Children are considered to be employed if they perform work regardless of whether there is any form of payment (monetary or otherwise) or reward or contract.
The Department's Chief Executive Officer (CEO) may issue a notice to the parent and/or employer to prohibit or limit the work of their child at a workplace where it is considered likely to be harmful to the child’s wellbeing, including their health and safety (s.193 of the Act) and provide a copy to the child and their employer (s.193(4) of the Act).
The decision to undertake an assessment regarding a child in employment must be approved by the Team Leader and endorsed District Director, Statewide Referral and Response Service (SRRS).
You must copy Part 7 of the Children and Community Services Act 2004 (the Act) and give a copy to each person who will be interviewed.
Form 407 - Notice to Prohibit or Place Limitations on the Employment of a Child or Children must be signed by a Director or above. You must consult with Legal and Business Services in this process to ensure it is legally correct. Lodge your request through the SharePoint Legal Request Form page (link in related resources). Complete the request form, attach required document using the 'Add Attachment' link, and select 'Legal Mailbox' button. Then use the drop down menu and select 'Yes' to 'Submit to Legal & Business Services' at the end of the form and save it to lodge the request.
A copy of the notice must be given or sent registered mail to the employer, child, and email@example.com
Where the Department becomes aware that a child has been employed in contravention of a notice, it must be reported to the Director, Legal and Compliance, or General Manager, Compliance at DMIRS directly by email or verbally. In all instances, cc firstname.lastname@example.org (or follow up with an email if contacting directly) in case of staff absences or changes. Refer to Contact details for Department of Mines, Industry Regulation and Safety (DMIRS) Compliance Unit in related resources for contacts.
The Act places a range of restrictions on where children under 18 years can be employed and the kind of work they can do. A child is considered to be employed when he or she is engaged to carry out work, whether or not they receive payment, or any other kind of reward (s.188 of the Act). A brief summary of the laws are as follows:
Children between 10 years to 13 years can be employed to deliver newspapers, pamphlets or advertising material between 6am and 7pm only, and they should be accompanied by a parent or an adult who has written permission from the child’s parent to accompany the child (s.191(3) of the Act).
With the written permission of a parent, children 13 years to 15 years can be employed to deliver newspapers, or work in a shop, retail outlet or restaurant, or collect trolleys from shops or retail outlets between 6am and 10pm (s.191(4) of the Act).
Children of any age may work:
Children of any age cannot be employed:
to perform in an indecent, obscene or pornographic manner in the course of participating in an entertainment or exhibition, or in the making of an advertisement (s.192 of the Act), or
in a place where the CEO considers that the work is harmful to the child’s wellbeing and health and safety. The CEO can issue a notice to the child’s parent and employer stopping the child from working or placing limits on what work the child is allowed to do (s.193 of the Act).
A child of compulsory school age must not be employed during the hours they are required to either attend school or take part in an educational program, except where there is a Notice of Arrangements or a school exemption (s.29 of the School Education Act 1999).
For further information, refer to the Employment of Children Laws - information sheet.
All general enquiries about the employment of children laws should be directed to the DMIRS' Wageline 1300 655 266, except where the concern is about the wellbeing of a child in a workplace.
All enquiries regarding the wellbeing or safety of a child in the workplace should be directed to the Central Intake Team on 1800 273 889. The child protection officer will consult with the Team Leader, and a decision will be made about the most appropriate response to the concern. The Team Leader will seek endorsement from the Diistrict Director SRRS.
A child safety investigation (CSI) for a child in employment involves assessing whether:
Child protection workers are authorised officers under the Act and will generally lead the assessment. They can use reasonable force and request a police officer or other person to accompany them if required. The relevant district office must be advised if the matter proceeds to a CSI and may be requested to assist in the initial assessment.
Legal and Compliance, DMIRS must be consulted to determine if they have a role in the assessment, including:
Where the parent’s details are known, they should be informed about the nature of the concern, the process involved in an assessment and their views sought on the child’s employment. The parent’s permission to interview the child must also be sought.
Depending on the nature of the concern, other agencies may also be involved, including the Western Australia Police Force (Licensing Enforcement) or the Department of Local Government, sport and Cultural Industries - Racing, Gaming and Liquor (regarding possible breaches of the Liquor Control Act 1988). An interagency strategy meeting may be appropriate to gather relevant information and plan actions to be taken.
Copies of Part 7 of the Act, must be given to each person interviewed at the place of employment.
The Department's authorised officers can interview the child and/or any person at the workplace or elsewhere. The person is required to answer and should be told that the penalty for refusing to answer or giving false or misleading information is a fine of up to $6,000 (s.195 of the Act).
The CSI should consider factors such as:
Where it is assessed that the child's immediate safety or wellbeing is in danger or that the work may be detrimental to his or her wellbeing, the child may be asked to leave work immediately until a decision about issuing a notice is made.
All decisions and case plans must be developed and documented in consultation with, and approved by, the Team Leader Central Intake Team. Approvals should be endorsed by the District Director SRRS.
The child's parents, the employer and the child should be contacted to discuss the Department's assessment and decision. The parents and/or the employer may voluntarily decide to terminate the child's employment or take other actions that change the child's work environment.
The Department should issue a notice where the decision is made to either prohibit or limit a child's employment (s193 of the Act) or employment of all children (s194A of the Act).
Wherever possible and appropriate, the referrer will be provided with a level of feedback, guided by the nature of the relationship of the referrer with the child and family and the referrer's ongoing involvement with the case.
Any breaches relating to offences under ss.190(1), 193(5), 194A(3), 194A(4) or 195(5) of the Act should be referred to Legal and Compliance, DMIRS for prosecution in the Industrial Magistrate’s Court.
Any breaches of ss.193(6) and 194 of the Act should be referred to the State Solicitors Office.
Any breaches of ss.192(1) and 192(2) should be referred to the Police, and
Any legal queries in relation to these matters should be referred to the Legal and Business Services. Submit your query through the SharePoint Request Form page. Complete the request form, attach required document using the 'Add Attachment' link, and select 'Legal Mailbox' button. Then use the drop down menu and select 'Yes' to 'Submit to Legal & Business Services' at the end of the form and save it to lodge the request.
The District Director SRRS should sign the completed Form 407 Notice to Prohibit or Limit the Employment of a Child Under Section 193(2) (notification to the child's parents) after consultation with Legal and Business Services to ensure that the document, and issuing the document, is legally correct. A copy for the child and his or her employers should also be prepared. The signed notices must be given, or sent by registered mail, to each party.
A copy of the notice should also be sent to email@example.com
Where there are ongoing support needs or protective concerns for the child or family, the case will be referred to the relevant district office.
The District Director SRRS should sign the completed Form 408 Notice to Prohibit or Limit the Employment of Children in a Particular Business or Place Under Section 194A(2) (notification to the employer) after consultation with legal and Business Services to ensure it is legally correct.
It must be given, or sent by registered mail, to the employer. The employer is required to give a copy of the notice to each child employed in the business or place at the time of receiving the notice.