619-342-8000There’s something undeniably exciting about your child landing their first job. It marks a major milestone—independence, responsibility, and the first taste of financial freedom. But as joyful as that moment can be, it’s also a time when your teen or young adult is especially vulnerable. First jobs are often held by young people who are eager to please, unfamiliar with their rights, and unsure of what constitutes appropriate workplace behavior.
As a parent, your involvement doesn’t end when they get hired. In fact, your role becomes even more important. You’re there to support, empower, and—if needed—intervene when something isn’t right. Unfortunately, some employers intentionally seek out young workers precisely because they believe they can take advantage of them.
Here’s what to look out for—and how to help your child navigate their first workplace safely and confidently.
1. Notice Who’s Being Hired
Take a moment to observe the workplace environment. Are most of the employees young girls? Is there a pattern of the employer hiring only teenage girls or young women? This could be a serious red flag.
While businesses often hire younger workers for entry-level jobs, an employer who consistently surrounds themselves with only young, inexperienced female employees might be doing so with ulterior motives. It could indicate that they’re seeking workers they perceive as easier to manipulate or less likely to question inappropriate behavior. This is especially concerning if there’s a power imbalance or signs of grooming behavior—such as excessive compliments, inappropriate jokes, or offers that feel “too good to be true.”
Trust your instincts. If something about the dynamic seems off, it probably is.
2. Ask About Their Hiring Paperwork, Employee Handbook, and Sexual Harassment Prevention Training.
A legitimate job should come with basic employment documentation. If your child wasn’t asked to fill out a W-2 form (or in California, a DE 4 form for state taxes), that’s a concern.
Employers are legally required to collect this information to report wages and withhold taxes. If your child isn’t receiving regular pay stubs or is being paid in cash “under the table,” that employer is breaking the law—and likely cutting corners elsewhere too.
An employer willing to ignore payroll laws is showing a willingness to bypass protections that exist for your child’s benefit. This might mean not providing workers’ compensation insurance, ignoring safety regulations, or failing to report hours accurately. These are not just administrative oversights—they can be precursors to bigger violations, including sexual harassment and wage theft.
They should receive an employee handbook. Employee handbooks are not required by law in California. However, the Fair Employment and Housing Act (FEHA) requires that California employers with at least 5 employees distribute written harassment, discrimination, and retaliation prevention policies. It is important to read and keep all of these for future reference.
If they are employed in the state of California, and the company employs 5 or more employees, your child should receive sexual harassment prevention training. California law (Government Code section 12950.1) requires that all employers of 5 or more employees provide training to their employees regarding sexual harassment and abusive conduct prevention.
3. Be Wary of Early Recruitment Tactics
If your daughter was recruited while she was under 18, especially without a formal job application or interview process, this could be another red flag. Some employers specifically target minors or young adults because they may not fully understand their legal rights or feel empowered to push back when something feels wrong.
Pay attention to how the job was offered. Was your teen or young adult approached out of the blue—at school, on social media, or in a public place? Was there an urgency to start immediately, with minimal discussion of responsibilities, pay, or expectations? These could be signs of grooming behavior intended to create dependency or compliance before the teen knows what they’re agreeing to.
Remember, minors are entitled to special legal protections for a reason. They can’t legally consent to certain conditions or contracts, and they’re more susceptible to pressure and manipulation. As a parent, you have every right to question who is employing your child and how.
4. Encourage Open Communication
Sometimes the biggest red flag is simply a gut feeling—something your child can’t quite explain but knows doesn’t feel right. Maybe they’re uncomfortable with how a manager talks to them, or they’ve noticed that other employees have suddenly stopped showing up. Maybe they feel uneasy being left alone with someone after hours.
These feelings matter. Teach your child that their intuition is valid. If something feels off, they should speak up—first to you, and then, if necessary, to a trusted adult or legal advocate. Reassure them that being unsure doesn’t make them weak, dramatic, or disloyal. It makes them wise.
5. Know Their Rights—And Advocate for Them
Teens and young adults have the right to a safe, respectful workplace—regardless of age or experience. They have the right to:
- Be paid fairly and on time.
- Work in an environment free from harassment or discrimination.
- Say no to inappropriate requests.
- Take legally mandated breaks and work only the hours allowed by law.
- Speak up without fear of retaliation.
As a parent, you can help by staying informed, checking in regularly, and affirming that their safety and well-being come before any paycheck.
Final Thoughts
Your child’s first job should be a positive, empowering experience—not an introduction to exploitation. If something doesn’t feel right, don’t hesitate to ask questions or seek outside support. There is strength in listening to your gut and power in holding others accountable.
At the end of the day, the goal isn’t just to get your child working—it’s to help them understand that they have employee rights and deserve to work in a safe environment free from harassment and discrimination.
