Key Takeaways
Young employees bring energy and fresh perspectives to your workplace, but they also face significantly higher injury risks than experienced team members. Whether you’re hiring summer help, offering first jobs to teenagers, or bringing on recent graduates, understanding the unique safety challenges young employees face is vital to protect both your people and your business.
Lauren Mattes, Nurse Case Management Supervisor at MEM, has seen firsthand the types of injuries that affect young employees and the factors that contribute to them. From her experience coordinating care for injured workers, she’s identified patterns that can help employers prevent injuries.
Why young employees face higher injury risks
Young employees face a unique combination of risk factors that experienced team members simply don’t encounter.
- Inexperience creates dangerous knowledge gaps. Young employees often lack basic workplace safety awareness that experienced team members take for granted. They may not recognize hazards or understand why certain procedures matter.
- Eagerness to please can override safety concerns. Young employees want to make good impressions and prove themselves. This natural desire can create dangerous situations when they hesitate to speak up about safety concerns or admit they don’t understand instructions.
- Developmental factors affect risk assessment. Teenage employees’ brains are still developing, particularly in areas related to risk assessment and impulse control. They may also be more susceptible to peer pressure or workplace culture that doesn’t prioritize safety. If they see experienced team members cutting corners, they’ll assume it’s acceptable.
“We see a lot of injuries in young employees that stem from simply not knowing what they don’t know,” Mattes explained. “They haven’t developed the situational awareness that comes with experience. The employees who are most motivated to do well are sometimes the ones most at risk – they don’t want to slow down the team or look incompetent by asking questions.”
💡 Pro tip: Remember that what seems like “common sense” to you isn’t common sense to someone who’s never been employed before. Explicitly teach the “why” behind every safety rule, not just the “what.”
Common injuries among young employees
Understanding which injuries most commonly affect young employees helps you focus prevention efforts where they’ll have the biggest impact.
- Strains, sprains, and overexertion injuries are the most common category. These injuries often result from improper lifting techniques or attempting to handle loads beyond their capability. Prevention requires explicit training on proper techniques, rather than assuming that employees will figure it out on their own.
- Lacerations and contact injuries from improper tool use or lack of training are common. Contact with hot surfaces, chemicals, and sharp objects is a concern in food service, manufacturing, and construction.
- Falls and slip/trip incidents happen when young employees move too quickly or don’t pay attention to their surroundings. Falls can occur on slippery floors, uneven surfaces, or ladders. Slips, trips, and falls remain among the most common workplace injuries across all industries.
“Lifting injuries are particularly frustrating because they’re so preventable,” Mattes reflected. “Young employees see someone else pick up a box and think, ‘I can do that too.’ They don’t understand the technique behind it or recognize when something is too heavy for one person. They’re not scanning their environment the way experienced employees do automatically… they haven’t developed those habits yet.”
Your legal responsibilities when hiring young employees
Beyond the moral imperative to keep young employees safe, you also have specific legal obligations, especially when hiring minors.
Age-specific restrictions on tasks and hours
Federal and state laws restrict certain types of work for minors. Hazardous occupations are off-limits for employees under 18. Hour limitations exist for those under 16. These restrictions vary by age and industry.
For example, the Fair Labor Standards Act prohibits minors from operating certain machinery, working at heights, or handling hazardous materials. Each state may have additional restrictions beyond federal requirements.
| Age group | Common restrictions |
| Under 14 | Very limited work permitted; typically, only certain agricultural work, entertainment, or family business |
| Ages 14-15 | Restricted hours (no more than 3 hours on school days, 18 hours per week during school); limited to non-hazardous jobs |
| Ages 16-17 | Fewer hour restrictions; broader job opportunities but still prohibited from hazardous occupations |
| Age 18+ | No federal restrictions based on age |
Note: State laws may be more restrictive than federal law. Always check your specific state requirements and consult legal counsel for compliance guidance.
Required training and documentation
OSHA requires employers to provide safety training using language employees understand. Documentation of training is essential – not just for compliance, but also to protect your business in the event of an injury.
Age certificates or work permits may be required in some states. Regular safety check-ins should be documented, particularly during the first weeks and months of employment.
☑️ The bottom line: Compliance isn’t about avoiding fines. It’s about creating a framework that keeps young employees safe.
How to create effective safety training for inexperienced employees: 4 tips
Standard safety training may be sufficient for experienced hires, but young employees require a different approach. Here’s how to build onboarding that protects your newest team members.
1. Start with the absolute basics
Don’t assume any prior knowledge about workplace safety. Cover the fundamentals:
- Proper lifting techniques
- When to ask for help
- How to report hazards
- What to do in an emergency
Explain the reasoning behind safety rules, not just the rules themselves. “Start from zero,” Mattes advised. “Teach them how to recognize a hazard. Explain what ‘lifting with your legs‘ actually means and why it matters.”
Creating written safety policies helps ensure consistency across all your training.
📍 Read next: 8 Must-Have Safety Policies and How to Enforce Them >
2. Make training hands-on and interactive
Demonstrate proper techniques, then have employees practice with supervision. Use real equipment and realistic scenarios. Provide immediate feedback and correction. Hands-on training through realistic practice environments helps employees build muscle memory and confidence before they encounter real workplace situations.
➡️ Here’s an example: Instead of just telling a young restaurant employee “be careful with the slicer,” show them proper hand placement, demonstrate the safety features, watch them use it with supervision, and explain real scenarios where injuries occur. Let them practice multiple times before working independently.
3. Assign mentors or buddies
Pair young employees with experienced team members who model safe practices. This creates a go-to person for questions without fear of judgment. Mentors help young employees learn workplace culture and unwritten safety norms while providing ongoing support beyond initial training.
Choose mentors carefully. The best fits are those who consistently follow safety protocols and have patience for teaching, not necessarily your highest performers.
“A good mentor relationship can make all the difference,” Mattes said. “Young employees need someone they can ask ‘dumb questions’ without feeling judged.”
4. Check understanding, don’t just check boxes
Ask young employees to explain procedures back to you in their own words. Observe them performing tasks before allowing independent work. Create opportunities for questions in private settings where they won’t feel embarrassed.
Documentation matters, but it’s not a substitute for verification. Having a signed training form doesn’t mean the employee actually understands and can safely perform the task.
New hire onboarding sets the foundation for long-term safety success, especially for employees with no prior work experience.
Creating a culture where young employees feel safe speaking up
Even the best training falls short if young employees don’t feel comfortable raising safety concerns. Here’s how to build a culture that encourages questions and concerns.
Normalize questions and concerns
Explicitly tell young employees that asking questions is expected and valued. Respond positively when team members identify hazards or admit confusion. Share stories of near misses that were prevented by someone speaking up.
“Create an environment where ‘I don’t know’ or ‘I’m not comfortable doing that’ are acceptable responses,” Mattes emphasized. “Young employees need explicit permission to admit uncertainty. Otherwise, they’ll fake it – and that’s when injuries happen.”
Building this type of open communication requires intentional effort to create a strong safety culture where every employee feels responsible for workplace safety.
Make reporting easy and consequence-free
Establish multiple channels for reporting concerns: direct supervisor, safety committee, and anonymous options. Respond to every concern seriously, even if it seems minor to experienced team members. Recognize and thank employees who identify safety issues.
When an employee reports a concern, treat it as a success – not an inconvenience.
Model the behavior you want to see
Leaders and experienced employees should follow every safety protocol, every time. Verbalize your own safety thinking: “I’m going to grab a dolly for this instead of carrying it.” Stop work immediately when you spot a hazard.
☑️ The bottom line: Your youngest employees are watching how everyone else behaves. If they see corners being cut or safety rules ignored by veterans, they’ll assume it’s acceptable – or even expected.
Special considerations for seasonal and temporary young employees
High turnover and compressed timelines make seasonal hiring especially challenging for safety. Young seasonal employees often start work with minimal training and leave before they’ve fully learned safe practices.
- Streamline onboarding: Create a condensed but comprehensive safety orientation that covers essential hazards and procedures in the first shift. Use checklists to ensure nothing critical gets skipped in the rush.
- Assign experienced mentors: Pair each seasonal employee with a year-round team member who can provide immediate feedback and answer questions. This creates accountability and helps new hires learn faster.
- Document everything: Keep detailed records of all training, even for short-term employees. This protects your business legally and ensures consistency across your seasonal workforce.
📍 Read next: Temporary Employees: Keeping Seasonal Team Members Safe on the Job >
Protect your youngest team members with the right safety foundation
Young employees bring valuable energy and fresh perspectives to your team. Building safety programs for a multigenerational workforce requires adapting your approach to different experience levels and learning styles.
With intentional training, clear expectations, and a culture that encourages questions, you can protect both your newest employees and your business.
At MEM, our in-house safety consultants work closely with policyholders to review onboarding processes and develop training programs tailored to employees of all experience levels.
Looking for ready-to-use training materials? Explore MEM’s safety resource library for checklists, sample policies, and training guides.
Frequently asked questions: protecting young employees
Federal law allows employment starting at age 14 for most non-agricultural work, though some states set different minimum ages. Employees under 16 face significant hour restrictions (no more than 3 hours on school days, 18 hours weekly during school) and are limited to non-hazardous jobs. Those ages 16-17 can work more hours but remain prohibited from hazardous occupations like operating power equipment or working at heights. Check your state’s specific requirements, as they may be more restrictive than federal law.
There’s no one-size-fits-all answer, as training length depends on job complexity and hazards involved. However, plan for more extensive initial training than you would provide experienced hires – often double the time. The key isn’t duration but comprehension. Training should continue until the employee can demonstrate proper techniques and explain safety procedures in their own words.
Address it immediately and directly. Experienced employees who cut corners or ignore safety protocols undermine all your training efforts, especially with impressionable young team members. Have a private conversation explaining the impact of their behavior, and if the issue persists, implement progressive discipline. Your youngest employees are watching – make it clear that safety rules apply to everyone, regardless of seniority.
Yes. Food service, retail, agriculture, construction, and manufacturing typically see higher injury rates among young employees. Food service involves sharp equipment, hot surfaces, and slippery floors. Retail often includes heavy lifting and ladder use. These industries should implement particularly robust training programs and supervision for young team members.
Ask them to demonstrate, not just confirm. Have them show you proper technique while explaining what they’re doing and why. Ask scenario-based questions: “What would you do if…?” or “Why do we require…?” If they can’t explain the reasoning behind a safety rule, they don’t truly understand it. Watch for non-verbal cues – hesitation or avoiding eye contact might signal they’re uncomfortable but won’t admit it.
Legal requirements vary by state. Some require work permits that involve parental consent, while others don’t. Regardless of legal requirements, it’s good practice to communicate with parents of minor employees about job duties, schedule, and safety protocols. This helps parents understand what their child will be doing and creates an additional layer of oversight.
If an injury happens and you’ve documented thorough training, proper supervision, and compliance with age-related restrictions, you’ve taken reasonable steps to fulfill your duty of care. Workers compensation insurance covers medical costs and lost wages regardless of fault. However, inadequate training, lack of supervision, or assigning prohibited tasks to minors can expose you to additional liability beyond standard work comp coverage.
Schedule formal check-ins weekly for the first month, then bi-weekly through the first quarter. These don’t need to be lengthy – even brief conversations where you ask about challenges, observe them working, and answer questions help significantly. Beyond scheduled check-ins, maintain an open-door policy where young employees can raise concerns anytime.