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Employing children in entertainment

There are industry specific requirements and a mandatory code of practice for employing a child under 15 in entertainment.

Online learning module

Our online learning module can help you understand the requirements of Victoria’s child employment laws.

On this page

Language help

An interpreting service is available, and we have translated child employment information in 8 languages.

Mandatory code of practice

Employers in entertainment must also comply with the Mandatory Code of Practice for the Employment of Children in Entertainment, which outlines requirements for:

Key parts of the code are explained on this page.

Age requirements

There is no minimum age of employment in entertainment, but you need a licence to employ anyone under 15.

There are also conditions that apply depending on the child’s age:

Employment of a baby for one hour or less

Employment_of_a_baby_less_than_1_hour_form 2025 Word 111.29 KB (opens in a new window)

Accessible employment of a baby less than 1 hour form Word 49.68 KB (opens in a new window)

Employment of a baby for more than one hour

Employment of a baby more than 1 hour form 2025 Word 154.73 KB (opens in a new window)

Accessible employment of a baby more than 1 hour form Word 50.3 KB (opens in a new window)

These requirements are set out in detail in the Mandatory Code of Practice for the Employment of Children in Entertainment.

Licensing system

An employer must hold an entertainment specific child employment licence to employ someone under 15, whether the work is paid or voluntary. Employing a child without a licence is a crime and may be penalised.

An entertainment licence must include details of at least one employee representative, who will:

Where a licence is granted, a business can employ multiple children under one licence.

Licences are free and, for the entertainment industry, last for 1 year.

Apply for a licence

Renew a child employment licence

Notification requirements

Employers must use our online portal to notify us of each child they employ. It is preferable that we are notified before the child has started work.

Make a notification

Watch our short video about child employment laws. (Please note Workforce Inspectorate Victoria was known as Wage Inspectorate Victoria until 12 December 2025)

https://www.youtube.com/embed/CdlzTkSjZrg?autoplay=0&start=0&rel=0

Victoria’s child employment laws

Victoria’s child employment laws animation

View transcript

Child Safe Standards

Victoria’s Child Safe Standards require organisations to embed child safety in their day-to-day operations, helping keep children safe from physical, sexual, emotional and psychological abuse and neglect.

Child employment licence holders must comply with Child Safe Standards.

Child Safe Standards and employing children

Supervision

Workers under 15 must always be supervised by someone who is at least 18 years old and holds a Victorian Working with Children Clearance, unless they are exempt, for example, a parent supervising their child.

There are also specific supervision requirements for children working in entertainment. Children aged between 12 weeks and 6 years old must be supervised by either a:

Children aged 6 years or older must be supervised by either:

Children less than 12 weeks old must be supervised by a parent or guardian.

An employer must ensure that a supervisor is not given other responsibilities that prevent them from directly supervising the child.

Supervision requirements also apply during casting.

General duties of an employer

The Mandatory Code of Practice for the Employment of Children in the Entertainment Industry requires an employer to give parents a Summary of the Code and information about the intended:

The employer must get certain information about the child, including details of any medical conditions, from their parent or guardian before the child can start work. A template child information form is available for employers to use.

Child Information Form 2025 Word 163.7 KB (opens in a new window)

Accessible-child-information-form Word 59.53 KB (opens in a new window)

Hours of work

The Mandatory Code of Practice for the Employment of Children in Entertainment outlines the maximum:

For film, television, radio, advertising, photography and modelling:

Age Maximum number of days of employment in any week Spread of hours Maximum employment hours per day Maximum number of consecutive days of employment
Under 3 years 3 6am-6pm 4 hours 3
3 years and under 8 years 4 6am-11pm* 6 hours** 4
8 years and under 15 years 5 6am-11pm* 8 hours** 5

** A child cannot work for more than 4 hours on any day on which they attend school for 3 hours or more.

For live entertainment, including musical theatre, plays, operas and circuses:

Age Maximum number of days of employment in any week Spread of hours Maximum employment hours per day Maximum number of consecutive days of employment
Under 2 years 1 9am-6pm 4 hours 1
2 years and under 6 years 3 9am-6pm 4 hours 3
6 years and under 10 years 4 9am-10pm* 4 hours 4
10 years and under 12 years 4 9am-11pm* 6 hours** 4
12 years and under 15 years 4 9am-11pm* 8 hours** 4

** A child cannot work for more than 4 hours on any day on which they attend school for 3 hours or more.

You can apply for a variation to requirements under the Mandatory Code.

You can also apply for an exemption for a child to work during school hours through the Department of Education.

Prohibited conduct

An employer must take reasonable steps to ensure children are not socially isolated or caused to feel:

A child must not be made to feel distressed for the purpose of depicting an emotional reaction.

Children must not be exposed to nudity or adult themes, including:

Record keeping

An employer must keep records about the employment of children. Most records must be held for 12 months after the child ends work.

A record of supervision must be kept for 5 years and include the name of any person who supervises workers under 15 and their Working with Children Clearance number. A template is available to help you record this information.

Record-of-supervisors-template Word 151.25 KB (opens in a new window)

Accessible-record-of-supervisors-template Word 151.25 KB (opens in a new window)

Tutoring

If a child has an exemption from school attendance and receives tutoring from the employer, the employer must keep written details of the tutoring arrangements.

Our role

At Workforce Inspectorate we:

Ask a question or report a business

Use our online form to:

Ask a question or make a report

Make an anonymous report

You can also ask a question or make a report by calling us on 1800 287 287.

Updated 19 March 2026

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