You may have to resort to summer jobs to cope with the influx of tourists, a temporary increase in your activity or quite simply to replace your employees who have gone on paid leave. Whatever the case, it will then be essential for you to master the rules that will apply to the young people you will welcome into your company.
A minimum age to respect
In principle, you cannot recruit a young person under the age of 16. However, provided you obtain the agreement of his legal representative and the prior authorization of the labor inspectorate, you have the possibility of employing a young person over the age of 14 and under the age of 16 to carry out work light and suitable for his age during part of his school holidays. But be careful, this period of work must not exceed half of his vacation, i.e. one month of work at most for 2 months of vacation.
A formal contract
Regardless of the length of their stay in your company, young people recruited for a summer job must sign a fixed-term employment contract. A contract which must specify, in particular, the reason for its signature (temporary increase in activity, replacement of an absent employee, etc.), its term or its minimum duration as well as the workstation concerned.
Clarification: the conclusion of an employment contract with a minor presupposes the agreement of his legal representative.
Remuneration based on minimum wage
Your young recruit is normally entitled to the same remuneration that would be allocated to an employee with an equivalent qualification (diploma, experience, etc.) hired on a permanent contract to perform the same function. Knowing that this remuneration cannot be lower than the Smic or the minimum salary fixed by your collective agreement.
Unless there is a more favorable provision in your collective agreement, a reduction in the minimum wage is however provided for young people under 18: 20% for young people under 17 and 10% for those aged 17 to 18. A reduction that does not apply to young people who have 6 months of practice in your professional branch.
Namely: the advantages granted to other employees of the company, such as meal vouchers or the payment of transport costs, also benefit young people recruited for the summer.
Appropriate working conditions
Young people under 18 cannot work more than 8 hours a day (7 hours for those under 16), nor more than 35 hours a week. And you must give them at least 30 consecutive minutes of break, when their daily working time exceeds 4 hours 30.
As for night work, that is to say work carried out between 10 p.m. and 6 a.m. (between 8 p.m. and 6 a.m. for those under 16), it is, in principle, prohibited for minors.
Important: if you recruit a minor, you must give him, before he takes up his post, an information and prevention visit carried out by a health professional from your prevention and occupational health service.