The New Paper Round: Safe First Jobs for Teens (13+)

Paper rounds are fading… so what can 13+ year olds do for small businesses now?

Paper rounds used to be the gateway job. Early mornings, cold fingers, first taste of “turning up even when you cannot be bothered.” But with print sales shrinking and deliveries centralising, that rite of passage is disappearing.

The good news is small businesses can still offer brilliant first-job opportunities to young people aged 13+. Yes, tech is a big one (because they probably know more than you anyway). But it is not the only option, and honestly, not every 13-year-old wants to code your website. Some of them just want a bit of pocket money, a sense of independence, and to prove they can do something without you hovering like a helicopter parent.

In this blog we will cover:

• what the rules look like in plain English

• tech and non-tech roles that work

• how to avoid reputational “oh no” moments

• why employing your own children can be a genuine win (and not a tax chat in disguise)

And yes, Hazel has insisted there is a section on pay reviews. She is 14 now and claims her “Wellbeing Officer” role should come with a cost-of-living adjustment paid in treats. Apparently, senior leadership now negotiates in sausage.

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A quick nostalgic detour (because apparently I am ancient)

I remember going into work with my dad (accountant) and using those calculators with the till rolls. The ones that printed out a never-ending paper receipt while you added up columns in handwritten accounts.

I felt very grown up. Add up the figures, tear off the roll, staple it to the page like you had just completed an Olympic event.

Hazel now looks at me like I have said I used to send emails by carrier pigeon.

“Handwritten accounts… how does that work?”

“You write on a computer screen with a Sharpie?”

Honestly, fair question.

But it is a good reminder: every generation has a “first job” story. We have moved from paper rounds and calculator rolls to testing websites, building display stands, packing orders, setting tables, and counting stock without losing the will to live.

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First: can a 13-year-old work in the UK?

Sometimes, yes. It depends on your local authority.

GOV.UK is clear that children aged 13 may only be employed if your local authority allows it, and only in categories of light work set out in local byelaws. 

Most councils also require a child employment permit (often called a work permit). GOV.UK flags a practical risk that gets overlooked: if a child is working without a permit, there is a risk the employer will not be insured against accidents involving the child. 

So before you plan your new “Saturday Junior Team,” do the boring bit first:

• check your council’s rules

• apply for the permit if required

• build the job around light work and safe hours

Local examples (just to show how common this is) include Hampshire, Dorset, Essex, and Southampton councils, all of which set out permits, light work definitions, and hours rules on their websites. 

Hours and “light work” in plain English

During term time, children can only work a maximum of 12 hours a week, including a maximum of 2 hours on school days and Sundays. 

In school holidays, the limits increase depending on age (14-year-olds have a lower cap than 15 to 16-year-olds). 

The point is not to memorise every number. The point is to design roles that are:

• short shifts

• supervised

• safe

• realistic around school and wellbeing

If you are thinking “they could do a full Saturday,” pause and check. Some councils allow it within limits, others have additional rules like breaks after continuous work. 

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The tech route: use their superpowers, but do not hand them the keys

If you want them coding, great. But think sandbox, prototypes, and supervised trials, not “here’s our live website, off you pop.”

Good tech tasks for 13 to 15 year olds include:

• prototyping internal tools using fake or anonymised data

• testing your website for bugs, broken links, and usability

• simple automations like file naming systems or spreadsheet tidy-ups

• building a training quiz prototype for staff induction

Non-negotiables:

• no production access

• no customer or staff personal data

• no shared passwords

• adult review before anything goes live

Your business does not need to be taken down by a 14-year-old experimenting with “just one little plugin.”

The simplest safety rule: sandbox first

If you do one thing, separate “learning and experimenting” from “live business systems.”

That looks like:

• a staging website, not the live site

• a test folder of fake data, not real customer details

• a basic approval process where nothing goes live without an adult sign-off

You can still benefit from their skills, and they can still learn, without you waking up to a broken checkout page and a mysterious new font choice called “Comic Something.”

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Apart from technology: what else can young people do?

Loads. And small businesses need it.

Many councils explicitly list common categories of light work, such as shop work, office work, hairdressing salons, cafes or restaurants (front of house, not kitchens), riding stables, and domestic work in hotels. 

Here are the non-tech roles that work best in real life. These are useful, teach good habits, and are easier to supervise than you might think.

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Non-tech jobs young people can do (and small businesses actually need)

1) Retail and shop-floor support

• shelf-facing and display tidying

• stock checks (light items, supervised)

• price labelling and tagging with clear rules

• preparing click-and-collect orders

• assembling simple displays (nothing heavy, nothing sharp)

Why it works: it is visible, structured, and easy to check. Also, it teaches pride in presentation, which is basically a life skill.

2) Office and admin (the jobs nobody wants to do, so it is perfect)

• filing, scanning, shredding

• envelope stuffing and mail-outs

• updating spreadsheets from a locked template

• proofreading menus, posters, simple documents

• organising photos and files into a sensible system

Why it works: it is low risk, builds confidence fast, and reduces your admin mountain without you “just quickly doing it later” (which is code for never).

3) Hospitality support (front of house lite)

• laying tables, folding napkins, topping up condiments

• wiping tables and menus using safe products

• clearing tables (avoid heavy trays and glass)

• greeting or hosting with an adult nearby

• assembling takeaway bags with a checklist

Keep them out of kitchens and away from hot equipment or sharp tools. Do not put them on complaint duty. No child should have to hear “I asked for oat milk” at full volume.

4) Packing and prep (the fulfilment jobs)

• preparing product bundles

• assembling basic packs or kits

• labelling and packaging non-hazardous items

• stock rotation checks with supervision

• building welcome packs for customers or clients

This is brilliant for online sellers, small retailers, and anyone who ships products or runs events.

5) Simple cleaning and tidying (safe areas only)

• tidying customer areas

• wiping tables

• restocking leaflets, brochures, napkins

• organising storage with light lifting only

Avoid chemicals, industrial cleaning, and machinery. This is “keep it safe and basic,” not “here is the industrial degreaser, good luck.”

6) Events and community support

• setting up and packing down chairs and light kit

• handing out flyers in daylight, safe locations, supervised

• organising raffle tickets or welcome packs

• meet and greet tasks with an adult nearby

Safeguarding and supervision still apply even when it is informal. If you would not be comfortable with your own child doing it, do not ask someone else’s child to do it.

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How do you stop them doing something that causes offence or concern?

Keep it simple and grown-up. Do not rely on “common sense.” Common sense does not arrive fully formed at 13, and to be fair, it is missing in some adults too.

Your quick protection checklist

• One-page rules: what is off-limits (politics, gossip, personal comments about customers, anything discriminatory or insulting, filming people without consent)

• Approval process: nothing public-facing goes out without adult sign-off

• Clear boundaries: they are not managing complaints, comments, or DMs

• Supervision: no lone working

• Safety first: risk assess the tasks and environment

And remember, if your council requires a child employment permit and you skip it, GOV.UK warns you may not be insured if something goes wrong. 

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Pay basics (without falling asleep)

Two key points from GOV.UK:

• workers must be at least school leaving age to get the National Minimum Wage 

• so school-aged children are not entitled to National Minimum Wage rates 

This does not mean “pay them in vibes.” It means you need to be fair and sensible, and you need a proper arrangement if they are genuinely working.

ACAS also reinforces that workers above school leaving age must get at least the National Minimum Wage. 

If you are employing your own child, keep it clean:

• real duties

• reasonable pay for the work

• records of hours and tasks

• proper supervision

The tax bit (because someone always asks)

HMRC’s position on wages paid to relatives is basically: for wages to be deductible, the payment needs to be wholly and exclusively for the purposes of the trade. If there is another reason for paying them (like “because they are family”), the deduction may not be allowable. 

So yes, employing your child can be a win, but it needs to be a real job at a reasonable rate, not a pocket money disguise with a payslip.

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Hazel’s official position on youth employment

Hazel (14, Wellbeing Officer, Head of Vibes, Senior Biscuit Auditor) supports youth employment provided:

1. junior staff understand the “no fuss, all cuddles” culture

2. there is a clearly documented treat escalation policy for senior leadership

She is now requesting:

• a 20% uplift in treats

• back pay in sausage

• a clause banning meetings during snack time

Honestly, it is the strongest pay negotiation strategy I have seen all year.

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Quick Q&A: what business owners ask me about employing young teens

Can a 13-year-old work for my business in the UK?

Sometimes. GOV.UK says 13-year-olds may only be employed if your local authority allows it and only in categories of light work set out in local byelaws. 

Do I need a child employment permit?

Often, yes. GOV.UK says most councils require one, and warns that if a child is working without a permit there is a risk you will not be insured against accidents involving the child. 

What hours can they work in term time?

During term time, children can work a maximum of 12 hours a week, including a maximum of 2 hours on school days and Sundays. 

What does “light work” actually mean?

In practice it means work that is not likely to be harmful to their safety, health, or development, and does not negatively affect school attendance or wellbeing. Local councils often define it clearly and list example categories. 

Can they do social media for my business?

They can help create content, but I would avoid giving them responsibility for posting live or handling DMs and comments. Keep them on drafting, templates, photos, and ideas, then you approve and publish.

Can they code for my business?

Yes, but only in a sandbox. No live systems, no personal data, no shared passwords, and everything reviewed before anything goes live.

What is the biggest risk for small businesses?

Lack of boundaries. The fastest way to problems is “just help out” with no clear role, no supervision plan, and no rules about public-facing work.

Do I need a risk assessment?

Yes, and it does not need to be scary. It should cover the tasks, environment, supervision, and what to do if something feels unsafe.

Do I have to pay them, and do they get National Minimum Wage?

If they are genuinely working, pay should be reasonable. But GOV.UK says workers must be at least school leaving age to qualify for the National Minimum Wage, so school-aged children are not entitled to it. 

Tax question: can I pay my child and claim it as a business expense?

Potentially, but it has to be genuine. HMRC guidance says wages paid to relatives should be wholly and exclusively for the purposes of the trade, and if there is another reason for the payment the deduction may not be allowable. 

Translation: real work, reasonable pay, records, and no “creative accounting.”

What is the simplest starter role you recommend?

A Junior Support Assistant. Two to four hours a week in term time, more in holidays where allowed, with a checklist of safe tasks (admin, stock tidying, packing). Supervised at all times. No customer complaints handling. No lone working.

Final thought

Paper rounds may be disappearing, but first jobs do not have to.

Small businesses are perfect for teaching young people how work works, as long as you keep it light, supervised, and within the local rules. If you lean into tech, keep them in a sandbox first. Nobody needs “Junior Developer accidentally deletes website” as their origin story.

And if Hazel is involved, budget for the treat pay review. Apparently 14 is the new senior leadership, and she is not taking feedback at this time.