identifies the parties to the agreement.
3. The column on general provisions reveals the essence of the contract - the employment of an employee in a specific organization, its division, department.
4. The subject of the contract can be combined with the general provisions, or it can be separated into a separate paragraph, there is no difference. The subject of the contract indicates the period when the subordinate should start working, as well as the general provisions on which he is accepted into the state.
5. The duties and rights of the employee and the employer are described in stages and it is better to break them into two separate sections.
6. After that, be sure to designate a schedule of work and rest.
7. The following is a paragraph on the conditions of remuneration and the accrual mechanism. wages.
8. The responsibility of the parties in case of violation of the terms of the agreement must be included in the document. Here you should refer to the legal regulations. As a rule, this is the Labor Code.
9. Special conditions of the contract may be reflected in the column of changes that are likely to occur in the course of the employee's work.
10. The reasons for terminating the contract and the terms of validity are best prescribed in a separate paragraph.
11. In the final provisions, the last main section usually prescribes controversial issues and ways to resolve them.
12. The paper is signed by both parties, indicating their details and decoding the surnames and initials.
13. The very last line should be a notification that on a specific date the second copy of the contract was received by the employee, his signature and surname are put.

It should also be noted that documents additionally reflecting the essence of the agreement may be attached to the employment contract.

This may be an individual work schedule, specially created for a minor worker. job description, as well as salary rates, according to which the salary calculation will be made.

If the employee is trusted material values or his performance of duties will be associated with commercial or official secrets, then a separate agreement is concluded on this.

Term

In terms of validity, it is possible to conclude labor agreements with such citizens as an urgent matter - while indicating a specific period, but not longer than 5 years. So is an indefinite contract, the term of which is not defined.

In practice, most often such an agreement is concluded for the period of summer holidays, when schoolchildren or students wish to earn extra money.

Contracts concluded with citizens who have not reached the age of majority for a season may be concluded for a period of no longer than 6 months (Labor Code of the Russian Federation).

A probationary period for minors is not assigned under the Labor Code of the Russian Federation. ahead of time the contract can be terminated with a minor as well as with an older employee, but only in its own order.

Termination of an employment contract with minor employees

In general, there are several features of the procedure for dismissing an employee who has not reached the age of majority:

1. A subordinate cannot be fired without a 2-week notice at the initiative of the employer.
2. In case of urgent closure of IP ( individual entrepreneur), who employs such an employee, dismissal is allowed without prior notice.
3. With a seasonal or permanent employee, you can apply the notification mechanism 3 days before the dismissal only if after 3 days the agreement will naturally terminate.
4. In case of self-dismissal, the employee should inform about his intention to stop urgent labor Relations 3 days before the very realization of this fact. At the same time, such a fixed-term employment contract should not have a validity period of more than 2 months.
5. Dismissal is issued in the general order:

• an order is issued in the form;
• if the enterprise draws up an order instead of orders, then it is drawn up by this document;
• with the order or order of the employee must be familiarized against signature;
• a work book is filled out;
• full payment is issued.

In the same way, 3 days before the dismissal procedure, the employee himself is obliged to notify his employer of his desire. However, this rule applies to those contracts that were concluded for a period of up to 2 months (Labor Code of the Russian Federation).

Citizens under the age of 14 are still recognized as minors, they do not yet have a civil Russian passport in their hands, and therefore a conclusion with them labor agreement allowed only within the cultural events, circus, theater and other similar institutions.

EMPLOYMENT CONTRACT N ____ with a minor worker

g. __________________ "___" __________ ____ g. _________________________________________________, hereinafter referred to as __ (name of organization or full name of the entrepreneur) "Employer", represented by _______________________________________, acting __ on the basis of ____________________, on the one hand, and _____________________ (position, F .I.O.) _____________________, hereinafter referred to as __ "Employee", on the other hand, have entered into an agreement on the following:

1. General Provisions. Subject of the contract

1.1. The Employee is accepted by the Employer to perform the following work: ___________________ ______________________________________________________ in the position of ________________________.

1.2. Work under the contract is the main one for the Employee.

1.3. The place of work of the Employee is ________________________________________________, located at the address: ________________________________________________________.

1.4. The employee reports directly to ____________________________________.

1.5. The work of the Employee under the contract is carried out in safe environment. Labor obligations of the Employee are not related to the performance of hard work, work in areas with special climatic conditions, work with harmful, dangerous and other special working conditions.

1.6. The Agreement comes into force from the date of its signing by the Employee and the Employer.

1.7. Start date of work - "___" __________ ____

1.8. This employment contract is concluded for an indefinite period.

(option:

1.8. The contract is concluded for a period up to "___" __________ ____ in connection with ________________________________________________________________________________________).

(circumstances (reasons) that served as the basis for concluding a fixed-term employment contract in accordance with the Labor Code of the Russian Federation or other federal law)

2. Rights and obligations of the Employee

2.1. Job Responsibilities of the Employee:

- ______________________________________________________________________;

- ______________________________________________________________________.

2.2. Employee:

2.2.1. Complies with the Internal Labor Regulations, labor discipline, requirements for labor protection and ensuring labor safety.

2.2.2. Carefully treats the property of the Employer (including the property of third parties held by the Employer, if the Employer is responsible for the safety of this property) and the property of other employees.

2.2.3. Immediately informs the Employer about the occurrence of a situation that poses a threat to the life and health of people, the safety of the Employer's property (including the property of third parties held by the Employer, if the Employer is responsible for the safety of this property).

2.3. The employee has the right to:

Amendment and termination of the contract in the manner and on the terms established by the Labor Code Russian Federation, others federal laws;

Providing him with work stipulated by the contract;

A workplace that meets the state regulatory requirements for labor protection and the conditions provided for by the collective agreement (if any);

Free provision of special clothing, special shoes and other personal protective equipment in accordance with established standards;

Timely and in full payment of wages in accordance with their qualifications, complexity of work, quantity and quality of work performed;

Rest provided by the establishment of normal working hours, reduced working hours for certain professions and categories of workers, the provision of weekly days off, non-working public holidays paid annual leave;

Complete reliable information about working conditions and labor protection requirements at the workplace;

Vocational training, retraining and advanced training in accordance with the procedure established by the Labor Code of the Russian Federation and other federal laws;

Association, including the right to create trade unions and join them to protect their labor rights, freedoms and legitimate interests;

Participation in the management of the organization in the forms provided for by the Labor Code of the Russian Federation, other federal laws and the collective agreement (if any);

Conducting collective negotiations and conclusion of collective agreements and agreements through their representatives, as well as information on the implementation of the collective agreement (if any), agreements;

Protection of their labor rights, freedoms and legitimate interests by all means not prohibited by law;

Resolution of individual and collective labor disputes, including the right to strike, in accordance with the procedure established by the Labor Code of the Russian Federation and other federal laws;

Compensation for harm caused to him in connection with the performance of labor duties, and compensation for moral damage in the manner prescribed by the Labor Code of the Russian Federation, other federal laws;

Mandatory social insurance in cases stipulated by federal laws.

2.4. Non-inclusion in the employment contract of any of the rights and (or) obligations of the Employee established by labor legislation and other regulatory legal acts containing norms labor law, local regulations, cannot be considered as a waiver of these rights or the performance of these duties.

3. Rights and obligations of the Employer

3.1. The employer has the right:

Change and terminate the contract with the Employee in the manner and on the terms established by the Labor Code of the Russian Federation, other federal laws;

Encourage the Employee for conscientious efficient work;

Require the Employee to fulfill his labor duties and respect the property of the Employer (including the property of third parties held by the Employer, if the Employer is responsible for the safety of this property) and other employees, compliance with the Internal Labor Regulations;

Involve the Employee in disciplinary and liability in the manner prescribed by the Labor Code of the Russian Federation, other federal laws;

Adopt local regulations;

Carry out attestation of the Employee in accordance with the Regulations on Certification in order to identify the real level of professional competence of the Employee;

To carry out, in accordance with the Regulations on the assessment of labor efficiency, an assessment of the effectiveness of the Employee's activities;

With the consent of the Employee, involve him in the performance of certain assignments that are not included in the official duties Employee;

With the consent of the Employee, involve him in the implementation additional work in another or the same profession (position) for an additional fee.

3.2. The employer is obliged:

Comply with labor legislation and other regulatory legal acts containing labor law norms, local regulations, terms of the collective agreement (if any);

Provide the Employee with work stipulated by the contract;

Ensure safety and working conditions that comply with state regulatory requirements for labor protection;

Provide the Employee with equipment, tools, technical documentation and other means necessary for the performance of labor duties;

Provide the Employee with equal pay for work of equal value;

Pay in full the wages due to the Employee within the time limits established in accordance with the Labor Code of the Russian Federation, the collective agreement (if any), the Internal Labor Regulations;

Conduct collective negotiations, as well as conclude a collective agreement in the manner prescribed by the Labor Code of the Russian Federation;

Provide the representatives of the Employee with complete and reliable information necessary for the conclusion of a collective agreement, agreement and control over their implementation;

To acquaint the Employee against signature with the adopted local regulations directly related to his labor activity or position in the organization;

Timely comply with the instructions of the federal executive body authorized to carry out state supervision and control over compliance with labor legislation and other regulatory legal acts containing labor law norms, other federal executive bodies exercising the functions of control and supervision in the established field of activity, pay fines, imposed for violations of labor legislation and other regulatory legal acts containing labor law norms;

Consider submissions of relevant trade union bodies, other representatives elected by the Employee on revealed violations of labor legislation and other acts containing labor law norms, take measures to eliminate the identified violations and report the measures taken to these bodies and representatives;

Create conditions that ensure the participation of the Employee in the management of the organization in the forms provided for by the Labor Code of the Russian Federation, other federal laws and the collective agreement (if any);

Provide for the daily needs of the Employee related to the performance of labor duties;

Carry out compulsory social insurance of the Employee in the manner prescribed by federal laws;

Compensate for harm caused to the Employee in connection with the performance of labor duties, as well as compensate for moral damage in the manner and on the terms established by the Labor Code of the Russian Federation, other federal laws and other regulatory legal acts of the Russian Federation;

Perform other duties stipulated by labor legislation and other regulatory legal acts containing labor law norms, a collective agreement (if any), agreements, local regulations.

4. Working time and rest time

4.1. The employee is given a reduced working time.

4.2. The employee is set the following working hours:

With the provision of ___ days off: ________________________.

Duration of daily work - ___ hours, from ___ hours ___ minutes to ___ hours ___ minutes;

Break for rest and meals - ___ minutes in the period from ___ hours ___ minutes to ___ hours ___ minutes.

4.3. The employee is granted annual paid leave of 31 calendar days.

4.4. For family reasons and other valid reasons, the Employee, upon his application, the Employer may grant leave without pay.

4.4.1. In cases stipulated by law, the Employer is obliged to provide the Employee with unpaid leave.

5. Terms of remuneration

5.1. For the performance of labor duties, the Employee is set official salary (tariff rate) in the amount of ________ (________________________________) rubles per month.

5.2. Wages are paid in proportion to hours worked.

5.3. The employer establishes additional payments, allowances and incentive payments. The amounts and conditions of such additional payments, allowances and incentive payments are defined in the Regulations on employee bonuses (approved by the Employer "___" ________ ____), which the Employee was familiarized with when signing the contract.

If necessary, the Employer has the right to amend the Regulation on bonuses, cancel it or accept it new edition unilaterally. At the same time, the Employee is notified of such changes at least ___________________ (at least 2 months) days before they come into force.

5.4. Wages are paid to the Employee by issuing cash at the Employer's cash desk (option: by transferring to the Employee's bank account) at least every half a month (___ of the current month - for the first half of the month and ___ of the month following the worked one - final calculation per month worked). If the day of payment coincides with a weekend or non-working holiday, payment of wages is made on the eve of this day. Holidays are paid no later than three days before the start of the holiday.

5.5. Deductions may be made from the Employee's salary in cases stipulated by the legislation of the Russian Federation.

5.6. The Employer transfers taxes from the Employee's salary in the amount and in the manner prescribed by the current legislation of the Russian Federation.

6. Liability of the parties

6.1. The Parties are responsible for non-performance or improper performance of their duties and obligations established by law, the Internal Labor Regulations, other local regulations of the Employer and this employment contract.

6.2. For non-fulfillment or improper fulfillment by the Employee through his fault of the labor duties assigned to him, the Employee may be subject to disciplinary action provided for in Art. 192 Labor Code Russian Federation.

6.3. The parties may be brought to material and other types of legal liability in cases and in the manner provided for by the Labor Code of the Russian Federation and other federal laws.

7. Change and termination of the employment contract

7.1. Changing the terms of the employment contract determined by the parties is allowed only by agreement of the Parties, which is drawn up additional agreement which is an integral part of this employment contract.

7.1.1. Changes and additions to the terms of this employment contract may be made by agreement of the Parties when changing the legislation of the Russian Federation, the collective agreement, local regulations of the Employer, as well as in other cases provided for by the Labor Code of the Russian Federation.

7.2. This employment contract may be terminated only on the grounds provided for by the Labor Code of the Russian Federation and other federal laws.

7.2.1. Guarantees and compensations related to the termination of the employment contract are provided to the Employee in accordance with the provisions of the Labor Code of the Russian Federation and other federal laws.

8. Final provisions

8.1. A dispute or disagreement between the Parties arising from the fulfillment of the terms of this agreement shall be settled through direct negotiations between the Employee and the Employer.

8.1.1. If an agreement between the Parties has not been reached, then the dispute is subject to resolution in the manner prescribed by the legislation of the Russian Federation.

The Labor Code of the Russian Federation allows the employment of persons under the age of 18, but only subject to certain conditions. An employment contract with a minor practically does not differ from the usual one, with the only difference being that the above conditions must be included in it.

Work under an employment contract for underage workers

Employment of persons under the age of 18 is possible only if they are provided with the following conditions:

1. Reduced work time.
2. Work with working conditions not higher than class 2.
3. Passage of preliminary and annual medical examinations.
4. Annual leave 31 days, provided at a convenient time for the worker.

The maximum working time will depend on the age of the employee:

1. No more than 35 hours per week, for persons in the age range from 16 to 18 years.
2. No more than 24 hours for persons aged 14 to 16 years.
3. It is determined by the guardianship authorities for employees under 14 years of age.

At the same time, it is allowed to pay employees a salary in proportion to the hours worked.

The procedure for concluding an employment contract with minors

Before concluding an employment contract with a person under the age of 18, the employer is obliged to perform the following actions:

1. Check there is permission from the guardianship authorities and parents, for workers under 15 years old.
2. Send the future employee to .

The conclusion procedure begins only after the employee has provided the above documents.

Otherwise, it is identical to the one that all employees go through:

1. Familiarization with local regulations.
2. Signing an employment contract by an employee (or his representative).
3. Issuing an order and filling out a work book.

Termination of an employment contract with a minor employee

With a minor, it can be carried out on any of the grounds provided for by the Labor Code of the Russian Federation. But there are additional conditions.

If the dismissal is made at the initiative of the management of the enterprise, then for this it is necessary to obtain permission from the labor inspectorate. This means that the employer cannot lay off such an employee unless he receives the appropriate permission. It is also impossible to dismiss him even on negative grounds without the approval of the GIT.

More recently, it was also necessary to obtain permission when dismissing a minor for own will. But at the moment this provision is cancelled. Accordingly, dismissal at the initiative of the employee, as well as due to circumstances beyond the control of the parties, and by mutual agreement of the parties, takes place in the usual manner.

The legislative framework

• - Regulates the age at which employment contracts can be concluded.