There are special rules applicable to the employment of youth, and the law also prescribes the duty on the entity/person receiving the benefit to supervise youth employed by service contractors.

As a general rule, it is forbidden to employ a child under the age of 15 during the school year. However, during the summer vacation, which is an official school holiday, it is permitted to employ a child who has turned 14, but not younger than that. Prior to employing a boy or girl, the employer must ensure that the teenager has a permit from a doctor approving his employment in the proposed job, and to receive from the teenager a photocopy of his or her parents' identity cards. The employer must retain a copy of these documents throughout the period of the teenager's employment, as well for a period of a year thereafter.

After the teenager has commenced work, employer is required to provide him with a written notice within seven days detailing his/her working conditions, including amount of salary, number of hours and days of work, job description, details of his/her supervisor/boss, and details of deductions that will be made from his salary.

The minimum wage for youth is less than the minimum wage of adult workers, and it an obligation by law to pay a wage that is not less than this legal minimum wage for youth.

It should be noted that it is permitted to employ children only in light work that will not harm their health and development. In addition, it is forbidden to employ youth for more than 8 hours per day (in special cases up to 9 hours per day), but in any event not more than 40 hours per week. Working hours are calculated on the basis of the hours during which the teenager is available to be employed at the workplace, including short breaks for the replenishing of air and energy a teenager who is employed for more than six consecutive hours is entitled to a 45 minute break, of which at least half an hour must be continuous. In addition, it is forbidden to employ a teenager on the Shabbath (from the beginning of the Shabbath at twilight on Friday evening to its end at the beginning of the night on Saturday), even in places where the business has a special permit to work on weekends.

Every employer of a teenager must keep a ledger in which every employed youth is registered, to include the details of the teenager, as well as precise details of his working day's framework and recording of the number of hours and days of work, and the break times given to him/her. This registration is important, inter alia, as in the event that no such registration is made, and the boy or girl will claims that for work for a certain number of hours, it is the duty of the employer to prove that their claim is incorrect. It is routine in inspections of the Ministry of Employment, for inspectors to ask to review the recording of working hours.

The Law for Increasing the Enforcement (2011) imposes administrative fines of up to NIS 40,000 upon employers that violate labour laws against the youth. In addition, The Law for increasing the Enforcement not only imposes liability on employers for their employees, but also imposes liability for the youth on those entities/persons that are in receipt of the services of the service contractors, and in particular. In the fields of cleaning, security and catering the law requires employers to supervise service contractors and ensure their compliance with the provisions of the law, including certain provisions in the Youth Work Law.