Essential Guide: Child Actor Labor Laws

Hiring child actors

Hiring child actors isn’t drastically different from hiring adult talent—you’re still looking to bring the part to life by landing the right performer for the role. But there are key legal and logistical differences every producer should understand before bringing a minor on set.

First, consider the age of your performer and what that means for your production schedule. Remember that according to child actor labor laws, a child actor’s age directly determines how long they can work. For example, infants under six months old can only be on set for a maximum of 20 minutes per day, while school-aged children are typically limited from three to six hours of work depending on their age. 

These restrictions can significantly impact your production schedule and should be factored in early during casting.

Second, keep in mind that you’re not just casting a kid—you’re also casting their parents.

Every child actor must be accompanied by a responsible adult, and that person will be present with them at all times. A supportive parent can be an asset to the production, while a difficult one can introduce delays or create unnecessary tension on set. 

Understanding this dynamic upfront can save you time and stress down the line.

Securing child actor permits

After you’ve made your final casting decision, it’s time to lock in your young talent. This means it’s also time to get your pre-production paperwork in order.

Your first order of business is to check whether your child actor has an up-to-date work permit. All minors working in entertainment are required to have an active work permit, which must be renewed regularly depending on the state’s child actor labor laws. 

Technically, the minor’s work permit is his or her parent’s responsibility, but it’s in your best interest to understand their situation, particularly if the parent is new to the entertainment industry.

If you're casting very young children—particularly infants—you should make sure to research minimum pay requirements as dictated by child actor labor laws in your state. Even if the role is considered “unpaid”—for instance, if a parent volunteers an infant on an indie shoot—the state may still require the child receive compensation, especially if the footage is used commercially.

Productions themselves must also apply for a permit to employ minors. 

This process varies by region, but generally includes submitting an application to the state labor department, along with proof of a current workers’ compensation insurance policy. In California, the employer permit must be renewed any time your workers’ comp policy is updated or changed. 

For more on child actor labor laws in California, the state’s Department of Industrial Relations offers a helpful summary chart of hours, documentation, and restrictions based on a child’s age. 

For productions shooting elsewhere, consult the Department of Labor’s state-by-state breakdown.

Setting up a Coogan Account

If your production is hiring minors in California, New York, Louisiana, New Mexico, or Illinois, you’re legally required to ensure a portion of each child actor’s earnings is protected through a Coogan Account.

Named after 1920s child star Jackie Coogan, the Coogan Law mandates that 15% of a minor’s gross earnings must be deposited into a trust account that cannot be accessed until they reach legal adulthood. This trust, often referred to as a Coogan Account, is managed by the child’s parent or guardian but cannot be withdrawn from until the child turns 18.

To stay compliant with Coogan laws, producers should request proof of the child’s Coogan Account before filming begins, as payment into the account must happen promptly. Once the minor is paid, 15% of their gross earnings must be deposited into the Coogan Account within 15 business days. 

To make the process easier, producers should coordinate with their payroll provider to automate deductions for each pay period. Wrapbook is built from the ground up to handle this seamlessly, ensuring that the correct percentage is withheld and deposited on time.

Signing a talent contract

After you’ve got your permits and Coogan accounts squared away, you may or may not still be dealing with the granddaddy of all paperwork challenges: the Talent Contract.

Unlike adults, minors lack the legal “competence” to enter into binding contracts, which means they can legally walk away from a talent agreement at any time without facing consequences. Parents or guardians can provide consent, but under most state laws, they can't enforce employment contracts on the child’s behalf.

However, according to child labor laws in California, there is a way to prevent your production from being held hostage by the whims of a single child actor. Known as“judicial approval” or “court approval of contracts,” California courts have created a process by which a minor’s right to disaffirm a contract can be suspended.

Essentially, a producer can file a petition and supporting documents—including a copy of the negotiated contract and a signed statement from the child’s parent or legal guardian—that the court then takes under consideration. If the court finds that the contract is fair, a judge will sign an order approving the contract and removing the minor’s right to disaffirm it.

If you’re working outside California, check your state’s laws. Some offer similar court-approval mechanisms, though they may not be as well-established. In all cases, it’s wise to consult an entertainment attorney to walk you through the process and ensure everything is buttoned up before cameras roll.

On-set child actor labor laws

The keys to successfully dealing with child actor labor laws during physical production can be broken down into three basic categories: safety, timing, and documentation. 

On set, your 1st and 2nd ADs will shoulder most of the responsibilities, but it’s in your interest as a producer to act as a supervisor and facilitator for the big-picture tasks within each category.

Safety

Safety should always be the top priority on set. 

Minors must be supervised at all times on set, and they should have a separate, quiet area to rest or study when not filming. If the child is under school age, this space may be managed by their parent or guardian; for older children, a studio teacher is often present to act as both tutor and welfare advocate. 

It’s also good practice to inform the crew whenever a child is on set and consider adjusting the pace of work during their scenes to maintain a calmer environment.

Timing

Child labor laws don’t just limit how long a minor can be on set—they also dictate how that time is divided between work, school, and rest. The specific breakdown depends on several factors, including the child’s age, the production’s location, and whether the project is union or non-union.

In most major production states like California and New York, the law requires that each workday for a school-aged minor include time set aside for education and rest in addition to on-camera work. 

For example, in California, a 10-year-old on a union shoot might be allowed on set for up to nine hours, but only five of those hours can be spent working. Three hours must be dedicated to school, and one to rest or recreation. Infants under six months, on the other hand, are limited to just 20 minutes on set—regardless of production type.

These limits are enforced by a combination of state labor regulations, and on union productions, SAG-AFTRA's Young Performer guidelines. 

If you're filming outside a major production hub, be aware that state laws vary. It’s important to research local rules in advance using resources like the U.S. Department of Labor’s entertainment labor law map and consult with legal or payroll experts to ensure compliance.

Documentation

When it comes to paperwork, only a few forms are mandated—but each one is critical—and keeping extras on file is a smart insurance policy for your production.

On SAG-AFTRA shoots, the key document is the Exhibit G, which tracks each actor’s daily work hours, school time, and rest periods. For child actors, this form must be signed by the studio teacher at the end of each production day. Minor timecards should also be clearly marked with a “K” to distinguish child actors from the adult cast.

In addition, you should make sure that all permits—both the child’s individual work permit and the production’s permit to employ minors—are easily accessible on set. These may be requested by union reps, labor inspectors, or studio teachers at any time.

Etiquette

Following the letter of the law is important but so is treating your young performers with basic respect, empathy, and care. Kids are still developing emotionally and socially, and how they’re treated on set can leave a lasting impact.

Keep language age-appropriate, avoid exposing minors to violent or mature content unless absolutely necessary—and approved by a parent—and give them space to speak up or ask questions. 

We’ve all heard horror stories of child actors who face addictions and mental health struggles in their later years. These diseases are complex, but by running your set in a child-friendly manner, you can make sure that you’re contributing to a culture of safety that will pay healthy emotional dividends in the future.

Hiring studio teachers for child actors

Some states’ child actor labor laws dictate that when a minor is on set, the production must hire what is known as a studio teacher. 

In California, studio teachers are required on all sets employing minors, regardless of whether school hours are being missed. They must hold both a valid California teaching credential and a Studio Teacher certification. At least one must be present whenever a minor is working, receiving schooling, or resting on set—and they’re legally authorized to stop production if a child’s safety or schedule is being compromised. 

New York has similar requirements: a certified teacher must be provided for school-aged minors who are missing classroom time to perform. Teachers must follow the state’s education standards and coordinate with the child’s school to ensure continuity.

In other states, the rules vary. Some jurisdictions, like Texas or Georgia, don’t specifically require a studio teacher, but do require that the child’s education continue uninterrupted if school is missed for filming. In many of these cases, especially on union shoots, hiring a studio teacher is the most straightforward way to stay compliant and avoid confusion.

Studio teachers don’t just handle schoolwork. They also help enforce work-hour limits, monitor rest periods, and look out for the child’s overall well-being.

Why not ask the teacher?

If you’re ever unsure how long a minor can be on set, or what their school obligations are, or have any other curveball questions, the studio teacher is your best resource.

For instance, when a minor needs to obtain a homeschool work permit, California’s child actor laws can quickly become difficult to navigate for a producer. In that situation, details could easily get lost in the confusion, potentially causing a permit catastrophe.

The solution? Ask an expert. Ask the studio teacher.

Post-production & beyond

Just because principal photography has wrapped doesn’t mean your responsibilities to a child actor are over. Post-production activities, such as ADR sessions, promotional appearances, or reshoots, still fall under the same labor laws that applied during filming. That means any additional work will need to follow the same rules around permits, working hours, supervision, and studio teachers.

If your production includes union talent or plans for theatrical or wide release, you may also be responsible for reporting residuals or royalties paid to the child. 

In most cases, 15% of those payments must be deposited into the minor’s Coogan Account, even if the earnings are disbursed months or years after the shoot. This requirement remains in effect until the child turns 18.

You should also keep in mind that you may have to bear some extra financial burden when it comes to certain post-production activities. Re-shoots, pick-ups, ADR and even press events are all going to cost just a little bit extra when working with child actors, due to costs associated with parents, studio teachers, and time limits.

Wrapping up

For a producer, child actor labor laws mean more work and higher costs. Dealing with them can be difficult and time consuming, but the extra work you put in now can make the difference between a chaotic experience and a safe, professional set that respects everyone involved.

Protections vary from state to state, so it’s essential to do your homework before cameras roll. But with the right preparation, the right paperwork, and the right partners, compliance doesn’t have to be complicated.

Wrapbook helps production teams navigate these rules with confidence. From automating Coogan account payments to streamlining payroll processes, our platform is built to make compliance seamless, so you can focus on making something great.