Reviewed 16 October 2026. India’s child-labour rules distinguish children below 14 from adolescents aged 14 to 18. The main statute is the Child and Adolescent Labour (Prohibition and Regulation) Act, 1986, as amended. This guide summarizes the central Act for employers in Kerala; check the current rules and official directions for the establishment and work involved.
When may a child below 14 help with work?
Section 3 generally prohibits employing or permitting a child to work in an occupation or process. The Act has limited exceptions: a child may help their family or family enterprise outside school hours or during vacations, subject to the Act’s conditions, and a child may work as an artist in permitted activities other than a circus. These are narrow exceptions, not a general permission to employ children. The family-enterprise exception must not interfere with education or expose the child to a prohibited activity. Employers should not treat a child as ordinary staff or rely on a family relationship without checking the statutory conditions.
Rules for adolescents aged 14 to 18
An adolescent must not be employed in the occupations or processes prohibited by section 3A and the Act’s Schedule. In permitted work, section 7 sets limits on daily work periods, rest intervals, total working hours, overtime, night work and weekly rest. The Act also requires prescribed records and notices. The permitted-work test depends on the actual activity and workplace; do not rely on a broad industry label or an old list copied from an earlier version of the Schedule.
The Occupational Safety, Health and Working Conditions Code, 2020 also contains protections concerning young persons in covered establishments. Since the labour-code transition and implementing rules can affect the applicable procedure, check the current Central or Kerala notification and the rules for the establishment before assigning an adolescent to work.
Age checks and records
Before hiring a young person, record their date of birth using reliable age evidence accepted under the applicable law and rules. Do not assume that Aadhaar alone settles a disputed date of birth, and do not make a hiring decision from appearance. Keep only the information needed for the employment and compliance purpose, restrict access to identity documents, and document how an age discrepancy was resolved. Where the age is uncertain, obtain advice from the appropriate authority before permitting the person to work.
For adolescents, verify both age and whether the proposed duties, hours and workplace are allowed. Keep the register, notice and any certificate or record that the current law requires for that work. Avoid collecting extra identity documents “just in case.”
Consequences of a violation
Section 14 sets criminal penalties for contraventions involving children and adolescents, including imprisonment and fines. The penalty depends on the provision violated and whether there is a prior conviction. The Act does not support the often-repeated claim that every repeat offence automatically carries a separate ₹50,000–₹1,00,000 fine. A suspected case can also involve child-protection procedures and other laws depending on the facts. Employers should obtain case-specific legal advice rather than assume one penalty table covers every situation.
What employers in Kerala should do
- Set a written minimum-age check in recruitment and contractor onboarding.
- Check the actual duties, process, work hours and worksite before assigning an adolescent.
- Make age and work records accessible to the responsible HR or compliance staff, with appropriate privacy controls.
- Train supervisors and contractors not to use children for informal, temporary or “helper” work.
- If a child may be at risk, prioritize the child’s safety and contact the appropriate Labour Department or child-protection authority; do not conduct an informal investigation that could put the child at further risk.
Frequently asked questions
Can a family business involve a child below 14?
The Act contains a limited family-enterprise exception, with conditions including work outside school hours or during vacations and protection of the child’s education. It is not permission to use a child as a regular employee. Check the Act and rules for the exact facts.
Can an adolescent work in any non-factory job?
No. The Act prohibits adolescents from specified occupations and processes and regulates hours and conditions in permitted work. Other laws may add protections for the workplace or task.
Is Aadhaar sufficient proof of age?
Do not rely on a blanket answer. Use age evidence recognized for the relevant legal process, and seek official guidance if the record is missing, inconsistent or disputed.
Official sources
- India Code: Child and Adolescent Labour (Prohibition and Regulation) Act, 1986.
- Ministry of Labour and Employment: Labour Codes.
- Kerala Labour Commissionerate: current notices and rules.
This summary is general information, not a case-specific legal opinion. For employer compliance support, see contact GHR Consultancy.