Finding a job at 15 is genuinely harder than it should be — not because employers don't want to hire 15-year-olds, but because the legal restrictions on hours confuse employers, work permit requirements add friction, and most guides don't tell you which companies actually have 15 as their real minimum. This one does.
Federal minimum employment age for most non-hazardous jobs (FLSA)
Maximum on school days for workers under 16
Maximum during school weeks — 40 hrs in summer
Required in most states — get it from your school's guidance office
At 15, you are in the first real window of employment — federal law allows it, and a significant number of employers actively recruit at this age. The challenge is that the landscape is fragmented: some national chains officially hire at 14, some at 15, some at 16, and many at 15 in theory but 16 in practice due to hour restrictions. Knowing which companies are genuinely accessible and what makes an application successful at this age changes the search entirely.
The Fair Labor Standards Act (FLSA) governs child labor at the federal level. At 15, you are in the 14–15 age category with specific restrictions. Your state may be stricter — check your state's department of labor for additional rules.
| Situation | Maximum hours | Time restrictions |
|---|---|---|
| School days (Mon–Fri during school year) | 3 hours per day | Not before 7am; not after 7pm |
| School week (Mon–Sun during school year) | 18 hours total | Spread across school days and weekend |
| Weekend during school year | 8 hours per day, within total 18-hour week limit | Not before 7am; not after 7pm |
| Summer (June 1 – Labor Day) | 8 hours per day; 40 hours per week | Not before 7am; not after 9pm |
| School vacation weeks (non-summer) | 8 hours per day; 40 hours per week | Not before 7am; not after 7pm |
Federal law prohibits 14–15 year olds from working in specific categories regardless of employer willingness: manufacturing and mining, construction, driving or helping a driver, cooking on grills or open flames (McDonald's positions working the grill are restricted), baking, most work in freezers or meat coolers, loading and unloading trucks, most work involving power-driven machines.
What this means in practice: a 15-year-old can work the counter and drive-through at McDonald's but legally cannot work the grill. A 15-year-old can bag groceries and work the register but cannot operate a pallet jack or stock heavy shelves with power equipment. Employers who take compliance seriously may steer 15-year-old employees away from these specific tasks — which can limit available shifts.
Most states require minors under 16 (some states under 18) to obtain a work permit before starting employment. The permit — also called an employment certificate or working papers — verifies your age and in many states requires a school official and parental signature.
The process typically takes one to three school days. Most schools are familiar with the request and handle it routinely. Having your permit ready before you go to interviews demonstrates initiative and removes one barrier.
A small number of states (including Texas and a few others) do not require work permits but do require employers to keep proof of age on file. Check your state's specific requirements — the simplest approach is always to ask your school's guidance counselor, who will know your state's rules.
| Company | Minimum age | Notes |
|---|---|---|
| Chick-fil-A | 14–15 (varies by franchise) | Individual franchises set their own minimums; most hire at 15, some at 14. Apply in person to the specific location. |
| McDonald's | 14 (federal minimum) | Most locations hire at 14–15. Front counter and drive-through available; grill is restricted for under-16. |
| Subway | 15 (most locations) | Franchise-operated; individual owners set minimums. Apply in store directly to the manager. |
| Dairy Queen | 15 (most franchises) | Franchise-operated; check individual location. Counter and customer service roles available. |
| Baskin-Robbins | 14–15 | Ice cream service; mostly customer-facing work suitable for 15-year-olds. |
| Panera Bread | 16 (most locations) | Typically 16+ but some locations hire at 15 for specific roles. Ask at the location directly. |
| Burger King | 14–16 (franchise-dependent) | Corporate policy allows 14+; individual franchises vary. Apply online and in person. |
| Sonic Drive-In | 16 (most locations) | Carhop role requires driving — only available at 16+. Counter roles may be available at 15. |
| Local restaurants and cafes | Varies — often 15 | Independent operators have more flexibility than franchise chains. Bus table, dishwasher, and counter roles at 15 are common. Apply in person. |
| Company | Minimum age | Notes |
|---|---|---|
| Publix | 14 | One of the most teen-friendly large retailers. Bagger, cart attendant, and cashier roles available at 14–15. |
| Kroger / Fred Meyer / Fry's | 14–16 (varies by division) | Most divisions hire baggers and courtesy clerks at 14–16. Check specific store hiring page. |
| Aldi | 16 (standard) | Operations-intensive stocking means most locations prefer 16+. Some may consider 15 for specific roles. |
| Trader Joe's | 16 (typical) | Known for culture fit emphasis; occasional 15-year-old hires at some locations for bagging. |
| Michaels | 16 (most locations) | Craft retail; occasionally hires 15-year-olds. Apply online and follow up in person. |
| Hobby Lobby | 16 (standard) | Typically 16+ but worth asking at specific locations. |
| Job type / Company | Minimum age | Notes |
|---|---|---|
| Movie theaters (AMC, Regal, Cinemark) | 14–16 (varies by location) | Usher, concessions, and ticket roles available at 14–15 at most chains. Apply online then follow up in person. |
| Amusement and theme parks | 15–16 (most parks) | Cedar Fair / Six Flags parks hire at 15 for ride operations, food service, and games. Apply in spring — parks recruit months before opening day. |
| Municipal parks and recreation | 14–15 | City and county recreation programs hire teens for facility attendant, camp counselor, and program assistant roles. Check your local parks department website. |
| Summer camps (day camps) | 15 (CIT programs) / 16 (counselor) | Counselor-in-Training (CIT) programs at most day camps specifically designed for 15-year-olds. Apply January–March for summer. |
| Aquatic / swimming pools | 15 (most programs with certification) | Junior lifeguard programs and pool attendant roles often available at 15 with Red Cross or equivalent certification. |
| Bowling alleys | 14–16 (varies) | Desk attendant and shoe rental roles at many bowling centers. Locally owned centers have more flexibility than chains. |
These types of work have no legal minimum age — the only constraint is your capability and your clients' comfort:
| Work type | How to get started | What makes it work |
|---|---|---|
| Babysitting / childcare | Start with families you already know; build through referrals | Red Cross Babysitter's Training course adds significant credibility; CPR certification is a strong differentiator |
| Lawn care and yard work | Door-to-door leaflets in your neighborhood; Nextdoor posts | Spring timing (March–April) is critical; rates, equipment capability, and reliability determine referrals |
| Pet sitting / dog walking | Neighborhood referrals; Rover requires you to be 18, but direct clients have no minimum | Start with one or two regular clients; consistent service builds referral network |
| Tutoring (academic) | Offer to younger students in your neighborhood or through school | Strong grades in specific subjects are your credential; reliability matters most |
| Car washing / detailing | Neighbor clients; advertise locally | Demonstrates attention to detail and physical work ethic; builds before applying for formal positions |
At 15, you cannot legally work the same hours as a 16 or 17-year-old. Employers know this. The candidates who succeed are those who make the most of their available window rather than competing with older applicants on terms they cannot match. If you can work every Saturday from 10am to 7pm and every Sunday from noon to 7pm — say so explicitly, prominently, and early. A clear, reliable weekend schedule is valuable to most retail and food service employers regardless of the age of the person offering it.
In your resume objective, in the first sentence of an in-person introduction, and on every application form: state your exact availability. Not "I'm flexible" — that can mean anything. "Available Saturday 10am–7pm, Sunday noon–7pm, and any weekday until 7pm" is a precise offer a manager can evaluate against their schedule gaps immediately.
For local restaurants, cafes, retail shops, and independent businesses: walking in during a slow period (2–4pm on weekdays, not during lunch rush or dinner service) and asking to speak with the manager directly is more effective than any online application. Small business owners hire people, not forms. A 15-year-old who walks in confidently, hands over a printed resume, and makes a clear case for themselves is memorable in a way that an online application rarely is.
In states that require work permits: have yours before you start applying. Having it ready signals that you have done the work of understanding what employment requires and that there is no administrative delay between "we want to hire you" and "we can start you this week." Some employers have lost interest in teen candidates purely due to the delay of waiting for a work permit to be processed.
If you cannot get a formal job yet — age is genuinely a barrier with some employers in your area — build your employment record through informal work that creates real references. Three months of consistent lawn care for six neighbors gives you a reference who can speak to your reliability. Two years of regular babysitting for three families gives you two or three references who trust you in their home. These references often outperform an employer reference from a job you held for two months.
At 15, you are writing a resume for employers who expect no work history. The resume's job is not to prove experience — it is to prove reliability, availability, and basic capability. A well-structured one-page resume does this effectively even with nothing formal on it.
For a 15-year-old, availability is the most practically important thing on the resume. State it precisely in the objective: "Available Saturday and Sunday all day, and Mon/Wed/Fri evenings until 7pm during the school year; full availability in summer."
Do not write "babysitting." Write: "Independent Childcare Provider — provided regular childcare for three local families, caring for children aged 4–10, averaging 8–10 hours per week for two years." Same experience. Entirely different impression.
Most first interviews at 15 are 10–20 minutes with a shift manager or business owner. They are not formal or intimidating. The questions are predictable and the bar is realistic for a 15-year-old with no work history.
One level above what employees are wearing. If they wear company-logoed polos and jeans — wear clean casual without the logo. If they wear business casual — wear business casual. Showing up to a food service interview in gym clothes is the kind of first impression that overrides everything you say afterward.