{"id":"qld:sl-2016-0137","name":"Child Employment Regulation 2016","slug":"child-employment-regulation-2016","collection":"regulation","jurisdiction":"qld","status":"in_force","isInForce":true,"actNumber":"137 of 2016","makingDate":null,"administeringDepartment":null,"currentVersion":{"id":175011,"registerId":"qld-qld:sl-2016-0137-current","compilationNumber":null,"startDate":"2026-04-05","status":"InForce","reasons":null,"registeredAt":null},"sections":[{"sectionNumber":"pt.1","sectionType":"part","heading":"Preliminary","content":"# Preliminary","sortOrder":0},{"sectionNumber":"sec.1","sectionType":"section","heading":"Short title","content":"### sec.1 Short title\n\nThis regulation may be cited as the Child Employment Regulation 2016 .","sortOrder":1},{"sectionNumber":"sec.2","sectionType":"section","heading":"Commencement","content":"### sec.2 Commencement\n\nThis regulation commences on 1 September 2016.","sortOrder":2},{"sectionNumber":"sec.3","sectionType":"section","heading":"Dictionary","content":"### sec.3 Dictionary\n\nThe dictionary in schedule 3 defines particular words used in this regulation.","sortOrder":3},{"sectionNumber":"pt.2","sectionType":"part","heading":"General provisions for work performed by children","content":"# General provisions for work performed by children","sortOrder":4},{"sectionNumber":"pt.2-div.1","sectionType":"division","heading":"General restrictions on children working","content":"## General restrictions on children working","sortOrder":5},{"sectionNumber":"sec.4","sectionType":"section","heading":"Restrictions on work for children under 13 years","content":"### sec.4 Restrictions on work for children under 13 years\n\nGenerally, for section 9 (1) of the Act , an employer must not require or permit a child under 13 years to do any work.\nHowever, a child of any age may do volunteer work or work in the entertainment industry.\nAlso, a child who is at least 11 years may do delivery work.\nA special circumstances certificate may provide an exception to requirements under this section. See, however, section 9 (5) of the Act .\n(sec.4-ssec.1) Generally, for section 9 (1) of the Act , an employer must not require or permit a child under 13 years to do any work.\n(sec.4-ssec.2) However, a child of any age may do volunteer work or work in the entertainment industry.\n(sec.4-ssec.3) Also, a child who is at least 11 years may do delivery work.","sortOrder":6},{"sectionNumber":"pt.2-div.2","sectionType":"division","heading":"General restrictions on working hours for children","content":"## General restrictions on working hours for children","sortOrder":7},{"sectionNumber":"sec.5","sectionType":"section","heading":"Purpose of division","content":"### sec.5 Purpose of division\n\nThis division states, for section 9 (3) of the Act , when a child may not work.\nA special circumstances certificate may provide an exception to requirements under this division. See, however, section 9 (5) of the Act .","sortOrder":8},{"sectionNumber":"sec.6","sectionType":"section","heading":"Application of division","content":"### sec.6 Application of division\n\nThis division does not apply in relation to work done by a child—\nthat is work in the entertainment industry; or\nSee part 3 , divisions 2 and 3 for provisions about restrictions on the working hours for a child in the entertainment industry.\nin a family business.\n- (a) that is work in the entertainment industry; or Note— See part 3 , divisions 2 and 3 for provisions about restrictions on the working hours for a child in the entertainment industry.\n- (b) in a family business.","sortOrder":9},{"sectionNumber":"sec.7","sectionType":"section","heading":"Prohibited working hours","content":"### sec.7 Prohibited working hours\n\nA school-aged or young child may not work between 10.p.m. and 6.a.m.\nA child who is 11 or 12 years may not do delivery work between 6.p.m. and 6.a.m.\n(sec.7-ssec.1) A school-aged or young child may not work between 10.p.m. and 6.a.m.\n(sec.7-ssec.2) A child who is 11 or 12 years may not do delivery work between 6.p.m. and 6.a.m.","sortOrder":10},{"sectionNumber":"sec.8","sectionType":"section","heading":"Working hours for young children","content":"### sec.8 Working hours for young children\n\nA young child may not work if—\nthe child has already worked 12 hours during a week; or\nthe child has already worked 4 hours during a day; or\nthe child has already worked for the same employer for a period of time that ended within the previous 12 hours.\n(sec.8-ssec) A young child may not work if— the child has already worked 12 hours during a week; or the child has already worked 4 hours during a day; or the child has already worked for the same employer for a period of time that ended within the previous 12 hours.\n- (a) the child has already worked 12 hours during a week; or\n- (b) the child has already worked 4 hours during a day; or\n- (c) the child has already worked for the same employer for a period of time that ended within the previous 12 hours.","sortOrder":11},{"sectionNumber":"sec.9","sectionType":"section","heading":"Working hours for school-aged children","content":"### sec.9 Working hours for school-aged children\n\nA school-aged child may not work if—\nit is a school week and the child has already worked 12 hours during the week; or\nit is a week that is not a school week and the child has already worked 38 hours during the week; or\nit is a school day and the child has already worked 4 hours on the day; or\nit is a day that is not a school day and the child has already worked 8 hours on the day; or\nthe child has already worked for the same employer for a period of time that ended within the previous 12 hours.\nUnless a relevant industrial instrument provides otherwise, a school-aged child may not continue to work on a particular day if—\nthe child has worked 4 consecutive hours on the day and not had at least 1 hour rest at the end of the fourth hour; or\nthe child has already worked for a period of time on the day.\nIn this section—\nschool day means a day on which the school-aged child is required to attend school.\nschool week means a week, starting on a Sunday, during which the school-aged child is required to attend school.\n(sec.9-ssec.1) A school-aged child may not work if— it is a school week and the child has already worked 12 hours during the week; or it is a week that is not a school week and the child has already worked 38 hours during the week; or it is a school day and the child has already worked 4 hours on the day; or it is a day that is not a school day and the child has already worked 8 hours on the day; or the child has already worked for the same employer for a period of time that ended within the previous 12 hours.\n(sec.9-ssec.2) Unless a relevant industrial instrument provides otherwise, a school-aged child may not continue to work on a particular day if— the child has worked 4 consecutive hours on the day and not had at least 1 hour rest at the end of the fourth hour; or the child has already worked for a period of time on the day.\n(sec.9-ssec.3) In this section— school day means a day on which the school-aged child is required to attend school. school week means a week, starting on a Sunday, during which the school-aged child is required to attend school.\n- (a) it is a school week and the child has already worked 12 hours during the week; or\n- (b) it is a week that is not a school week and the child has already worked 38 hours during the week; or\n- (c) it is a school day and the child has already worked 4 hours on the day; or\n- (d) it is a day that is not a school day and the child has already worked 8 hours on the day; or\n- (e) the child has already worked for the same employer for a period of time that ended within the previous 12 hours.\n- (a) the child has worked 4 consecutive hours on the day and not had at least 1 hour rest at the end of the fourth hour; or\n- (b) the child has already worked for a period of time on the day.","sortOrder":12},{"sectionNumber":"sec.10","sectionType":"section","heading":"Calculating hours worked","content":"### sec.10 Calculating hours worked\n\nFor the purpose of calculating the hours worked by a school-aged or young child during a particular period, the hours worked by the child for any employer during the period must be counted.\n(sec.10-ssec) For the purpose of calculating the hours worked by a school-aged or young child during a particular period, the hours worked by the child for any employer during the period must be counted.","sortOrder":13},{"sectionNumber":"pt.2-div.3","sectionType":"division","heading":"Supervision","content":"## Supervision","sortOrder":14},{"sectionNumber":"sec.11","sectionType":"section","heading":"Supervision","content":"### sec.11 Supervision\n\nThis section applies while a school-aged or young child does—\ndelivery work; or\nwork that involves the exchange of money.\nFor section 9 (6) of the Act , the prescribed way for the employer to supervise the child for the work is to ensure an adult is near the child and in regular contact with the child.\n(sec.11-ssec.1) This section applies while a school-aged or young child does— delivery work; or work that involves the exchange of money.\n(sec.11-ssec.2) For section 9 (6) of the Act , the prescribed way for the employer to supervise the child for the work is to ensure an adult is near the child and in regular contact with the child.\n- (a) delivery work; or\n- (b) work that involves the exchange of money.","sortOrder":15},{"sectionNumber":"pt.2-div.4","sectionType":"division","heading":"Working conditions related to children’s safety, health and wellbeing","content":"## Working conditions related to children’s safety, health and wellbeing","sortOrder":16},{"sectionNumber":"sec.12","sectionType":"section","heading":"Notice to parents","content":"### sec.12 Notice to parents\n\nThis section does not apply to—\nan employer of a child if the employer is a parent of the child; or\nan employer of a young child if the child works in the entertainment industry.\nIf a child is injured or becomes ill while at work and is no longer able to work, an employer of the child must ensure all reasonable steps are taken to notify a parent of the child about the injury or illness or, if it is not practicable to notify a parent, a nominated person for the child.\nMaximum penalty—40 penalty units.\n(sec.12-ssec.1) This section does not apply to— an employer of a child if the employer is a parent of the child; or an employer of a young child if the child works in the entertainment industry.\n(sec.12-ssec.2) If a child is injured or becomes ill while at work and is no longer able to work, an employer of the child must ensure all reasonable steps are taken to notify a parent of the child about the injury or illness or, if it is not practicable to notify a parent, a nominated person for the child. Maximum penalty—40 penalty units.\n- (a) an employer of a child if the employer is a parent of the child; or\n- (b) an employer of a young child if the child works in the entertainment industry.","sortOrder":17},{"sectionNumber":"sec.13","sectionType":"section","heading":"Protection against particular harm","content":"### sec.13 Protection against particular harm\n\nAn employer of a child must take reasonable steps to ensure the child is not subject to deliberate or unnecessary social isolation or any behaviour likely to intimidate, threaten, frighten or humiliate the child.\nMaximum penalty—40 penalty units.\n(sec.13-ssec) An employer of a child must take reasonable steps to ensure the child is not subject to deliberate or unnecessary social isolation or any behaviour likely to intimidate, threaten, frighten or humiliate the child. Maximum penalty—40 penalty units.","sortOrder":18},{"sectionNumber":"sec.14","sectionType":"section","heading":"Communication with parents","content":"### sec.14 Communication with parents\n\nAn employer of a child must take reasonable steps to ensure that, while the child is at work, the child is able to contact a parent or, if it is not practicable to contact a parent, a nominated person for the child.\nMaximum penalty—40 penalty units.\nAn employer of a child must, while the child is at work and if it is reasonable in the circumstances, allow the child to contact a parent or, if a parent can not be contacted, a nominated person for the child.\nMaximum penalty—40 penalty units.\n(sec.14-ssec.1) An employer of a child must take reasonable steps to ensure that, while the child is at work, the child is able to contact a parent or, if it is not practicable to contact a parent, a nominated person for the child. Maximum penalty—40 penalty units.\n(sec.14-ssec.2) An employer of a child must, while the child is at work and if it is reasonable in the circumstances, allow the child to contact a parent or, if a parent can not be contacted, a nominated person for the child. Maximum penalty—40 penalty units.","sortOrder":19},{"sectionNumber":"sec.15","sectionType":"section","heading":"Induction training","content":"### sec.15 Induction training\n\nAn employer of a child must ensure the child is given induction training appropriate to the child’s age, including workplace health and safety training.\nMaximum penalty—40 penalty units.\n(sec.15-ssec) An employer of a child must ensure the child is given induction training appropriate to the child’s age, including workplace health and safety training. Maximum penalty—40 penalty units.","sortOrder":20},{"sectionNumber":"pt.2-div.5","sectionType":"division","heading":"Other working conditions","content":"## Other working conditions","sortOrder":21},{"sectionNumber":"sec.16","sectionType":"section","heading":"Records to be kept","content":"### sec.16 Records to be kept\n\nAn employer of a child must keep a record about the child’s employment with the employer that includes the following information—\nthe full name, date of birth and address of the child;\nthe name, address and phone number of—\nthe employer; and\na parent of the child; and\na nominated person for the child;\nthe address of the child’s workplace;\nif the child is a school-aged or young child, particulars of the work done by the child, including—\nthe days and times when the child worked, including the time the child started work and the time the child finished work on a day; and\nthe rest periods for the child, including meal breaks;\nif the child is not a school-aged or young child—a copy of an identification document issued under an Act or by the child’s school showing the child’s date of birth;\npassport, birth certificate, school identification card\na copy of any of the following relevant to the child’s employment—\nspecial circumstances certificate;\nwork limitation notice;\nparent’s consent form.\nMaximum penalty—40 penalty units.\nThe employer must keep the record at the employer’s place of business for 2 years after the last day the child worked for the employer.\nMaximum penalty—40 penalty units.\nThis section applies in addition to the record-keeping requirements under the Industrial Relations Act 1999 .\n(sec.16-ssec.1) An employer of a child must keep a record about the child’s employment with the employer that includes the following information— the full name, date of birth and address of the child; the name, address and phone number of— the employer; and a parent of the child; and a nominated person for the child; the address of the child’s workplace; if the child is a school-aged or young child, particulars of the work done by the child, including— the days and times when the child worked, including the time the child started work and the time the child finished work on a day; and the rest periods for the child, including meal breaks; if the child is not a school-aged or young child—a copy of an identification document issued under an Act or by the child’s school showing the child’s date of birth; passport, birth certificate, school identification card a copy of any of the following relevant to the child’s employment— special circumstances certificate; work limitation notice; parent’s consent form. Maximum penalty—40 penalty units.\n(sec.16-ssec.2) The employer must keep the record at the employer’s place of business for 2 years after the last day the child worked for the employer. Maximum penalty—40 penalty units.\n(sec.16-ssec.3) This section applies in addition to the record-keeping requirements under the Industrial Relations Act 1999 .\n- (a) the full name, date of birth and address of the child;\n- (b) the name, address and phone number of— (i) the employer; and (ii) a parent of the child; and (iii) a nominated person for the child;\n- (i) the employer; and\n- (ii) a parent of the child; and\n- (iii) a nominated person for the child;\n- (c) the address of the child’s workplace;\n- (d) if the child is a school-aged or young child, particulars of the work done by the child, including— (i) the days and times when the child worked, including the time the child started work and the time the child finished work on a day; and (ii) the rest periods for the child, including meal breaks;\n- (i) the days and times when the child worked, including the time the child started work and the time the child finished work on a day; and\n- (ii) the rest periods for the child, including meal breaks;\n- (e) if the child is not a school-aged or young child—a copy of an identification document issued under an Act or by the child’s school showing the child’s date of birth; Examples— passport, birth certificate, school identification card\n- (f) a copy of any of the following relevant to the child’s employment— (i) special circumstances certificate; (ii) work limitation notice; (iii) parent’s consent form.\n- (i) special circumstances certificate;\n- (ii) work limitation notice;\n- (iii) parent’s consent form.\n- (i) the employer; and\n- (ii) a parent of the child; and\n- (iii) a nominated person for the child;\n- (i) the days and times when the child worked, including the time the child started work and the time the child finished work on a day; and\n- (ii) the rest periods for the child, including meal breaks;\n- (i) special circumstances certificate;\n- (ii) work limitation notice;\n- (iii) parent’s consent form.","sortOrder":22},{"sectionNumber":"sec.17","sectionType":"section","heading":"Child employment guide","content":"### sec.17 Child employment guide\n\nAn employer of a school-aged or young child must ensure a copy of the child employment guide is displayed conspicuously in the child’s workplace and can be easily accessed by the child to read.\nMaximum penalty—20 penalty units.\n(sec.17-ssec) An employer of a school-aged or young child must ensure a copy of the child employment guide is displayed conspicuously in the child’s workplace and can be easily accessed by the child to read. Maximum penalty—20 penalty units.","sortOrder":23},{"sectionNumber":"sec.18","sectionType":"section","heading":"Special circumstances certificate","content":"### sec.18 Special circumstances certificate\n\nAn application under section 12 of the Act for a special circumstances certificate must be made at least 21 days before the certificate is needed.\n(sec.18-ssec) An application under section 12 of the Act for a special circumstances certificate must be made at least 21 days before the certificate is needed.","sortOrder":24},{"sectionNumber":"pt.3","sectionType":"part","heading":"Provisions for work performed by children in entertainment industry","content":"# Provisions for work performed by children in entertainment industry","sortOrder":25},{"sectionNumber":"pt.3-div.1","sectionType":"division","heading":"Preliminary","content":"## Preliminary","sortOrder":26},{"sectionNumber":"sec.19","sectionType":"section","heading":"Application of part","content":"### sec.19 Application of part\n\nThis part applies in relation to a school-aged or young child working in the entertainment industry.\nThis part applies in addition to the requirements relating to school-aged or young children who work in the entertainment industry under part 2 , divisions 3 , 4 and 5 .\n(sec.19-ssec) This part applies in relation to a school-aged or young child working in the entertainment industry.","sortOrder":27},{"sectionNumber":"pt.3-div.2","sectionType":"division","heading":"General restrictions on children under 12 weeks working","content":"## General restrictions on children under 12 weeks working","sortOrder":28},{"sectionNumber":"sec.20","sectionType":"section","heading":"Purpose of division","content":"### sec.20 Purpose of division\n\nThis division states, for section 9 (1) (b) of the Act , when a child under 12 weeks is permitted to work in the entertainment industry.\n(sec.20-ssec) This division states, for section 9 (1) (b) of the Act , when a child under 12 weeks is permitted to work in the entertainment industry.","sortOrder":29},{"sectionNumber":"sec.21","sectionType":"section","heading":"Working 1 hour or less","content":"### sec.21 Working 1 hour or less\n\nA child who is under 12 weeks is permitted to work for 1 hour or less on a day if—\na parent of the child is present while the child is at work; and\nthe employer is satisfied on advice from a parent of the child that—\nthe child was born at full term and in good health; and\nthe child’s birth weight was at least 3 kilograms; and\nthe child has not had a health problem since birth; and\nthe child is feeding properly; and\nthe child’s weight gain from birth has been satisfactory.\n(sec.21-ssec) A child who is under 12 weeks is permitted to work for 1 hour or less on a day if— a parent of the child is present while the child is at work; and the employer is satisfied on advice from a parent of the child that— the child was born at full term and in good health; and the child’s birth weight was at least 3 kilograms; and the child has not had a health problem since birth; and the child is feeding properly; and the child’s weight gain from birth has been satisfactory.\n- (a) a parent of the child is present while the child is at work; and\n- (b) the employer is satisfied on advice from a parent of the child that— (i) the child was born at full term and in good health; and (ii) the child’s birth weight was at least 3 kilograms; and (iii) the child has not had a health problem since birth; and (iv) the child is feeding properly; and (v) the child’s weight gain from birth has been satisfactory.\n- (i) the child was born at full term and in good health; and\n- (ii) the child’s birth weight was at least 3 kilograms; and\n- (iii) the child has not had a health problem since birth; and\n- (iv) the child is feeding properly; and\n- (v) the child’s weight gain from birth has been satisfactory.\n- (i) the child was born at full term and in good health; and\n- (ii) the child’s birth weight was at least 3 kilograms; and\n- (iii) the child has not had a health problem since birth; and\n- (iv) the child is feeding properly; and\n- (v) the child’s weight gain from birth has been satisfactory.","sortOrder":30},{"sectionNumber":"sec.22","sectionType":"section","heading":"Working more than 1 hour","content":"### sec.22 Working more than 1 hour\n\nA child who is under 12 weeks is permitted to work for more than 1 hour on a day if—\na parent of the child, and a midwife or registered nurse, are present while the child is at work; and\nthe midwife or registered nurse advises the employer that the work environment is unlikely to distress the child and that the child is suitable to perform the work; and\nthe employer follows the advice of the midwife or registered nurse about the welfare of the child.\n(sec.22-ssec) A child who is under 12 weeks is permitted to work for more than 1 hour on a day if— a parent of the child, and a midwife or registered nurse, are present while the child is at work; and the midwife or registered nurse advises the employer that the work environment is unlikely to distress the child and that the child is suitable to perform the work; and the employer follows the advice of the midwife or registered nurse about the welfare of the child.\n- (a) a parent of the child, and a midwife or registered nurse, are present while the child is at work; and\n- (b) the midwife or registered nurse advises the employer that the work environment is unlikely to distress the child and that the child is suitable to perform the work; and\n- (c) the employer follows the advice of the midwife or registered nurse about the welfare of the child.","sortOrder":31},{"sectionNumber":"pt.3-div.3","sectionType":"division","heading":"General restrictions on working hours for school-aged or young children","content":"## General restrictions on working hours for school-aged or young children","sortOrder":32},{"sectionNumber":"sec.23","sectionType":"section","heading":"Purpose of division","content":"### sec.23 Purpose of division\n\nThis division states, for section 9 (3) of the Act , when a school-aged or young child may not work in the entertainment industry.\n(sec.23-ssec) This division states, for section 9 (3) of the Act , when a school-aged or young child may not work in the entertainment industry.","sortOrder":33},{"sectionNumber":"sec.24","sectionType":"section","heading":"Application of division","content":"### sec.24 Application of division\n\nThis division does not apply in relation to work done by a school-aged or young child in a family business.","sortOrder":34},{"sectionNumber":"sec.25","sectionType":"section","heading":"Working hours generally","content":"### sec.25 Working hours generally\n\nA school-aged or young child may not work if—\nfor a child who started work before 8a.m. on a day—the child has not been given at least 1 hour rest at the end of the fifth hour; or\nfor a child who started work between 8a.m. and 10a.m. on a day—the child has not been given at least 1 hour rest starting before 1p.m. on the day; or\nfor a child under 13 years who has worked for 50 minutes—the child has not been given at least 10 minutes rest, unless the child is starting a rest period under paragraph (a) or (b) ; or\nthe child has already worked for the same employer for a period of time that ended within the previous 12 hours; or\nif it is a school day and the child is required to attend school for at least 3 hours—the child has already worked for 4 hours on the day; or\nif, in the previous 7 days, the total of the following is more than 40 hours—\nthe hours the child has worked for any employer;\nthe hours the child is required to attend school, including the hours (if any) the child is required to participate in an external program under the Education (General Provisions) Act 2006 .\nUnder the Education (General Provisions) Act 2006 , schedule 4 , external program is defined to include a program under arrangements approved under section 182 or 183 of that Act, including programs under flexible arrangements.\nAlso, if a child has worked for an employer for a period of time on a particular day, the child may not work again for the employer on the day unless—\nthe child left work to attend school; and\nthe child works for the employer for only 1 further period of time on the day.\n(sec.25-ssec.1) A school-aged or young child may not work if— for a child who started work before 8a.m. on a day—the child has not been given at least 1 hour rest at the end of the fifth hour; or for a child who started work between 8a.m. and 10a.m. on a day—the child has not been given at least 1 hour rest starting before 1p.m. on the day; or for a child under 13 years who has worked for 50 minutes—the child has not been given at least 10 minutes rest, unless the child is starting a rest period under paragraph (a) or (b) ; or the child has already worked for the same employer for a period of time that ended within the previous 12 hours; or if it is a school day and the child is required to attend school for at least 3 hours—the child has already worked for 4 hours on the day; or if, in the previous 7 days, the total of the following is more than 40 hours— the hours the child has worked for any employer; the hours the child is required to attend school, including the hours (if any) the child is required to participate in an external program under the Education (General Provisions) Act 2006 . Under the Education (General Provisions) Act 2006 , schedule 4 , external program is defined to include a program under arrangements approved under section 182 or 183 of that Act, including programs under flexible arrangements.\n(sec.25-ssec.2) Also, if a child has worked for an employer for a period of time on a particular day, the child may not work again for the employer on the day unless— the child left work to attend school; and the child works for the employer for only 1 further period of time on the day.\n- (a) for a child who started work before 8a.m. on a day—the child has not been given at least 1 hour rest at the end of the fifth hour; or\n- (b) for a child who started work between 8a.m. and 10a.m. on a day—the child has not been given at least 1 hour rest starting before 1p.m. on the day; or\n- (c) for a child under 13 years who has worked for 50 minutes—the child has not been given at least 10 minutes rest, unless the child is starting a rest period under paragraph (a) or (b) ; or\n- (d) the child has already worked for the same employer for a period of time that ended within the previous 12 hours; or\n- (e) if it is a school day and the child is required to attend school for at least 3 hours—the child has already worked for 4 hours on the day; or\n- (f) if, in the previous 7 days, the total of the following is more than 40 hours— (i) the hours the child has worked for any employer; (ii) the hours the child is required to attend school, including the hours (if any) the child is required to participate in an external program under the Education (General Provisions) Act 2006 . Note— Under the Education (General Provisions) Act 2006 , schedule 4 , external program is defined to include a program under arrangements approved under section 182 or 183 of that Act, including programs under flexible arrangements.\n- (i) the hours the child has worked for any employer;\n- (ii) the hours the child is required to attend school, including the hours (if any) the child is required to participate in an external program under the Education (General Provisions) Act 2006 . Note— Under the Education (General Provisions) Act 2006 , schedule 4 , external program is defined to include a program under arrangements approved under section 182 or 183 of that Act, including programs under flexible arrangements.\n- (i) the hours the child has worked for any employer;\n- (ii) the hours the child is required to attend school, including the hours (if any) the child is required to participate in an external program under the Education (General Provisions) Act 2006 . Note— Under the Education (General Provisions) Act 2006 , schedule 4 , external program is defined to include a program under arrangements approved under section 182 or 183 of that Act, including programs under flexible arrangements.\n- (a) the child left work to attend school; and\n- (b) the child works for the employer for only 1 further period of time on the day.","sortOrder":35},{"sectionNumber":"sec.26","sectionType":"section","heading":"Working hours in recorded entertainment","content":"### sec.26 Working hours in recorded entertainment\n\nA school-aged or young child may not work in recorded entertainment—\nafter 9p.m. on a day if the child is required to attend school before 9a.m. on the next day; or\noutside the hours during which a child may work stated in schedule 1 , column 2 for the child’s age group; or\nif the child has worked for the maximum working hours for a day stated in schedule 1 , column 3 for the child’s age group; or\nif, in the previous 7 days, the child has worked on the maximum number of days a child may work in a 7 day period stated in schedule 1 , column 4 for the child’s age group.\nIn this section—\nage group , for a child, means the age group stated in schedule 1 , column 1 that corresponds to the child’s age.\n(sec.26-ssec.1) A school-aged or young child may not work in recorded entertainment— after 9p.m. on a day if the child is required to attend school before 9a.m. on the next day; or outside the hours during which a child may work stated in schedule 1 , column 2 for the child’s age group; or if the child has worked for the maximum working hours for a day stated in schedule 1 , column 3 for the child’s age group; or if, in the previous 7 days, the child has worked on the maximum number of days a child may work in a 7 day period stated in schedule 1 , column 4 for the child’s age group.\n(sec.26-ssec.2) In this section— age group , for a child, means the age group stated in schedule 1 , column 1 that corresponds to the child’s age.\n- (a) after 9p.m. on a day if the child is required to attend school before 9a.m. on the next day; or\n- (b) outside the hours during which a child may work stated in schedule 1 , column 2 for the child’s age group; or\n- (c) if the child has worked for the maximum working hours for a day stated in schedule 1 , column 3 for the child’s age group; or\n- (d) if, in the previous 7 days, the child has worked on the maximum number of days a child may work in a 7 day period stated in schedule 1 , column 4 for the child’s age group.","sortOrder":36},{"sectionNumber":"sec.27","sectionType":"section","heading":"Working hours in live entertainment","content":"### sec.27 Working hours in live entertainment\n\nA school-aged or young child may not work in live entertainment—\noutside the hours during which a child may work stated in schedule 2 , column 2 for the child’s age group; or\nif the child has worked for the maximum working hours for a day stated in schedule 2 , column 3 for the child’s age group; or\nif, in the previous 7 days, the child has worked on the maximum number of days a child may work in a 7 day period stated in schedule 2 , column 4 for the child’s age group.\nIn this section—\nage group , for a child, means the age group stated in schedule 2 , column 1 that corresponds to the child’s age.\n(sec.27-ssec.1) A school-aged or young child may not work in live entertainment— outside the hours during which a child may work stated in schedule 2 , column 2 for the child’s age group; or if the child has worked for the maximum working hours for a day stated in schedule 2 , column 3 for the child’s age group; or if, in the previous 7 days, the child has worked on the maximum number of days a child may work in a 7 day period stated in schedule 2 , column 4 for the child’s age group.\n(sec.27-ssec.2) In this section— age group , for a child, means the age group stated in schedule 2 , column 1 that corresponds to the child’s age.\n- (a) outside the hours during which a child may work stated in schedule 2 , column 2 for the child’s age group; or\n- (b) if the child has worked for the maximum working hours for a day stated in schedule 2 , column 3 for the child’s age group; or\n- (c) if, in the previous 7 days, the child has worked on the maximum number of days a child may work in a 7 day period stated in schedule 2 , column 4 for the child’s age group.","sortOrder":37},{"sectionNumber":"sec.28","sectionType":"section","heading":"Calculating hours worked","content":"### sec.28 Calculating hours worked\n\nFor the purpose of calculating the hours worked by a child under this division, the following must be counted—\nthe time the child is at work, other than a rest period for the child under section 25 (1) (a) and (b) ; and\nif the child spent more than 45 minutes travelling from home to a workplace—the time starting 45 minutes after the child left home and ending when the child arrived at the place; and\nif the child spent more than 45 minutes travelling from the day’s final workplace to home—the time starting 45 minutes after the child left the place and ending when the child arrived home; and\nif the employer brings the child to a workplace—the time starting when the child arrives at the place and ending when the child starts work; and\nif the employer takes the child home from a workplace—the time starting when the child finishes work and ending when the child starts the journey home.\n(sec.28-ssec) For the purpose of calculating the hours worked by a child under this division, the following must be counted— the time the child is at work, other than a rest period for the child under section 25 (1) (a) and (b) ; and if the child spent more than 45 minutes travelling from home to a workplace—the time starting 45 minutes after the child left home and ending when the child arrived at the place; and if the child spent more than 45 minutes travelling from the day’s final workplace to home—the time starting 45 minutes after the child left the place and ending when the child arrived home; and if the employer brings the child to a workplace—the time starting when the child arrives at the place and ending when the child starts work; and if the employer takes the child home from a workplace—the time starting when the child finishes work and ending when the child starts the journey home.\n- (a) the time the child is at work, other than a rest period for the child under section 25 (1) (a) and (b) ; and\n- (b) if the child spent more than 45 minutes travelling from home to a workplace—the time starting 45 minutes after the child left home and ending when the child arrived at the place; and\n- (c) if the child spent more than 45 minutes travelling from the day’s final workplace to home—the time starting 45 minutes after the child left the place and ending when the child arrived home; and\n- (d) if the employer brings the child to a workplace—the time starting when the child arrives at the place and ending when the child starts work; and\n- (e) if the employer takes the child home from a workplace—the time starting when the child finishes work and ending when the child starts the journey home.","sortOrder":38},{"sectionNumber":"pt.3-div.4","sectionType":"division","heading":"Supervision","content":"## Supervision","sortOrder":39},{"sectionNumber":"sec.29","sectionType":"section","heading":"Meaning of supervisor","content":"### sec.29 Meaning of supervisor\n\nA supervisor , for a child aged 6 years to 15 years, is—\na parent of the child; or\na person who holds a certificate III level education and care qualification or approved diploma level education and care qualification under the Education and Care Services Regulation 2013 .\nA supervisor , for a child under 6 years, is—\na person mentioned in subsection (1) ; or\na registered nurse; or\na midwife.\n(sec.29-ssec.1) A supervisor , for a child aged 6 years to 15 years, is— a parent of the child; or a person who holds a certificate III level education and care qualification or approved diploma level education and care qualification under the Education and Care Services Regulation 2013 .\n(sec.29-ssec.2) A supervisor , for a child under 6 years, is— a person mentioned in subsection (1) ; or a registered nurse; or a midwife.\n- (a) a parent of the child; or\n- (b) a person who holds a certificate III level education and care qualification or approved diploma level education and care qualification under the Education and Care Services Regulation 2013 .\n- (a) a person mentioned in subsection (1) ; or\n- (b) a registered nurse; or\n- (c) a midwife.","sortOrder":40},{"sectionNumber":"sec.30","sectionType":"section","heading":"Supervisor to child ratios","content":"### sec.30 Supervisor to child ratios\n\nFor section 9 (6) of the Act , this section prescribes the ways for an employer of a school-aged or young child to supervise the child.\nThe child is to be directly supervised by at least the following number of supervisors—\nif the child is under 3 years—1 supervisor for every 2 children under 3 years;\nfor 1 child under 3 years there must be at least 1 supervisor directly supervising the child\nfor 3 children under 3 years there must be at least 2 supervisors directly supervising the children\nif the child is a young child who is 3 years or over—1 supervisor for every 4 young children who are 3 years or over;\nif the child is a school-aged child—1 supervisor for every 8 school-aged children.\nFor working out the number of supervisors required under subsection (2) —\nif the number of children under 3 years is not a multiple of 2—the number is taken to be the next highest multiple of 2; and\nif the number of young children who are 3 years or over is not a multiple of 4—the number is taken to be the next highest multiple of 4; and\nif the number of school-aged children is not a multiple of 8—the number is taken to be the next highest multiple of 8.\n(sec.30-ssec.1) For section 9 (6) of the Act , this section prescribes the ways for an employer of a school-aged or young child to supervise the child.\n(sec.30-ssec.2) The child is to be directly supervised by at least the following number of supervisors— if the child is under 3 years—1 supervisor for every 2 children under 3 years; for 1 child under 3 years there must be at least 1 supervisor directly supervising the child for 3 children under 3 years there must be at least 2 supervisors directly supervising the children if the child is a young child who is 3 years or over—1 supervisor for every 4 young children who are 3 years or over; if the child is a school-aged child—1 supervisor for every 8 school-aged children.\n(sec.30-ssec.3) For working out the number of supervisors required under subsection (2) — if the number of children under 3 years is not a multiple of 2—the number is taken to be the next highest multiple of 2; and if the number of young children who are 3 years or over is not a multiple of 4—the number is taken to be the next highest multiple of 4; and if the number of school-aged children is not a multiple of 8—the number is taken to be the next highest multiple of 8.\n- (a) if the child is under 3 years—1 supervisor for every 2 children under 3 years; Examples— 1 for 1 child under 3 years there must be at least 1 supervisor directly supervising the child 2 for 3 children under 3 years there must be at least 2 supervisors directly supervising the children\n- 1 for 1 child under 3 years there must be at least 1 supervisor directly supervising the child\n- 2 for 3 children under 3 years there must be at least 2 supervisors directly supervising the children\n- (b) if the child is a young child who is 3 years or over—1 supervisor for every 4 young children who are 3 years or over;\n- (c) if the child is a school-aged child—1 supervisor for every 8 school-aged children.\n- 1 for 1 child under 3 years there must be at least 1 supervisor directly supervising the child\n- 2 for 3 children under 3 years there must be at least 2 supervisors directly supervising the children\n- (a) if the number of children under 3 years is not a multiple of 2—the number is taken to be the next highest multiple of 2; and\n- (b) if the number of young children who are 3 years or over is not a multiple of 4—the number is taken to be the next highest multiple of 4; and\n- (c) if the number of school-aged children is not a multiple of 8—the number is taken to be the next highest multiple of 8.","sortOrder":41},{"sectionNumber":"pt.3-div.5","sectionType":"division","heading":"Working conditions related to children’s safety, health and wellbeing","content":"## Working conditions related to children’s safety, health and wellbeing","sortOrder":42},{"sectionNumber":"sec.31","sectionType":"section","heading":"Notice to parents","content":"### sec.31 Notice to parents\n\nThis section does not apply to an employer of a school-aged or young child if the employer is a parent of the child.\nAn employer of a young child must ensure that, if the child is injured or becomes ill while at work, all reasonable steps are taken to notify a parent of the child or, if a parent can not be notified, a nominated person for the child.\nMaximum penalty—40 penalty units.\nIf an employer of a young child knows, or reasonably ought to know, the child has been exposed to a contagious medical condition while at work, the employer must ensure all reasonable steps are taken to notify a parent of the child or, if a parent can not be notified, a nominated person for the child.\nMaximum penalty—40 penalty units.\n(sec.31-ssec.1) This section does not apply to an employer of a school-aged or young child if the employer is a parent of the child.\n(sec.31-ssec.2) An employer of a young child must ensure that, if the child is injured or becomes ill while at work, all reasonable steps are taken to notify a parent of the child or, if a parent can not be notified, a nominated person for the child. Maximum penalty—40 penalty units.\n(sec.31-ssec.3) If an employer of a young child knows, or reasonably ought to know, the child has been exposed to a contagious medical condition while at work, the employer must ensure all reasonable steps are taken to notify a parent of the child or, if a parent can not be notified, a nominated person for the child. Maximum penalty—40 penalty units.","sortOrder":43},{"sectionNumber":"sec.32","sectionType":"section","heading":"Access for parents","content":"### sec.32 Access for parents\n\nAn employer of a school-aged or young child must allow a parent of the child to be at the child’s workplace while the child is at work.\nMaximum penalty—40 penalty units.\nAn employer does not commit an offence against subsection (1) if the employer excludes a parent of a school-aged or young child from an area of the workplace where the child is working, or from contacting the child directly, if—\nthe parent is excluded for a limited time; and\nthe reason for excluding the parent is—\nto ensure the employer’s production is not disrupted; or\nto protect the health and safety of a person in the workplace.\nSubsection (2) does not apply if a parent is present under section 8A (2) (c) or 8C (3) (c) of the Act .\n(sec.32-ssec.1) An employer of a school-aged or young child must allow a parent of the child to be at the child’s workplace while the child is at work. Maximum penalty—40 penalty units.\n(sec.32-ssec.2) An employer does not commit an offence against subsection (1) if the employer excludes a parent of a school-aged or young child from an area of the workplace where the child is working, or from contacting the child directly, if— the parent is excluded for a limited time; and the reason for excluding the parent is— to ensure the employer’s production is not disrupted; or to protect the health and safety of a person in the workplace.\n(sec.32-ssec.3) Subsection (2) does not apply if a parent is present under section 8A (2) (c) or 8C (3) (c) of the Act .\n- (a) the parent is excluded for a limited time; and\n- (b) the reason for excluding the parent is— (i) to ensure the employer’s production is not disrupted; or (ii) to protect the health and safety of a person in the workplace.\n- (i) to ensure the employer’s production is not disrupted; or\n- (ii) to protect the health and safety of a person in the workplace.\n- (i) to ensure the employer’s production is not disrupted; or\n- (ii) to protect the health and safety of a person in the workplace.","sortOrder":44},{"sectionNumber":"sec.33","sectionType":"section","heading":"Engaging teachers","content":"### sec.33 Engaging teachers\n\nThis section applies if—\nan arrangement has been approved for a school-aged child under the Education (General Provisions) Act 2006 , section 182 or 183 ; and\nunder the arrangement—\na registered teacher must provide a program to the child; and\nthe hours when the program must be provided are during a period of time when the child is to work for an employer.\nThe employer of the child must not require or permit the child to work unless—\nthe employer engages a qualified teacher to provide the program during the program hours; and\nthe employer provides an area and facilities that the qualified teacher reasonably considers are needed to provide the program.\nMaximum penalty—40 penalty units.\nIn this section—\nqualified teacher means a registered teacher who is able to provide the program.\nregistered teacher means a registered teacher under the Education (Queensland College of Teachers) Act 2005 .\n(sec.33-ssec.1) This section applies if— an arrangement has been approved for a school-aged child under the Education (General Provisions) Act 2006 , section 182 or 183 ; and under the arrangement— a registered teacher must provide a program to the child; and the hours when the program must be provided are during a period of time when the child is to work for an employer.\n(sec.33-ssec.2) The employer of the child must not require or permit the child to work unless— the employer engages a qualified teacher to provide the program during the program hours; and the employer provides an area and facilities that the qualified teacher reasonably considers are needed to provide the program. Maximum penalty—40 penalty units.\n(sec.33-ssec.3) In this section— qualified teacher means a registered teacher who is able to provide the program. registered teacher means a registered teacher under the Education (Queensland College of Teachers) Act 2005 .\n- (a) an arrangement has been approved for a school-aged child under the Education (General Provisions) Act 2006 , section 182 or 183 ; and\n- (b) under the arrangement— (i) a registered teacher must provide a program to the child; and (ii) the hours when the program must be provided are during a period of time when the child is to work for an employer.\n- (i) a registered teacher must provide a program to the child; and\n- (ii) the hours when the program must be provided are during a period of time when the child is to work for an employer.\n- (i) a registered teacher must provide a program to the child; and\n- (ii) the hours when the program must be provided are during a period of time when the child is to work for an employer.\n- (a) the employer engages a qualified teacher to provide the program during the program hours; and\n- (b) the employer provides an area and facilities that the qualified teacher reasonably considers are needed to provide the program.","sortOrder":45},{"sectionNumber":"sec.34","sectionType":"section","heading":"Exposure of children under 12 weeks to particular harm","content":"### sec.34 Exposure of children under 12 weeks to particular harm\n\nAn employer of a child who is under 12 weeks must ensure the child is not—\nexposed to harmful lights; or\nexposed to cosmetics that may cause irritation or be contaminated; or\nexposed to, or touched by, a person the employer knows, or reasonably ought to know, has a contagious medical condition that can be transmitted by touch.\n(sec.34-ssec) An employer of a child who is under 12 weeks must ensure the child is not— exposed to harmful lights; or exposed to cosmetics that may cause irritation or be contaminated; or exposed to, or touched by, a person the employer knows, or reasonably ought to know, has a contagious medical condition that can be transmitted by touch.\n- (a) exposed to harmful lights; or\n- (b) exposed to cosmetics that may cause irritation or be contaminated; or\n- (c) exposed to, or touched by, a person the employer knows, or reasonably ought to know, has a contagious medical condition that can be transmitted by touch.","sortOrder":46},{"sectionNumber":"sec.35","sectionType":"section","heading":"Illness or injury","content":"### sec.35 Illness or injury\n\nAn employer must not require or permit a school-aged or young child to work if the employer knows, or reasonably ought to know, the child is injured or ill, and is not able to work.\nMaximum penalty—40 penalty units.\nAn employer must not require or permit a school-aged or young child to work if the employer knows, or reasonably ought to know, the child has been exposed to a contagious medical condition.\nMaximum penalty—40 penalty units.\n(sec.35-ssec.1) An employer must not require or permit a school-aged or young child to work if the employer knows, or reasonably ought to know, the child is injured or ill, and is not able to work. Maximum penalty—40 penalty units.\n(sec.35-ssec.2) An employer must not require or permit a school-aged or young child to work if the employer knows, or reasonably ought to know, the child has been exposed to a contagious medical condition. Maximum penalty—40 penalty units.","sortOrder":47},{"sectionNumber":"sec.36","sectionType":"section","heading":"Leaving a workplace—children under 13 years","content":"### sec.36 Leaving a workplace—children under 13 years\n\nAn employer of a child under 13 years must take reasonable steps to ensure the child does not leave the child’s workplace unless the child is in the care of a parent or an authorised person.\nMaximum penalty—40 penalty units.\n(sec.36-ssec) An employer of a child under 13 years must take reasonable steps to ensure the child does not leave the child’s workplace unless the child is in the care of a parent or an authorised person. Maximum penalty—40 penalty units.","sortOrder":48},{"sectionNumber":"sec.37","sectionType":"section","heading":"Leaving a workplace—children 13 years or older","content":"### sec.37 Leaving a workplace—children 13 years or older\n\nAn employer of a school-aged child who is 13 years or older must take reasonable steps to ensure the child does not leave the child’s workplace unless—\nthe child is in the care of a parent or an authorised person; or\nall of the following apply—\nthe child’s home is less than 10km from the child’s workplace;\nthe child’s journey home will ordinarily have the child arriving home before 6p.m.;\nthe employer has taken reasonable steps to ensure the child starts the journey home within 30 minutes after the child finishes work; or\nall of the following apply—\na parent of the child has given the employer written consent to allow the child to travel home alone;\nthe child’s journey will ordinarily have the child arriving home before 8:30p.m.;\nthe employer has taken reasonable steps to ensure the child starts the journey home within 30 minutes after the child finishes work.\nMaximum penalty—40 penalty units.\n(sec.37-ssec) An employer of a school-aged child who is 13 years or older must take reasonable steps to ensure the child does not leave the child’s workplace unless— the child is in the care of a parent or an authorised person; or all of the following apply— the child’s home is less than 10km from the child’s workplace; the child’s journey home will ordinarily have the child arriving home before 6p.m.; the employer has taken reasonable steps to ensure the child starts the journey home within 30 minutes after the child finishes work; or all of the following apply— a parent of the child has given the employer written consent to allow the child to travel home alone; the child’s journey will ordinarily have the child arriving home before 8:30p.m.; the employer has taken reasonable steps to ensure the child starts the journey home within 30 minutes after the child finishes work.\n- (a) the child is in the care of a parent or an authorised person; or\n- (b) all of the following apply— (i) the child’s home is less than 10km from the child’s workplace; (ii) the child’s journey home will ordinarily have the child arriving home before 6p.m.; (iii) the employer has taken reasonable steps to ensure the child starts the journey home within 30 minutes after the child finishes work; or\n- (i) the child’s home is less than 10km from the child’s workplace;\n- (ii) the child’s journey home will ordinarily have the child arriving home before 6p.m.;\n- (iii) the employer has taken reasonable steps to ensure the child starts the journey home within 30 minutes after the child finishes work; or\n- (c) all of the following apply— (i) a parent of the child has given the employer written consent to allow the child to travel home alone; (ii) the child’s journey will ordinarily have the child arriving home before 8:30p.m.; (iii) the employer has taken reasonable steps to ensure the child starts the journey home within 30 minutes after the child finishes work.\n- (i) a parent of the child has given the employer written consent to allow the child to travel home alone;\n- (ii) the child’s journey will ordinarily have the child arriving home before 8:30p.m.;\n- (iii) the employer has taken reasonable steps to ensure the child starts the journey home within 30 minutes after the child finishes work.\n- (i) the child’s home is less than 10km from the child’s workplace;\n- (ii) the child’s journey home will ordinarily have the child arriving home before 6p.m.;\n- (iii) the employer has taken reasonable steps to ensure the child starts the journey home within 30 minutes after the child finishes work; or\n- (i) a parent of the child has given the employer written consent to allow the child to travel home alone;\n- (ii) the child’s journey will ordinarily have the child arriving home before 8:30p.m.;\n- (iii) the employer has taken reasonable steps to ensure the child starts the journey home within 30 minutes after the child finishes work.","sortOrder":49},{"sectionNumber":"pt.3-div.6","sectionType":"division","heading":"Other working conditions","content":"## Other working conditions","sortOrder":50},{"sectionNumber":"sec.38","sectionType":"section","heading":"Application of division","content":"### sec.38 Application of division\n\nThis division applies to an employer of a school-aged or young child.","sortOrder":51},{"sectionNumber":"sec.39","sectionType":"section","heading":"Child employment guide","content":"### sec.39 Child employment guide\n\nThis section does not apply to an employer of a child if the employer is a parent of the child.\nThe employer must ensure the following are given to a parent of the child—\ninformation about the child employment guide;\nif requested by the parent—a copy of the guide.\nMaximum penalty for subsection (2) —20 penalty units.\n(sec.39-ssec.1) This section does not apply to an employer of a child if the employer is a parent of the child.\n(sec.39-ssec.2) The employer must ensure the following are given to a parent of the child— information about the child employment guide; if requested by the parent—a copy of the guide. Maximum penalty for subsection (2) —20 penalty units.\n- (a) information about the child employment guide;\n- (b) if requested by the parent—a copy of the guide.","sortOrder":52},{"sectionNumber":"sec.40","sectionType":"section","heading":"Food and drink","content":"### sec.40 Food and drink\n\nThe employer must provide the child with safe drinking water at all times and provide food and beverages appropriate to the needs of the child on a regular basis while the child is at work.\nMaximum penalty—40 penalty units.\nThe employer must ensure food or beverages provided for the child are nutritious, adequate in quantity and chosen having regard to the child’s age, culture, dietary requirements and taste.\nMaximum penalty—40 penalty units.\n(sec.40-ssec.1) The employer must provide the child with safe drinking water at all times and provide food and beverages appropriate to the needs of the child on a regular basis while the child is at work. Maximum penalty—40 penalty units.\n(sec.40-ssec.2) The employer must ensure food or beverages provided for the child are nutritious, adequate in quantity and chosen having regard to the child’s age, culture, dietary requirements and taste. Maximum penalty—40 penalty units.","sortOrder":53},{"sectionNumber":"sec.41","sectionType":"section","heading":"Protection from weather","content":"### sec.41 Protection from weather\n\nThe employer must ensure the child is adequately clothed and protected from illness or injury caused by the weather.\nsunburn\nMaximum penalty—40 penalty units.\n(sec.41-ssec) The employer must ensure the child is adequately clothed and protected from illness or injury caused by the weather. sunburn Maximum penalty—40 penalty units.","sortOrder":54},{"sectionNumber":"sec.42","sectionType":"section","heading":"Dressing facilities","content":"### sec.42 Dressing facilities\n\nThe employer must provide adequate and appropriate changing facilities for the child to use while at work that allow the child to change clothes in private.\nMaximum penalty—40 penalty units.\n(sec.42-ssec) The employer must provide adequate and appropriate changing facilities for the child to use while at work that allow the child to change clothes in private. Maximum penalty—40 penalty units.","sortOrder":55},{"sectionNumber":"sec.43","sectionType":"section","heading":"Rest facilities","content":"### sec.43 Rest facilities\n\nThe employer must provide adequate and appropriate rest facilities for the child to use while at work that take into account the child’s age and development needs.\nMaximum penalty—40 penalty units.\n(sec.43-ssec) The employer must provide adequate and appropriate rest facilities for the child to use while at work that take into account the child’s age and development needs. Maximum penalty—40 penalty units.","sortOrder":56},{"sectionNumber":"sec.44","sectionType":"section","heading":"Recreational materials","content":"### sec.44 Recreational materials\n\nThe employer must provide adequate and appropriate recreational materials for the child to use while at work that take into account the child’s age and development needs.\nMaximum penalty—40 penalty units.\n(sec.44-ssec) The employer must provide adequate and appropriate recreational materials for the child to use while at work that take into account the child’s age and development needs. Maximum penalty—40 penalty units.","sortOrder":57},{"sectionNumber":"sec.45","sectionType":"section","heading":"Accommodation","content":"### sec.45 Accommodation\n\nThis section applies if the employer requires the child to be away from home for 1 or more nights.\nThe employer must provide, and pay for, appropriate accommodation for the child while the employer requires the child to be away from home.\nMaximum penalty—40 penalty units.\nThe employer must provide, and pay for, appropriate accommodation for a parent of the child while the employer requires the child to be away from home if—\nthe parent asks the employer to provide, and pay for, the accommodation; and\nthe parent accompanies the child.\nMaximum penalty—40 penalty units.\n(sec.45-ssec.1) This section applies if the employer requires the child to be away from home for 1 or more nights.\n(sec.45-ssec.2) The employer must provide, and pay for, appropriate accommodation for the child while the employer requires the child to be away from home. Maximum penalty—40 penalty units.\n(sec.45-ssec.3) The employer must provide, and pay for, appropriate accommodation for a parent of the child while the employer requires the child to be away from home if— the parent asks the employer to provide, and pay for, the accommodation; and the parent accompanies the child. Maximum penalty—40 penalty units.\n- (a) the parent asks the employer to provide, and pay for, the accommodation; and\n- (b) the parent accompanies the child.","sortOrder":58},{"sectionNumber":"sec.46","sectionType":"section","heading":"Records to be kept","content":"### sec.46 Records to be kept\n\nThe employer must keep a record about the child that includes the following information—\nparticulars of any medical conditions or allergies suffered by the child;\nparticulars of any medical needs of the child;\nparticulars of any dietary needs of the child;\nthe name, address and phone number of an authorised person;\nthe address of the child’s workplace or, if there is no address, particulars of the workplace to ensure it can be located.\nMaximum penalty—40 penalty units.\nThe employer must keep the record at the employer’s place of business for 2 years after the last day the child worked for the employer.\n(sec.46-ssec.1) The employer must keep a record about the child that includes the following information— particulars of any medical conditions or allergies suffered by the child; particulars of any medical needs of the child; particulars of any dietary needs of the child; the name, address and phone number of an authorised person; the address of the child’s workplace or, if there is no address, particulars of the workplace to ensure it can be located. Maximum penalty—40 penalty units.\n(sec.46-ssec.2) The employer must keep the record at the employer’s place of business for 2 years after the last day the child worked for the employer.\n- (a) particulars of any medical conditions or allergies suffered by the child;\n- (b) particulars of any medical needs of the child;\n- (c) particulars of any dietary needs of the child;\n- (d) the name, address and phone number of an authorised person;\n- (e) the address of the child’s workplace or, if there is no address, particulars of the workplace to ensure it can be located.","sortOrder":59},{"sectionNumber":"pt.4","sectionType":"part","heading":"Repeal","content":"# Repeal","sortOrder":60},{"sectionNumber":"sec.47","sectionType":"section","heading":"Repeal","content":"### sec.47 Repeal\n\nThe Child Employment Regulation 2006 SL No. 143 is repealed.\n(sec.47-ssec) The Child Employment Regulation 2006 SL No. 143 is repealed.","sortOrder":61}],"analysis":{"flash_summary_failed":{"failed":true,"reason":"Unauthenticated. Configure AI_GATEWAY_API_KEY or use a provider module. Learn more: https://ai-sdk.dev/unauthenticated-ai-gateway","source":"analysis-cron"},"summary":{"complexity_score":7,"scope_assessment":{"changed":false,"description":"The regulation appears to stay true to its core purpose of implementing the parent Child Employment Act's requirements in detail. It is a consolidation and update of the 2006 regulation, not an expansion into new policy territory. The entertainment industry provisions are more detailed than general employment rules, but this reflects the unique risks of that sector rather than scope creep."},"complexity_factors":["Multiple overlapping categories of children (young children, school-aged children, children under 13, children under 12 weeks, children by specific age brackets) each with different rules","Two parallel regulatory regimes — one for general employment and a separate, more detailed one for the entertainment industry — which interact with each other","Working hours calculations involve multiple variables simultaneously (time of day, school vs non-school day/week, hours per day, hours per week, gaps between shifts, cumulative hours across multiple employers)","Cross-references to several other Acts and regulations (the parent Child Employment Act, Industrial Relations Act 1999, Education (General Provisions) Act 2006, Education and Care Services Regulation 2013, Education (Queensland College of Teachers) Act 2005)","Schedules 1 and 2 (not reproduced in the text) contain additional age-group tables for entertainment industry hours that must be read alongside sections 26 and 27","Special circumstances certificates can override many provisions, adding a conditional layer to almost every rule","Entertainment industry travel time counting rules (section 28) introduce a non-obvious calculation method for 'hours worked'","Supervision ratio rounding-up rules (section 30) require mathematical computation to determine compliance","Different obligations apply depending on whether the employer is also a parent of the child"],"plain_english_summary":"This Queensland regulation—effective 1 Sept 2016—sets mandatory rules for when, how long and under what conditions children may work, with stricter safeguards for the entertainment industry. \n\nIt applies to employers, parents/guardians and child workers, imposing duties on hours, safety, supervision, recordkeeping and parental access; breaches carry fines. The aim is to prevent exploitation and harm while allowing lawful child employment."},"flash_summary":{"complexity_score":7,"scope_assessment":{"changed":true,"description":"This instrument repeals the Child Employment Regulation 2006 (sec 47) and replaces it with detailed, consolidated rules setting age-based prohibitions and exemptions, working-hour calculations, supervision qualifications and ratios, welfare and parental-access obligations, record-keeping duties, entertainment-industry specific limits, and specified penalties for employers (see parts 2–3 and schedules)."},"complexity_factors":["Multiple age categories (under 13, 11–12 delivery, young child, school-aged child, children under 12 weeks) with different rules (secs 4, 7, 8, 9, 21–22).","Different hour limits depending on school day/week status, recorded vs live entertainment, plus schedules specifying hours, daily maxima and days-per-week maxima (secs 9, 26–27; schedules 1–2).","Numerous conditional exceptions and interfaces: entertainment industry carve-outs, family business exemption, volunteer work, special circumstances certificates and work limitation notices (secs 6, 4, 18).","Detailed supervision rules including who qualifies as a supervisor and fixed supervisor:child ratios with rounding rules (secs 29–30).","Prescriptive welfare and logistical obligations (induction, food, rest, clothing, changing/rest facilities, accommodation, parental access) with monetary penalties (secs 12–15, 31–46).","Record-keeping requirements (content, retention period, employer location) and overlap with other record obligations under the Industrial Relations Act 1999 (secs 16, 46).","Complex calculations of hours worked that include travel time, time at workplace (excluding certain rest), and cross-counting work for multiple employers (secs 10, 28).","Multiple offences attracting civil penalties (typically up to 40 penalty units) and employer discretions tied to professional advice (midwife/registered nurse) or parent statements (secs 21–22, 31, 35).","Cross-references to other statutes and instruments (the Act, Education (General Provisions) Act 2006, Education and Care Services Regulation 2013, Industrial Relations Act 1999) creating external dependencies (multiple sections).","Repeal of the prior Child Employment Regulation 2006, indicating a consolidated replacement instrument (sec 47)."],"plain_english_summary":"This regulation sets age-based limits on who may work and when, prescribes working-hour caps, supervision ratios, welfare measures (food, rest, accommodation), parental access and record-keeping, and detailed rules for children working in the entertainment industry. Employers carry the compliance costs and face penalties for breaches; parents have access and consent rights. Limited exceptions exist (medical advice, special-circumstances certificates, family business or volunteer work)."},"kimi_summary":{"content_quality":"ok","complexity_score":6,"scope_assessment":{"changed":false,"description":"The regulation appears to maintain its original scope of regulating child employment with specific attention to the entertainment industry. While detailed, the provisions align with the stated purpose of protecting children's safety, health and wellbeing while working. The structure follows the standard approach of setting general restrictions then industry-specific rules."},"complexity_factors":["Multiple overlapping categories of children: 'young child' (under school age), 'school-aged child' (school age but under 16), and general age brackets (under 13, 11-12, under 12 weeks, under 3, 3+, 6-15, 13+)","Extensive cross-referencing to parent Act (Child Employment Act) and other legislation including Education (General Provisions) Act 2006, Education and Care Services Regulation 2013, and Education (Queensland College of Teachers) Act 2005","Dual regimes: general employment rules (Part 2) and entertainment industry rules (Part 3) with different hour limits, supervision requirements, and conditions","Complex conditional logic in hour calculations: different limits for school weeks vs non-school weeks, school days vs non-school days, consecutive hours worked, and 12-hour rest periods between shifts","Entertainment industry hours depend on external schedules (Schedules 1 and 2) not provided in the text, requiring reference to age-group tables","Nested exceptions throughout: e.g., section 6 excludes entertainment and family businesses from general hour restrictions; section 32 allows parents to be excluded from workplace only if limited time and for specific reasons","Special circumstances certificates create a discretionary override mechanism referenced multiple times but not fully defined in this instrument","Travel time calculations for entertainment work involve multiple conditions (45-minute thresholds, employer transport vs self-travel)","Supervision ratios require mathematical rounding up to nearest multiples (2, 4, 8)","Multiple penalty unit amounts (20 vs 40) depending on the offence"],"plain_english_summary":"This regulation sets the rules for employing children in Queensland, covering everything from paper runs to Hollywood films.\n\n**Who it affects:**\n- **Employers** who hire anyone under 16 (or under 18 if they're still in school)\n- **Parents** of working children\n- **Children** doing paid work, especially in entertainment (TV, film, theatre, modelling)\n\n**What it does:**\n\n**Age limits and exceptions**\n- Generally, kids under 13 can't work at all\n- Exceptions: volunteer work, entertainment industry jobs, and delivery work (like paper runs) for kids 11 and up\n- Babies under 12 weeks can work in entertainment only under strict medical conditions\n\n**Working hours**\n- No night work between 10pm and 6am for school-aged kids\n- Delivery kids (11-12) can't work between 6pm and 6am\n- Young kids (under school age): max 4 hours/day, 12 hours/week\n- School kids: max 4 hours on school days, 8 hours on non-school days, 12 hours/week during school term, 38 hours/week in holidays\n- Must have 12 hours break between shifts for the same employer\n- Entertainment industry has its own complex schedule based on age groups (found in attached schedules)\n\n**Entertainment industry special rules**\n- Strict supervision ratios: 1 adult per 2 babies, 1 per 4 preschoolers, 1 per 8 school kids\n- Parents must be allowed on set (though can be excluded briefly for production or safety reasons)\n- Special rules for calculating work time include travel time if over 45 minutes\n- Teachers must be provided if filming during school hours under flexible education arrangements\n\n**Safety and wellbeing**\n- Employers must notify parents immediately if child is injured or ill\n- Kids must be able to contact parents while at work\n- No bullying, intimidation, or deliberate isolation allowed\n- Age-appropriate safety training required\n- Special protections for newborns: no harsh lights, contaminated makeup, or contact with contagious people\n\n**Record keeping**\n- Employers must keep detailed records for 2 years including: child's details, parent contact info, work hours, rest breaks, and copies of any permits\n- Entertainment employers must also record medical conditions, dietary needs, and workplace addresses\n\n**Penalties**\n- Most breaches carry a maximum penalty of 40 penalty units (roughly $5,000-$6,000 depending on the year)\n- Some lesser offences are 20 penalty units\n\n**Why it matters:**\nThis regulation balances allowing children to gain work experience (and help family businesses) with protecting them from exploitation, fatigue, and unsafe conditions. The entertainment industry sections are particularly detailed because of the unique risks and irregular hours in film and TV production."},"issue_detection":{"absurdities":[],"contradictions":[]}},"importantCases":[],"_links":{"self":"/api/acts/child-employment-regulation-2016","history":"/api/acts/child-employment-regulation-2016/history","analysis":"/api/acts/child-employment-regulation-2016/analysis","conflicts":"/api/acts/child-employment-regulation-2016/conflicts","importantCases":"/api/acts/child-employment-regulation-2016/important-cases","documents":"/api/acts/child-employment-regulation-2016/documents"}}