Child Employment Act 2003 (Vic)

Version No. 026

Child Employment Act 2003

No. 81 of 2003

Version incorporating amendments as at

22 October 2025

TABLE OF PROVISIONS

Section  Page

Part 1—Preliminary

1Purposes

2Commencement

3Definitions

4What is employment?

4AActivities that are not employment

4BWhen does a person employ a child and who is an employer?

5What is light work?

6Supervisors in relation to entertainment

7Act binds the Crown

Part 2—Employment of children

Division 1—When may children be employed?

8When may a child be employed?

9Employment without a licence

10Minimum age for employment

11Employment of children during school hours

12Prohibited employment

12AProhibited conduct in entertainment—employer obligations

Division 2—Licences for children to engage in employment

13Application for a licence

14Investigation of an application for a licence or renewal

15Fit and proper person

16Matters to be taken into account in assessing whether fit and proper person

17Determining application for licence

18Licence conditions

18AIssue of licence

18ABDuration of licence

18ACLicence is not transferable

18ADLicence holder must give notice of certain changes

18AERenewal of licence

18AFVariation of licence

18AGSuspension and cancellation of licence

18AHShow cause notice before suspension or cancellation

18AIApplication for review of certain licence decisions

18AJOffence to give false and misleading information in relation to licence applications, renewals and variations

18AKWage Inspectorate Victoria must maintain the Child Employment Register

18BRecord keeping by employers

19Supervision of children in employment

19AASupervision of children during auditions etc.

Division 2A—Worker Screening Act 2020

19AApplication of Worker Screening Act 2020

19BExemptions from WWC check

Division 3—General conditions of employment

20Condition 1—light work

21Condition 2—hours of work

22Condition 3—rest breaks

23Contravention of conditions

Division 4—Employment in family businesses

24When may a child be employed in a family business?

25Provisions that do not apply to employment in family businesses

26Supervision in family businesses

Division 5—Employment in entertainment

27When may a child be employed in entertainment?

28Provisions that do not apply to employment in entertainment

29Mandatory code of practice

30What will the mandatory code contain?

31How is the mandatory code made?

32Effect of the mandatory code

33Variation and revocation of the mandatory code

34Availability of the mandatory code

Part 3—Criminal liability of employer representatives and nominated officers

35Contravention of minimum age for employment

36Contravention of employment of children during school hours

36AContravention in relation to prohibited employment

36BContravention in relation to prohibited conduct in entertainment

36CContravention of licence conditions

36DContravention of adequate supervision of children in employment

36EContravention of condition of employment

36FContravention of the mandatory code

36GContravention of directions

36HContraventions in relation to producing documents and giving information

36IEmployer representatives or nominated officers may commit offences regardless of whether licence holders prosecuted

Part 4—Compliance

Division 1—Authorised officers

38Appointment of authorised officers

39Identity cards

40Police to assist authorised officers

41When may powers be exercised?

42Power of entry

43Powers on entry

43APower to give directions

44Power to require information or documents

45Retention of documents

45AInfringement notices

46Confidentiality

Division 1A—Compliance notices

46ACompliance notices

46BForm and content of compliance notices

46CPerson must comply with a compliance notice

46DEffect of compliance notice

Division 2—Offences

47Offences relating to failing to produce documents, hindering authorised officers and giving false or misleading information

48Protection against self-incrimination

49Impersonating authorised officers

49AWho can prosecute under this Act?

49BJudicial notice

50Proceedings for offences to be brought in Industrial Division of the Magistrates' Court

50AOffences by bodies corporate

50BConduct by officers, employees or agents

51Offences by unincorporated associations

Division 3—Additional compliance functions of Wage Inspectorate Victoria

51AAdditional compliance functions of the Wage Inspectorate Victoria

Part 5—General

52Delegation

53Regulations

Part 6—Repeals, amendments and transitional provisions

Division 1—Child Employment Amendment Act 2010

54Existing permits and applications

55Existing police checks and declarations

Division 2—Industrial Relations Legislation Amendment Act 2021

56Transitional provisions—Industrial Relations Legislation Amendment Act 2021

Division 3—Child Employment Amendment Act 2022

57Information and documents required

58Retention of documents

59Work experience arrangements

60Applications for permits that are on foot

61Application of this Act to certain permits

62Compliance notices that are on foot

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Endnotes

1     General information

2     Table of Amendments

3     Explanatory details

Version No. 026

Child Employment Act 2003

No. 81 of 2003

Version incorporating amendments as at

22 October 2025

The Parliament of Victoria enacts as follows:

PART 1—PRELIMINARY

1Purposes

The main purposes of this Act are to—

(a)regulate the employment of children under the age of 15 years;

(b)protect those children from performing work that—

(i)could be harmful to their health, safety, wellbeing or development; or

(ii)could prejudice their attendance at school or their capacity to benefit from instruction;

(c)provide a system of licences to allow the employment of children under the age of 15 years;

(d)allow children under the age of 15 years to work in family businesses without a licence;

(e)provide for the supervision of children in employment by persons with a current WWC clearance under the Worker Screening Act 2020;

(f)set out general conditions of employment for children under the age of 15 years;

(g)provide for a mandatory code of practice for the employment of children under the age of 15 years in the entertainment industry;

(h)prohibit the employment of children under the age of 15 years in certain kinds of work;

(i)empower the Governor in Council to declare kinds of employment prohibited for children under the age of 15 years;

(j)set out offences;

(k)provide for the appointment of authorised officers and for their powers and functions.

2Commencement

(1)Subject to subsection (2), this Act comes into operation on a day or days to be proclaimed.

(2)If a provision of this Act does not come into operation before 1 July 2004, it comes into operation on that day.

3Definitions

In this Act—

adult means a person who is 18 years of age or older;

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authorised officer means a person appointed under section 38;

child means a person under 15 years of age;

child employment law means any of the following—

(a)a provision of this Act or the regulations;

(b)the Child Safe Standards;

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Child Safe Standards has the same meaning as it has in section 3(1) of the Child Wellbeing and Safety Act 2005;

compliance notice means a compliance notice issued under section 46A;

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Department means Department of Premier and Cabinet;

door-to-door selling, in relation to a child, means selling by the child of any goods or services at any premises other than premises occupied by the child's employer, and includes the child making an unsolicited consumer agreement within the meaning of the Australian Consumer Law (Victoria) with a purchaser, but does not include selling by the child of goods or services to raise funds for a non-profit organisation if the child is directly engaged by that organisation;

employ has the meaning given by section 4B;

employer has the meaning given by section 4B;

employer representative, for an applicant or a licence holder, means a person who is nominated in relation to the licence under section 13(4) or 18AE(3)(d);

employment has the meaning given by section 4;

entertainment means any form of entertainment and includes—

(a)singing, dancing or acting;

(b)playing a musical instrument;

(c)appearing in a radio, television, film or Internet program or production, or any similar program or production;

(d)modelling;

(e)appearing in promotional events or advertising;

(f)working as a photographic subject, whether still or moving;

(g)working in or in relation to a circus;

(h)taking part in a performance that is recorded for use in a subsequent entertainment or exhibition;

(i)working in musical theatre, plays, operas or other live entertainment;

(j)performing in a shopping centre;

(k)preparatory activities to the entertainment except—

(i)screen tests before the child is booked for the entertainment; and

(ii)casting walk-ons;

Examples

Examples of preparatory activities include wardrobe fittings, rehearsals, shoots, promotional activities, sound recordings and re‑shoots.

entertainment licence means a licence to employ children in entertainment;

*                *                *                *                *

family business, in relation to a child, means a business, trade or occupation carried on by the child's parent or another person who has parental responsibility for the child;

general licence means a licence other than an entertainment licence;

guardian, in relation to a child, means a person on whom parental responsibility for the child has been conferred (whether alone or with another person or persons) under the Children, Youth and Families Act 2005 or any other Act or law of a State or Territory or the Commonwealth;

inland waters means—

(a)any swamp or lake;

(b)any waterway, channel or anabranch from its mouth to its source and any inlet, backwater or lagoon connected with it;

(c)any other lagoon, backwater, anabranch or billabong;

(d)any reservoir, dam, tank, channel or works for water storage or distribution;

(e)any other waters declared by regulations under the Fisheries Act1995 to be inland waters for the purposes of that Act;

licence means a licence issued under Division 2 of Part 2;

licence holder means a person who holds a licence;

light work has the meaning given by section 5;

lock-up stage means the stage when a building's external wall cladding and roof covering is fixed, the flooring is laid and external doors and external windows are fixed (even if those doors or windows are only temporary);

low-risk sporting activity means a sporting activity other than—

(a)martial arts; or

(b)horse riding; or

(c)gym instruction; or

(d)a sporting activity with a high risk of injury that is prescribed;

mandatory code means the code of practice made under section 29 for the employment of children in entertainment;

nominated officer, for an applicant or a licence holder, means a person who is nominated in relation to the licence under section 13(3) or 18AE(3)(c);

non-profit organisation means an organisation established for any cultural or charitable purpose, the constitution of which prohibits the distribution of profits to the individual members of the organisation;

officer—

(a)in relation to a body corporate that is a corporation within the meaning of the Corporations Act, has the same meaning as in section 9 of that Act; and

(b)in relation to any other body corporate, means any person (by whatever name called) who is concerned or takes part in the management of the body corporate;

parent has the same meaning as in the Children, Youth and Families Act 2005;

parental responsibility has the same meaning as in section 3(1) of the Children, Youth and Families Act 2005;

*                *                *                *                *

person includes an unincorporated association;

*                *                *                *                *

police custody officer has the same meaning as in the Victoria Police Act 2013;

police custody officer supervisor has the same meaning as in the Victoria Police Act 2013;

police officer has the same meaning as in the Victoria Police Act 2013;

prohibited employment means any kind of employment that is prohibited by section 12;

protective services officer has the same meaning as it has in section 3(1) of the Victoria Police Act 2013;

public place means any open place that is used by the public, or to which the public has access, whether or not on payment of money, whether or not the place is ordinarily so used and whether or not the public consists only of a limited class of people;

Examples

Examples of public places include—

(a)streets, roads, footpaths and passages (whether or not on private property);

(b)forecourts of public and commercial buildings;

(c)carparks;

(d)parks, gardens and recreation reserves;

(e)racecourses and sports grounds;

registered pharmacist means a person registered under the Health Practitioner Regulation National Law to practise in the pharmacy profession (other than as a student);

school day has the same meaning as in the Education and Training Reform Act 2006;

school hours means the hours that a school requires a child to attend on any school day;

school term means—

(a)in relation to a Government school within the meaning of the Education and Training Reform Act 2006—the term as set by the Minister administering Part II of that Act;

(b)in relation to any other school—the term as set by the school;

Secretary means Secretary to the Department;

sell includes offer for sale and expose for sale;

street trading means selling anything in a public place;

Wage Inspectorate Victoria means the Wage Inspectorate Victoria established under section 19 of the Wage Theft Act 2020;

workplace law has the same meaning as it has in section 3 of the Labour Hire Licensing Act 2018;

WWC check has the same meaning as in the Worker Screening Act 2020;

WWC clearance has the same meaning as in the Worker Screening Act 2020.

4What is employment?

(1)For the purposes of this Act, a child is engaged in employment if the child performs work under a contract of service or a contract for services (whether written or unwritten).

(2)For the purposes of this Act, a child is also engaged in employment if—

(a)the child performs work, other than under a contract referred to in subsection (1), in—

(i)a business, trade or occupation (whether or not the child receives payment or other reward for performing that work) for the benefit of—

(A)the business; or

(B)a person involved in the business, trade or occupation; or

(ii)a non-profit organisation (whether or not the child receives payment or other reward for performing that work) for the benefit of—

(A)the non-profit organisation; or

(B)a person involved in the non‑profit organisation; and

(b)the child is subject to directions about how the child's work is performed.

(3)A benefit referred to in subsection (2) may be of a financial or non-financial nature.

(4)In determining whether a child is performing work referred to in subsection (2), whether the work would commonly attract payment may be taken into account.

(5)Despite subsections (1) and (2), a child is not engaged in employment if the child performs work that is constituted only by an activity specified in section 4A.

4AActivities that are not employment

(1)For the purposes of section 4(5), the following activities are specified—

(a)participating in a church, religious service or religious program;

(b)participating in a project or entertainment the net proceeds of which are applied for the benefit of—

(i)a church; or

(ii)any other religious body; or

(iii)an institution that is established for public worship;

(c)participating in a project or entertainment for the benefit or as part of the activities of a school if the child—

(i)is enrolled at the school; and

(ii)is under the direction or control of the school;

(d)participating in work under a training contract within the meaning of the Education and Training Reform Act 2006;

(e)undertaking domestic activities (including babysitting services) on an occasional or casual basis at residential premises if the child is the only person who will seek or obtain a financial benefit for that employment or engagement;

(f)undertaking tutoring activities on an occasional or casual basis if the child is the only person who will seek or obtain a financial benefit for that employment or engagement;

(g)being recorded (whether the recording is audio or audio visual) for the purposes of a specified program if the child—

(i)is not being recorded as the presenter of the specified program; and

(ii)is not being given directions about how to appear or what to say by a director or producer of the specified program or a person making the recording;

(h)being recorded (whether the recording is audio or audio visual) for the purposes of any program if the child is in a public place and is providing a spontaneous reply or opinion in response to a question;

(i)performing work in relation to a low‑risk sporting activity, including coaching, refereeing or umpiring;

(j)any activity or arrangement prescribed not to be employment.

(2)In this section—

specified program means a news, current affairs, lifestyle, documentary or education program, but does not include a reality program.

4BWhen does a person employ a child and who is an employer?

(1)For the purposes of this Act, a person is taken to employ a child and to be the employer of a child if—

(a)the person engages the child under a contract referred to in section 4(1); or

(b)the person engages the child to perform work referred to in section 4(2).

(2)Despite subsection (1), a person is not taken to employ a child or to be an employer of a child if the person is in a class of persons prescribed by the regulations.

5What is light work?

(1)For the purposes of this Act, light work means work or any other activity that—

(a)is not likely to be harmful to a child's health, safety, wellbeing or development; and

(b)is not such as to prejudice the child's attendance at school or the child's capacity to benefit from instruction.

(2)For the purposes of subsection (1), the following types of work or activity are to be considered likely to be harmful to a child's health or safety unless the risk of harm arising from the work or activity is managed to minimise the risk—

(a)repetitive bending, twisting or lifting;

(b)manually lifting heavy items;

(c)working with or near cooking or any other equipment that may produce high temperatures;

(d)working with sharp instruments or equipment, power operated tools and any other dangerous equipment;

(e)working near moving vehicles;

(f)working at heights;

(g)working with uncontrolled animals;

(h)working in extreme weather conditions.

(3)Subsection (2) does not limit the types of work or activity that may be considered light work under this section.

(4)In determining whether or not any work or activity is light work or is likely to be harmful to a child's health, safety, wellbeing or development, consideration must be given to—

(a)the child's age, sex and physical and emotional development and maturity; and

(b)the nature and management of the work or activity and the nature and environment of the workplace where the work or activity is, or is to be, performed.

6Supervisors in relation to entertainment

(1)A reference in this Act to a person who has or will have supervision of a child includes, in the case of employment in entertainment, a person who tutors or chaperones, or will tutor or chaperone, the child in that employment.

(2)Nothing in this Act prevents a person who is an employer representative for a licence holder having the supervision of a child employed under the licence.

7Act binds the Crown

This Act binds the Crown in right of Victoria and, so far as the legislative power of Parliament permits, the Crown in all its other capacities.

PART 2—EMPLOYMENT OF CHILDREN

Division 1—When may children be employed?

8When may a child be employed?

A child may be employed—

(a)in accordance with a licence and with the prior written consent of the parent or guardian of the child; or

(b)in a family business, in accordance with Division 4.

Note

A child may also be employed in accordance with a work experience arrangement under Part 5.4 of the Education and Training Reform Act 2006—see section 5.4.11 of that Act.

9Employment without a licence

(1)A person must not employ a child unless the person holds a licence that authorises that employment.

Penalty:1200 penalty units in the case of a body corporate;

240 penalty units in any other case.

(2)A parent or guardian of a child must not allow the child to engage in employment unless the person who employs the child holds a licence that authorises the employment.

Penalty:10 penalty units.

(3)Subsections (1) and (2) do not apply to the employment of a child in a family business.

Note

This section also does not apply to the employment of a child in accordance with a work experience arrangement under

Part 5.4 of the Education and Training Reform Act 2006—see section 5.4.11 of that Act.

10Minimum age for employment

(1)Subject to subsection (2), the minimum age for the employment of a child is—

(a)11 years of age for any of the following employment—

(i)delivering newspapers;

(ii)delivering pamphlets or other advertising material; and

*                *                *                *                *

(b)13 years of age for any other employment.

(2)There is no minimum age for the employment of a child in a family business or in entertainment.

(3)A person must not employ a child who is below the minimum age for employment.

Penalty:1200 penalty units in the case of a body corporate;

240 penalty units in any other case.

11Employment of children during school hours

(1)A person must not employ a child during school hours on any school day unless the Minister has granted the child an exemption from attendance at school under section 2.1.5 of the Education and Training Reform Act 2006.

Penalty:1200 penalty units in the case of a body corporate;

240 penalty units in any other case.

(2)A parent or guardian of a child must not allow the child to engage in employment if the nature and extent of the employment is such as to prejudice the child's attendance at school or their capacity to benefit from instruction.

Penalty:60 penalty units.

12Prohibited employment

(1)A person must not employ a child in any of the following kinds of employment—

(a)door-to-door selling;

(b)employment on a fishing boat, other than a boat operating on inland waters;

(c)employment on a building or construction site (whether commercial or residential) at any time before the buildings on the site are at lock-up stage;

(d)any kind of employment declared under subsection (2) to be prohibited employment for the purposes of this subsection.

Penalty:1200 penalty units in the case of a body corporate;

240 penalty units in any other case.

(2)The Governor in Council, by order published in the Government Gazette, may declare a kind of employment to be prohibited employment for the purposes of subsection (1).

(3)The Governor in Council, by order published in the Government Gazette, may from time to time amend or revoke a declaration made under subsection (2).

12AProhibited conduct in entertainment—employer obligations

(1)A person who employs a child in entertainment must take reasonable steps to ensure that, during the course of the employment, the child is not subjected to any behaviour—

(a)that unnecessarily socially isolates the child; or

(b)that is likely to intimidate, threaten, frighten or humiliate the child.

Penalty:1200 penalty units in the case of a body corporate;

240 penalty units in any other case.

(2)For the purposes of subsection (1), a child is not unnecessarily socially isolated if isolation is required to perform the work for which the child has been engaged.

(3)A person who employs a child in entertainment must ensure that, during the course of the child's employment, the child is not—

(a)made distressed for the purposes of depicting an emotional reaction; or

(b)present while the genital region or buttocks of another person, or the breast area of a person who is female, are exposed; or

(c)otherwise exposed to acts or circumstances that depict or deal with adult themes, including nudity, sex, cruelty, violence or drug misuse.

Penalty:1200 penalty units in the case of a body corporate;

240 penalty units in any other case.

Division 2—Licences for children to engage in employment

13Application for a licence

(1)A person may apply to the Wage Inspectorate Victoria for the issue of a licence authorising the person to employ children.

(2)The application must—

(a)be made in writing and in the form approved by the Wage Inspectorate Victoria; and

(b)state the name, telephone number and business address of the applicant, including any business or other trading name; and

(c)state whether the application is for—

(i)an entertainment licence; or

(ii)a general licence; and

(d)in the case of an application for a general licence, state whether the application is for a licence of a period of one year or two years; and

(e)contain the prescribed information (if any); and

(f)contain any other information required by the Wage Inspectorate Victoria.

(3)If an applicant for a licence is a body corporate—

(a)the applicant must nominate an employee or an officer of the applicant who, on behalf of the applicant—

(i)will make or participate in making decisions about the employment of children by the applicant (including whether or not to employ particular children); and

(ii)will have knowledge of the work of children employed by the applicant; and

(iii)will have responsibility for ensuring that, in relation to the work of children employed by the applicant, the applicant complies with the child employment laws and the conditions of the licence; and

(b)the application must state the full name, position description and contact details of that person.

(4)If an application is for an entertainment licence—

(a)the applicant must nominate one or more persons who—

(i)will have, on behalf of the applicant, the power to direct the work of any child employed by the applicant; and

(ii)will have, on behalf of the applicant, the power to ensure that, in relation to any child's work, the applicant complies with the child employment laws and the conditions of the licence; and

(iii)have a current WWC clearance or are exempt from the requirement to have a current WWC clearance under section 19B; and

(b)the application must state the full name, position description and contact details of each of those persons.

(5)The applicant must not nominate a person under subsection (3) or (4) who has been convicted or found guilty of an offence against a child employment law or a workplace law.

(6)An application for a licence must be accompanied by a declaration by the applicant or, if the applicant is a body corporate, by an officer of the body corporate—

(a)that to the applicant's or officer's knowledge the applicant will comply with the child employment laws and workplace laws; and

(b)that the applicant or officer knows that giving information which the applicant or officer knows to be false or misleading in a material particular in, or in relation to, the application is an offence with a maximum penalty of 120 penalty units.

(7)An application for an entertainment licence must also include a written undertaking that the applicant will engage persons who are suitably experienced or qualified to supervise each child that the applicant employs during the course of their employment.

(8)For the purposes of subsection (7)—

(a)a person is suitably experienced to supervise a child if the person is the child's parent or guardian; and

(b)a person is suitably qualified to supervise a child who is employed under an entertainment licence if the person satisfies the requirements to supervise the child set out in the mandatory code.

(9)An applicant for a licence may withdraw the application at any time before the Wage Inspectorate Victoria determines the application.

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14Investigation of an application for a licence or renewal

(1)On receiving an application for a licence or renewal of a licence, the Wage Inspectorate Victoria—

(a)must cause to be carried out all investigations and inquiries that it considers necessary to enable the proper consideration of the application; and

(b)may require the applicant to provide further information relevant to the application in the form and manner required by the Wage Inspectorate Victoria.

(2)The Wage Inspectorate Victoria may refuse to consider an application if the applicant does not provide any further information required under subsection (1)(b) within a reasonable time after the requirement is made.

15Fit and proper person

An applicant for a licence must satisfy the Wage Inspectorate Victoria that the applicant is a fit and proper person to employ children.

16Matters to be taken into account in assessing whether fit and proper person

In determining whether an applicant is a fit and proper person under this Division, the Wage Inspectorate Victoria must have regard to the applicant's history of compliance with—

(a)the child employment laws; and

(b)other workplace laws.

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17Determining application for licence

(1)On receiving an application under section 13, the Wage Inspectorate Victoria may determine whether—

(a)to grant a licence; or

(b)refuse to grant a licence.

(2)The Wage Inspectorate Victoria must not grant a licence unless it is satisfied that—

(a)the applicant is a fit and proper person; and

(b)in the case of an applicant that is a body corporate, the application includes a nomination of a nominated officer for the applicant; and

(c)in the case of an application for an entertainment licence—

(i)the application includes a nomination of one or more employer representatives for the applicant; and

(ii)the application is accompanied by the undertaking referred to in section 13(7).

(3)The Wage Inspectorate Victoria must give written notice of a determination under subsection (1) to—

(a)the applicant; and

(b)any nominated officer for the applicant; and

(c)any employer representative for the applicant.

18Licence conditions

(1)A licence is subject to any conditions determined by the Wage Inspectorate Victoria and specified in the licence.

(2)Without limiting subsection (1), a licence may be subject to any of the following conditions—

(a)conditions limiting employment under the licence to particular activities or categories of work;

(b)conditions requiring employment under the licence to be carried out in a particular way;

(c)conditions in relation to educational requirements for children employed under an entertainment licence.

(3)Each licence is also subject to a condition that the licence holder must comply with the child employment laws.

(4)Each licence issued to a body corporate is also subject to a condition that the licence holder must ensure that, while the licence is in force, there is an employee or officer of the body corporate who is a nominated officer for the licence holder.

(5)A person who employs a child under a licence must not contravene a condition of the licence.

Penalty:240 penalty units in the case of a body corporate;

120 penalty units in any other case.

18AIssue of licence

(1)If the Wage Inspectorate Victoria grants a licence on an application, the Wage Inspectorate Victoria must issue the licence to the applicant.

(2)A licence must state—

(a)whether it is—

(i)an entertainment licence; or

(ii)a general licence; and

(b)the period it remains in force; and

(c)the conditions of the licence; and

(d)if the licence holder is a body corporate, the full name, position description and contact details of the nominated officer for the licence holder; and

(e)if the licence is an entertainment licence, the full name, position description and contact details of each of the employer representatives for the licence holder.

18ABDuration of licence

(1)A licence comes into force on the date specified in the licence.

(2)A licence remains in force—

(a)until the expiry date specified in the licence, which must not be later than—

(i)in the case of an entertainment licence, one year after the day on which the licence came into force; or

(ii)in the case of a general licence, 2 years after the day on which the licence came into force; or

(b)if the licence is cancelled or otherwise ceases to be in force before the expiry date, until the licence is cancelled or otherwise ceases to be in force.

18AC Licence is not transferable

A licence is not transferable.

18AD Licence holder must give notice of certain changes

(1)A licence holder must give the Wage Inspectorate Victoria notice each time the licence holder employs a child after the employment commences.

(2)A notice under subsection (1) must include the following information—

(a)the name, date of birth and home address of the child;

(b)the name and telephone number of the child's parent or guardian, and the home address of the child's parent or guardian if different from the home address of the child;

(c)details of—

(i)the intended workplace of the child and the business, trade or occupation carried on in the workplace; and

(ii)the duties it is intended the child will perform; and

(iii)the intended hours of employment of the child and the intended dates of commencement and completion of that employment; and

(iv)whether any of the employment will be within a school term and, if so, whether any of it will be within school hours;

(d)any other prescribed information.

(3)A licence holder must give the Wage Inspectorate Victoria notice if there are any changes in the information provided to the Wage Inspectorate Victoria in an application under this Division.

(4)The Wage Inspectorate Victoria may require a licence holder to provide further information relevant to a notice under this section in the form and manner approved by the Wage Inspectorate Victoria.

(5)A notice under this section must be in the form and manner approved by the Wage Inspectorate Victoria.

18AERenewal of licence

(1)A licence holder may apply to the Wage Inspectorate Victoria for renewal of the licence.

(2)An application for renewal must be made before the expiry of the licence.

(3)An application for renewal must—

(a)be made in writing and in the form approved by the Wage Inspectorate Victoria; and

(b)be accompanied by the information referred to in section 13(2)(b) to (f); and

(c)if the applicant is a body corporate, include a nomination of a person who meets the requirements set out in section 13(3) and state the full name, position description and contact details of that person; and

(d)if the application is for the renewal of an entertainment licence—

(i)include a nomination of one or more persons who meet the requirements set out in section 13(4) and state the full name, position description and contact details of those persons; and

(ii)be accompanied by the undertaking referred to in section 13(7); and

(e)be accompanied by the declarations referred to in section 13(6).

(4)On receiving an application under subsection (1), the Wage Inspectorate Victoria may determine whether—

(a)to renew a licence; or

(b)refuse to renew a licence.

(5)The Wage Inspectorate Victoria must not renew a licence unless it is satisfied that—

(a)the applicant is a fit and proper person; and

(b)in the case of an applicant that is a body corporate, the application includes a nomination of a nominated officer for the applicant in relation to application; and

(c)in the case of an application for an entertainment licence—

(i)the application includes a nomination of one or more employer representatives for the applicant; and

(ii)the application is accompanied by the undertaking referred to in section 13(7).

(6)A licence may be renewed for—

(a)in the case of an entertainment licence, a period of not more than one year; or

(b)in the case of a general licence, a period of not more than 2 years.

(7)A licence may be renewed more than once.

(8)An applicant for a renewal of a licence may withdraw the application at any time before the Wage Inspectorate Victoria determines the application.

(9)The Wage Inspectorate Victoria must give written notice of a determination under subsection (4) to—

(a)the applicant; and

(b)any nominated officer for the applicant; and

(c)any employer representative for the applicant.

18AFVariation of licence

(1)The Wage Inspectorate Victoria may vary a licence at any time.

(2)The Wage Inspectorate Victoria may vary a licence—

(a)on its own initiative; or

(b)if an application is made by a licence holder to vary the licence holder's licence.

(3)A variation of a licence may include any of the following—

(a)variation of the period of the licence;

(b)variation of an existing condition on the licence;

(c)removal of a condition on the licence;

(d)addition of a condition or any further condition on the licence;

(e)variation of any particular of the employment specified in the licence;

(f)substitution of a nominated officer;

(g)addition or removal of an employer representative.

(4)In considering whether to vary a licence, the Wage Inspectorate Victoria may cause to be carried out any investigation or inquiry that it considers necessary to enable the proper consideration of the variation.

(5)If the Wage Inspectorate Victoria varies a licence, it must give written notice of the variation to the licence holder.

18AG Suspension and cancellation of licence

(1)The Wage Inspectorate Victoria may suspend or cancel a licence by giving the licence holder written notice of the suspension or cancellation if—

(a)the Wage Inspectorate Victoria is satisfied that—

(i)the health, safety, wellbeing or development or education of a child is suffering or is likely to suffer from the employment; or

(ii)the child is being or is likely to be subjected to any form of exploitation in the course of the employment; or

(iii)the employment is prohibited employment; or

(b)the Wage Inspectorate Victoria believes on reasonable grounds that the licence holder has contravened the conditions of the licence.

(2)The Wage Inspectorate Victoria must consider the response of the licence holder given within the time referred to in section 18AH(c), if any, before deciding whether to suspend or cancel the licence.

(3)In considering whether to suspend or cancel a licence, the Wage Inspectorate Victoria may cause to be carried out any investigation or inquiry that it considers necessary to enable the proper consideration of the suspension or cancellation.

(4)If the Wage Inspectorate Victoria decides to suspend or cancel a licence under subsection (1), the Wage Inspectorate Victoria must give the licence holder a written notice stating—

(a)the decision and reasons for the decision; and

(b)in the case of a suspension, the period of suspension (which must not begin before the notice is given); and

(c)in the case of a cancellation, the date on which the cancellation takes effect; and

(d)that the licence holder may apply to VCAT for review of the decision to suspend or cancel the licence.

18AH   Show cause notice before suspension or cancellation

If the Wage Inspectorate Victoria proposes to suspend or cancel a licence under section 18AG, the Wage Inspectorate Victoria must give the licence holder written notice stating—

(a)that the Wage Inspectorate Victoria proposes to suspend or cancel the licence; and

(b)the reasons for the proposed suspension or cancellation; and

(c)that the licence holder may, within 14 days after the notice is given, give the Wage Inspectorate Victoria a written response to the proposed suspension or cancellation.

18AIApplication for review of certain licence decisions

(1)An eligible applicant for a licence may apply to VCAT for review of the following decisions by the Wage Inspectorate Victoria—

(a)a decision to refuse to grant a licence under section 17;

(b)a decision to impose a licence condition under section 18;

(c)a decision to refuse to renew a licence under section 18AE;

(d)a decision to vary a licence under section 18AF;

(e)a decision to suspend or cancel a licence under section 18AG.

(2)An application under subsection (1) must be made within 28 days after—

(a)for a decision referred to in subsection (1)(a), (c), (d) or (e), the day the eligible applicant was given notice of that decision; or

(b)for a decision referred to in subsection (1)(b)—

(i)in the case of a condition imposed on the grant of a licence under section 17 or the renewal of a licence under section 18AE, the day the licence was issued to the eligible applicant; or

(ii)in the case of condition imposed as a variation of a licence under section 18AF, the day the eligible applicant was given notice of the variation.

(3)In this section—

eligible applicant means—

(a)in the case of a decision relating to an application for a licence or a renewal of a licence, the applicant for the licence or renewal of the licence; or

(b)in the case of any other decision relating to a licence, the licence holder.

18AJOffence to give false and misleading information in relation to licence applications, renewals and variations

A person must not, in or in relation to any of the following applications, give information that the person knows to be false or misleading in a material particular—

(a)an application for a licence;

(b)an application for the renewal of a licence;

(c)an application to vary a licence.

Penalty:240 penalty units in the case of a body corporate;

120 penalty units in any other case.

18AK Wage Inspectorate Victoria must maintain the Child Employment Register

(1)The Wage Inspectorate Victoria must establish and keep a register to be called the Child Employment Register.

(2)The purposes of the Register are—

(a)to record information about licence holders; and

(b)to record information about licences, including in respect of the following—

(i)conditions;

(ii)variations;

(iii)suspensions and cancellations; and

(c)to record decisions of the Wage Inspectorate Victoria under this Act; and

(d)to make the information collected for the purposes of the Register available to the public; and

(e)to enable the Wage Inspectorate Victoria to provide information to licence holders and other persons affected by this Act.

(3)The Wage Inspectorate Victoria must record in the Register the following information in respect of each licence—

(a)the licence holder's name and contact details;

(b)the name and contact details of each nominated officer for the licence holder;

(c)the name and contact details of each employer representative for the licence holder;

(d)the date on which the licence came into force and its expiry date;

(e)details of any condition to which the licence is subject;

(f)any other prescribed matter.

(4)A person may search and take a copy of an extract from, or a copy of, the Register.

(5)The Wage Inspectorate Victoria may keep and publish the Register in any form that the Wage Inspectorate Victoria thinks fit.

18BRecord keeping by employers

(1)An employer must keep a record of the written consent of the parent or guardian of a child to the child's employment by that employer in accordance with subsection (3).

(2)An employer must keep a record of an exemption from attendance at school for a child employed by that employer in accordance with subsection (3).

(3)The employer must keep the written record—

(a)in a form approved by the Wage Inspectorate Victoria; and

(b)for a period of 12 months after the expiry of the licence to which the record relates, or for any other prescribed period.

(4)An employer must keep a written record of the name of any person who supervises a child in the course of the child's employment and the number of any current WWC clearance for that person in accordance with subsection (5).

(5)The employer must keep the written record—

(a)for a period of 5 years after the person who supervised the child last supervised any child in the course of the child's employment by the employer; or

(b)for any other prescribed period.

19Supervision of children in employment

(1)An employer of a child must ensure that the child is—

(a)supervised at all times by an adult who has a current WWC clearance or is exempt from the requirement to have a current WWC clearance under section 19B; and

(b)directly and adequately supervised by an adult referred to in paragraph (a) at all times in the employment, having regard to the following—

(i)the nature and environment of the workplace, including the number of children employed at any one time in the workplace; and

(ii)the nature of the work performed by the child; and

(iii)the child's age, sex and physical and emotional development and maturity.

Penalty:1200 penalty units in the case of a body corporate;

240 penalty units in any other case.

Notes

1     Section 19A of this Act extends and applies the Worker Screening Act 2020 (with modifications) to the supervision of children in employment under this Act.

2 The supervisor of a child is required to hold a current WWC clearance—see section 121 of the Worker Screening Act 2020, as applied and modified by section 19A(1) and (2)(f) and (g) of this Act.

3 It is an offence for a person to engage another person to supervise a child in employment without a current WWC clearance—see section 123 of the Worker Screening Act 2020, as applied and modified by section 19A(1) and (2)(j) and (k) of this Act.

4 Exemptions from the requirement for supervisors of child employees to hold a current WWC clearance are set out in section 19B of this Act. The exemptions in Chapter 5 of the Worker Screening Act 2020 from a requirement to hold a current WWC clearance do not apply to the supervisors of child employees—see section 19A(1) and (2)(f) of this Act.

*                *                *                *                *

*                *                *                *                *

(4)A prospective employer or employer of a child must, on request by the parent or guardian of a child or an authorised officer, provide to the parent or guardian or the authorised officer the name of any person who supervises, or that the employer knows will supervise or has supervised, the child in the course of the child's employment and the number of the person's current WWC clearance.

Penalty:240 penalty units in the case of a body corporate;

120 penalty units in any other case.

(5)Subsection (4) does not apply to an employer who does not have a written record of the information requested because of the expiry of the period set out in section 18B(5).

(6)Nothing in this section applies to the employment of a child in a family business.

19AA   Supervision of children during auditions etc.

(1)A person who conducts a casting process for the purposes of employing a child to perform a role must ensure that any child who participates in the casting process is supervised by a person specified in subsection (2) during the casting process.

Penalty:240 penalty units in the case of a body corporate;

120 penalty units in any other case.

(2)For the purposes of subsection (1), the following persons are specified—

(a)an adult who—

(i)has a current WWC clearance; or

(ii)is exempt from the requirement to have a current WWC clearance under section 19B;

(b)the parent or guardian of the child.

(3)In this section—

casting process means any audition or other trial hearing or viewing of an actor for any role in a television, film, live music, theatre or dance production and includes screen tests and walk-ons.

Division 2A—Worker Screening Act 2020

19AApplication of Worker Screening Act 2020

(1)The Worker Screening Act 2020 extends and applies to the supervision of a child in employment that requires a licence under this Act as if that supervision were child-related work for the purposes of the Worker Screening Act 2020.

(2)The Worker Screening Act 2020 applies to the supervision of a child referred to in subsection (1) with the following modifications—

(a)section 7(1)(b) and (8)(b) do not apply to exclude work experience arrangements referred to in section 5.4.11(4) of the Education and Training Reform Act 2006 from the operation of the Act as applied by the Child Employment Act 2003;

(b)section 66(5)(a) applies as if the reference to "this Act" were a reference to "this Act or the Child Employment Act 2003";

(c)section 72(1) applies as if the following paragraph were inserted after paragraph (b)—

"(ba)if the person supervises a child referred to in section 19A(1) of the Child Employment Act 2003, the employer of the child;";

(d)section 78 applies as if the following subsection were substituted for section 78(3)—

"(3)For the purposes of Chapter 6, a person supervising a child referred to in section 19A(1) of the Child Employment Act 2003 who has been given an interim WWC exclusion under section 66 is not to be regarded as having a current WWC clearance in respect of that supervision.";

(e)section 89(1) applies as if "Despite section 78(3)," were omitted;

(f)Chapter 5 does not apply;

Note

Chapter 5 of the Worker Screening Act 2020 contains a number of exemptions from the requirement to hold a current WWC clearance which do not apply in relation to the supervisors of child employees. For exemptions from the requirement for supervisors of child employees to hold a current WWC clearance see section 19B of this Act instead.

(g)section 121(2)(b) applies as if the reference to "Chapter 5" were a reference to "section 19B of the Child Employment Act 2003";

(h)section 121(2)(a), (2)(c) and (3) do not apply to a person who is supervising a child referred to in section 19A(1) of the Child Employment Act 2003;

(i)section 122(3) does not apply;

(j)section 123(2)(b) applies as if the reference to "Chapter 5" were a reference to "section 19B of the Child Employment Act 2003";

(k)section 123(2)(a), (2)(c), (3) and (4) do not apply to a person who is supervising a child referred to in section 19A(1) of the Child Employment Act 2003;

(l)section 124(2)(b) applies as if the reference to "Chapter 5" were a reference to "section 19B of the Child Employment Act 2003";

(m)section 124(2)(a) and (4) do not apply to a person who is supervising a child referred to in section 19A(1) of the Child Employment Act 2003;

(n)section 126 applies as if a reference to "work" were a reference to "work or the employment of a child referred to in section 19A(1) of the Child Employment Act 2003";

(o)section 130(3)(h) applies as if the reference to "this Act" were a reference to "this Act or the Child Employment Act 2003";

(p)section 130(3) applies as if the following paragraph were inserted after paragraph (a)—

"(aa)to the Wage Inspectorate Victoria for considering an application under the Child Employment Act 2003 or determining compliance with that Act;".

(3)Sections 121, 123, 124 and 125 of the Worker Screening Act 2020 apply to the supervision of a child referred to in subsection (1) in or at a service, body, place or activity as if it were child‑related work despite the supervision occurring before the relevant date in relation to that service, body, place or activity under that Act.

19BExemptions from WWC check

(1)The following persons are exempt from the requirements of the Worker Screening Act 2020 as applied and modified by this Act to have a current WWC clearance under the Worker Screening Act 2020 and to undergo a WWC check under Chapter 3 of that Act in respect of their supervision of a child referred to in section 19A(1)—

(a)a person who supervises a child who is closely related to him or her;

(b)a person who is a registered teacher or registered early childhood teacher under the Education and Training Reform Act 2006;

Note

Section 2.6.28 of the Education and Training Reform Act 2006 provides that a teacher whose registration is suspended is deemed not to be registered for the period of that suspension.

(c)a person who is a police officer or protective services officer (other than a police officer or protective services officer who is suspended from duty under the Victoria Police Act 2013);

(caa)a person who is a police custody officer supervisor or a police custody officer (other than a person whose authorisation to act as a police custody officer supervisor or a police custody officer has been suspended under the Victoria Police Act 2013);

(ca)a person who is a member of the Australian Federal Police within the meaning of the Australian Federal Police Act 1979 of the Commonwealth (other than a member who is suspended from duty under that Act);

(d)a person who is not an Australian citizen and not ordinarily resident in Australia in respect of the supervision of a child if he or she does not ordinarily engage in that work in Victoria.

(2)For the purposes of subsection (1)(a), a person is closely related to a child if the person is the child's—

(a)parent, step-parent or guardian;

(b)grandparent;

(c)uncle or aunt;

(d)brother or sister (including half-brother, half‑sister, step-brother, step-sister, brother‑in-law or sister-in-law)—

and includes, in the case of domestic partners, a person who would be closely related to the child if the domestic partners were married to each other.

(3)A person who supervises a child in employment (other than teaching in a school) and who relies on an exemption under subsection (1)(b) in respect of that supervision must notify any person by whom he or she is employed in that supervision in writing of the suspension or cancellation of the person's registration as a teacher or an early childhood teacher under the Education and Training Reform Act 2006 within 7 days after receiving notice of the suspension or cancellation.

Penalty:60 penalty units.

(4)A person referred to in subsection (1)(c) who supervises a child in employment (other than as a police officer or protective services officer) and who relies on an exemption under subsection (1)(c) in respect of that supervision must notify any person by whom he or she is employed in that supervision in writing of the suspension or dismissal of the person as a police officer or protective services officer under the Victoria Police Act 2013 within 7 days after receiving notice of the suspension or dismissal.

Penalty:60 penalty units.

(4A)A person referred to in subsection (1)(caa) who supervises a child in employment (other than as a police custody officer supervisor or a police custody officer) and who relies on an exemption under subsection (1)(caa) in respect of that supervision must notify any person by whom they are employed in that supervision in writing of the suspension or revocation of their authorisation to act as a police custody officer supervisor or a police custody officer under the Victoria Police Act 2013 within 7 days after receiving notice of the suspension or revocation.

Penalty:60 penalty units.

(5)A person referred to in subsection (1)(ca) who supervises a child in employment (other than as a member of the Australian Federal Police) and who relies on an exemption under subsection (1)(ca) in respect of that supervision must notify any person by whom he or she is employed in that supervision in writing of the suspension or termination of the employment of the person as a member of the Australian Federal Police within 7 days after receiving notice of the suspension or termination.

Penalty:60 penalty units.

Division 3—General conditions of employment

20Condition 1—light work

A child may only be employed to perform light work.

21Condition 2—hours of work

(1)A child may be employed—

(a)for a maximum of 3 hours per day and 12 hours per week at any time during school term; and

(b)for a maximum of 6 hours per day and 30 hours per week at any time outside school term.

Note

A child must not be employed during school hours—see section 11.

(2)The hours in subsection (1)(b) are inclusive of rest breaks.

(3)A child must not be employed to perform work on any day—

(a)earlier than 6 a.m. or sunrise (whichever is later) or later than 6 p.m. or sunset (whichever is earlier) if the child is employed in street trading;

(b)earlier than 6 a.m. or later than 9 p.m. in any other case.

Note

This section does not apply to the employment of a child in a family business or in entertainment—see sections 25(a) and 28(1)(a).

(4)This section does not apply to a child who is exempted from enrolment at school, attendance at school, or both enrolment and attendance at school, in accordance with section 2.1.5 of the Education and Training Reform Act 2006.

22Condition 3—rest breaks

(1)A child who is employed must be given a rest break of at least 30 minutes after every 3 hours of work.

(2)The rest break may be paid or unpaid.

(3)A child who is employed must be given a break of at least 12 hours between finishing one shift of work and commencing the next.

Note

This section does not apply to the employment of a child in a family business or in entertainment—see sections 25(b) and 28(1)(b).

23Contravention of conditions

(1)A person who employs a child must not contravene a condition set out in this Division that applies to that employment.

Penalty:240 penalty units in the case of a body corporate;

120 penalty units in any other case.

(2)A condition in section 21 or 22 does not apply to the employment of a child to the extent that the Wage Inspectorate Victoria specifies in the licence for that employment or by notice in writing to the employer.

(3)The Wage Inspectorate Victoria must not specify that a condition does not apply unless it has regard—

(a)to the effect of the proposed change on the child's health or safety or moral or material welfare or development or the child's attendance at school or capacity to benefit from instruction; and

(b)the views of the parent or guardian of the child and the employer or prospective employer of the child.

Note

Section 5.4.11 of the Education and Training Reform Act 2006 has the effect that conditions in this Division do not apply to a child employed in certain work experience arrangements.

Division 4—Employment in family businesses

24When may a child be employed in a family business?

(1)A child may be employed in or in relation to a family business without a licence.

(2)Nothing in subsection (1) allows a child to be employed in prohibited employment.

Note

Also, the child can only be employed to perform light work and cannot be employed during school hours—see sections 11 and 20.

25Provisions that do not apply to employment in family businesses

The following provisions of this Act do not apply to the employment of a child in or in relation to a family business—

(a)section 21 (hours of work);

(b)section 22 (rest breaks).

Note

There is also no minimum age for the employment of children in a family business—see section 10(2).

26Supervision in family businesses

(1)A person who employs a child in or in relation to a family business must ensure the child is directly supervised in that employment by—

(a)a parent of the child or a person who has parental responsibility for the child; or

(b)an adult—

(i)who works in the family business; and

(ii)who is an appropriate person, in all the circumstances, to have direct supervision of the child in that employment.

Penalty:60 penalty units.

(2)A person who employs a child in or in relation to a family business must ensure the child is not left in the supervision of a person referred to in subsection (1)(b) for an unreasonable period.

Penalty:60 penalty units.

Division 5—Employment in entertainment

27When may a child be employed in entertainment?

A child may be employed in entertainment in accordance with a licence and with the prior written consent of the parent or guardian of the child.

28Provisions that do not apply to employment in entertainment

(1)The following provisions of this Act do not apply to the employment of a child in entertainment—

(a)section 21 (hours of work);

(b)section 22 (rest breaks).

Note

There is also no minimum age for the employment of children in entertainment—see section 10(2).

(2)Despite subsection (1), the Wage Inspectorate Victoria may take into account any provision referred to in that subsection in determining the conditions (if any) to be imposed on a licence for the employment of a child in entertainment.

29Mandatory code of practice

(1)The Minister must make a mandatory code of practice for the employment of children in entertainment.

(2)The Minister is to make all reasonable efforts to make the code within 12 months after the commencement of this section.

(3)Before making the code, the Minister must consult—

(a)representatives of employers and employees in the entertainment industry; and

(b)any government agencies that the Minister considers have an interest in the entertainment industry.

30What will the mandatory code contain?

(1)The mandatory code is to contain provisions regulating the employment of children in entertainment.

(2)The code may apply, adopt or incorporate (with or without modification) any document as in force at a particular time or as in force from time to time.

31How is the mandatory code made?

(1)The Minister makes the mandatory code by order published in the Government Gazette.

(2)The code takes effect on the day the order is published or the later day specified in the order.

32Effect of the mandatory code

A person who employs a child in entertainment must not contravene the mandatory code.

Penalty:240 penalty units in the case of a body corporate;

120 penalty units in any other case.

33Variation and revocation of the mandatory code

(1)The Minister may, by order published in the Government Gazette, vary or revoke the mandatory code at any time.

(2)If the Minister revokes the mandatory code, he or she must make another mandatory code within 6 months.

34Availability of the mandatory code

The Wage Inspectorate Victoria must ensure that—

(a)the mandatory code, as varied from time to time, is published on its website; and

(b)copies of the mandatory code, as varied from time to time, are made available for public inspection, without charge, at its principal office during ordinary office hours.

PART 3—CRIMINAL LIABILITY OF EMPLOYER REPRESENTATIVES AND NOMINATED OFFICERS

35Contravention of minimum age for employment

(1)A nominated officer for a licence holder commits an offence if—

(a)the licence holder engaged in conduct that would constitute a contravention of section 10(3); and

(b)the nominated officer—

(i)knew of, or knowingly authorised or permitted, the conduct; or

(ii)failed to take reasonable steps to prevent the conduct.

(2)A nominated officer who commits an offence against subsection (1) is liable to a penalty not exceeding 240 penalty units.

36Contravention of employment of children during school hours

(1)A nominated officer for a licence holder commits an offence if—

(a)the licence holder engaged in conduct that would constitute a contravention of section 11(1); and

(b)the nominated officer—

(i)knew of, or knowingly authorised or permitted, the conduct; or

(ii)failed to take reasonable steps to prevent the conduct.

(2)A nominated officer who commits an offence against subsection (1) is liable to a penalty not exceeding 240 penalty units.

36AContravention in relation to prohibited employment

(1)A nominated officer for a licence holder commits an offence if—

(a)the licence holder engaged in conduct that would constitute a contravention of section 12(1); and

(b)the nominated officer—

(i)knew of, or knowingly authorised or permitted, the conduct; or

(ii)failed to take reasonable steps to prevent the conduct.

(2)A nominated officer who commits an offence against subsection (1) is liable to a penalty not exceeding 240 penalty units.

36BContravention in relation to prohibited conduct in entertainment

(1)An employer representative for a licence holder commits an offence if—

(a)the licence holder engaged in conduct that would constitute a contravention of section 12A(1) or (3); and

(b)the employer representative—

(i)knew of, or knowingly authorised or permitted, the conduct; or

(ii)failed to take reasonable steps to prevent the conduct.

(2)An employer representative who commits an offence against subsection (1) is liable to a penalty not exceeding 240 penalty units.

36CContravention of licence conditions

(1)An employer representative or a nominated officer for a licence holder commits an offence if—

(a)the licence holder engaged in conduct that would constitute a contravention of section 18(5); and

(b)the employer representative or the nominated officer—

(i)knew of, or knowingly authorised or permitted, the conduct; or

(ii)failed to take reasonable steps to prevent the conduct.

(2)An employer representative or a nominated officer who commits an offence against subsection (1) is liable to a penalty not exceeding 120 penalty units.

36DContravention of adequate supervision of children in employment

(1)An employer representative or a nominated officer for a licence holder commits an offence if—

(a)the licence holder engaged in conduct that would constitute a contravention of section 19(1); and

(b)the employer representative or the nominated officer—

(i)knew of, or knowingly authorised or permitted, the conduct; or

(ii)failed to take reasonable steps to prevent the conduct.

(2)An employer representative or a nominated officer who commits an offence against subsection (1) is liable to a penalty not exceeding 240 penalty units.

36EContravention of condition of employment

(1)An employer representative or a nominated officer for a licence holder commits an offence if—

(a)the licence holder engaged in conduct that would constitute a contravention of section 23(1); and

(b)the employer representative or the nominated officer—

(i)knew of, or knowingly authorised or permitted, the conduct; or

(ii)failed to take reasonable steps to prevent the conduct.

(2)An employer representative or a nominated officer who commits an offence against subsection (1) is liable to a penalty not exceeding 120 penalty units.

36FContravention of the mandatory code

(1)An employer representative or a nominated officer for a licence holder commits an offence if—

(a)the licence holder engaged in conduct that would constitute a contravention of section 32; and

(b)the employer representative or the nominated officer—

(i)knew of, or knowingly authorised or permitted, the conduct; or

(ii)failed to take reasonable steps to prevent the conduct.

(2)An employer representative or a nominated officer who commits an offence against subsection (1) is liable to a penalty not exceeding 120 penalty units.

36GContravention of directions

(1)An employer representative or a nominated officer for a licence holder commits an offence if—

(a)the licence holder engaged in conduct that would constitute a contravention of section 43A(2); and

(b)the employer representative or the nominated officer—

(i)knew of, or knowingly authorised or permitted, the conduct; or

(ii)failed to take reasonable steps to prevent the conduct.

(2)An employer representative or a nominated officer who commits an offence against subsection (1) is liable to a penalty not exceeding 120 penalty units.

36HContraventions in relation to producing documents and giving information

(1)An employer representative or a nominated officer for a licence holder commits an offence if—

(a)the licence holder engaged in conduct that would constitute a contravention of section 47(1) or (2); and

(b)the employer representative or the nominated officer—

(i)knew of, or knowingly authorised or permitted, the conduct; or

(ii)failed to take reasonable steps to prevent the conduct.

(2)An employer representative or a nominated officer who commits an offence against subsection (1) is liable to a penalty not exceeding 120 penalty units.

36IEmployer representatives or nominated officers may commit offences regardless of whether licence holders prosecuted

An employer representative or a nominated officer for a licence holder may be prosecuted for or convicted or found guilty under a provision in this Part whether or not the licence holder has been prosecuted for or convicted or found guilty of a contravention of an offence referred to in that provision.

PART 4—COMPLIANCE

Division 1—Authorised officers

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38Appointment of authorised officers

(1)The Wage Inspectorate Victoria, by instrument, may appoint a person employed under Part 3 of the Public Administration Act 2004 to be an authorised officer for the purposes of this Act.

(2)The Wage Inspectorate Victoria must give an authorised officer a certificate of appointment signed by the Commissioner of the Wage Inspectorate Victoria.

(3)A certificate of appointment given to an authorised officer under subsection (2) is conclusive proof of the valid appointment of the authorised officer.

(4)An authorised officer is subject to the Wage Inspectorate Victoria's directions in the exercise of the authorised officer's powers under this Act or the regulations.

(5)A direction under subsection (4) may be of a general nature or may relate to a specified matter or to a specified class of matter.

(6)The Wage Inspectorate Victoria, by instrument, may revoke an appointment under subsection (1) at any time.

39Identity cards

(1)The Wage Inspectorate Victoria must issue an identity card to each authorised officer—

(a)containing a photograph of the authorised officer and the authorised officer's signature; and

(b)in the form approved by the Wage Inspectorate Victoria.

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(3)An authorised officer must produce the authorised officer's identity card for inspection—

(a)before exercising a power under this Part other than a requirement made by, or a power exercised by way of, post, fax, e-mail or other electronic communication; and

(b)at any time during the exercise of a power under this Part, if asked to do so.

Penalty:10 penalty units.

40Police to assist authorised officers

(1)An authorised officer may request the assistance of a police officer.

(2)A police officer may assist an authorised officer to take any action authorised by this Part.

41When may powers be exercised?

(1)An authorised officer may exercise powers under this Part only to the extent that it is reasonably necessary to do so for the purposes of—

(a)investigating an application for a licence or an application to renew or vary a licence; or

(b)monitoring or determining compliance with the child employment laws; or

(c)investigating contraventions or possible contraventions of this Act and the regulations.

(2)In exercising powers under this Part, an authorised officer must—

(a)cause as little inconvenience as possible; and

(b)not remain on premises any longer than is reasonably necessary.

42Power of entry

(1)At any time during ordinary working hours, an authorised officer may without force enter—

(a)any premises identified in an application for a licence or an application to renew or vary a licence as an intended workplace of a child; or

(b)any premises at which the officer has reasonable grounds for believing that work is being or has been performed or engaged in by a child; or

(c)any premises, being a place of business at which the officer has reasonable grounds for believing that there are documents relevant to the purpose of—

(i)investigating an application for a licence or an application to renew or vary a licence; or

(ii)monitoring or determining compliance with the child employment laws; or

(iii)investigating contraventions or possible contraventions of this Act and the regulations.

(2)If an owner or occupier of premises is present when an authorised officer exercises a power of entry under this section, the officer must—

(a)produce the authorised officer's identity card for inspection; and

(b)inform the owner or occupier of the purpose of the entry.

(3)If an authorised officer exercises a power of entry under this section without the owner or occupier being present, the officer must—

(a)on leaving the premises, leave a notice setting out—

(i)the time of entry; and

(ii)the purpose of entry; and

(iii)a description of all things done while on the premises; and

(iv)the time of departure; and

(v)the procedure for contacting the officer for further details of the entry; and

(b)post a copy of that notice—

(i)to the owner of the premises, if the identity and address of the owner are known to the officer; and

(ii)to the occupier of the premises, if the identity and address of the occupier are known to the officer.

(4)An authorised officer does not have authority to enter any part of premises used for residential purposes, unless—

(a)the officer has, before the entry and in addition to complying with subsection (2), informed the occupier that the occupier may refuse to consent to the entry; and

(b)the occupier has consented to the entry.

(5)If an occupier consents to an entry under subsection (4), the authorised officer who requested consent must before entering the premises ask the occupier to sign an acknowledgment in the prescribed form stating—

(a)that the occupier has been informed of the purpose of the entry; and

(b)that the occupier has been informed that the occupier may refuse to consent to the entry; and

(c)that the occupier has consented to the entry; and

(d)the date and time that the occupier consented.

(6)An occupier who signs an acknowledgment must be given a copy of the signed acknowledgment before the authorised officer leaves the premises.

(7)If, in any proceeding, an acknowledgment is not produced to the court or a tribunal, it must be presumed, until the contrary is proved, that the occupier did not consent to the entry.

(8)Subsection (4) does not apply to any part of premises used both for residential purposes and for work. However, an authorised officer may only enter such premises under this section if an owner or occupier is present.

(a)a person who was named on a permit or a declaration of suitability in force immediately before that commencement as a person permitted to employ or supervise a child in employment is not liable to an offence under section 19(1)(a) of this Act or section 33 of the Working with Children Act 2005 in respect of the supervision of that child for 12 months after the date the police check for that permit or declaration was issued for that employment or supervision;

(b)a person who was named on a permit or a declaration of suitability in force immediately before that commencement as a person permitted to employ or supervise a child in employment is not liable to an offence under section 19(1)(a) of this Act or section 33 of the Working with Children Act 2005 in respect of the supervision of the employment of any other child within 12 months after the date the police check for that permit or declaration was issued in respect of that employment or supervision if—

(i)the police check was issued within one month before the supervision of that other child commenced; or

(ii)in the case where the police check was issued more than one month before the supervision of that other child commenced, within one month before that supervision commenced the person made a statutory declaration—

(A)under section 13(2)(d)(ii) as in force immediately before the commencement of section 20 of the Child Employment Amendment Act 2010; or

(B)setting out the matters in subsection (2) and, in the case of an employer who supervises a child, provided the statutory declaration to the Secretary before the supervision of that other child commenced or, in the case of a supervisor who is employed, provided the statutory declaration to the employer before the supervision of that other child commenced.

(2)A statutory declaration under subsection (1)(b)(ii)(B) must state—

(a)that the person consented to a police check in connection with a permit referred to in subsection (1) within 12 months before the statutory declaration; and

(b)since the date of that consent the person has not been charged with any offence; and

(c)the name or business or trading name of the employer of that other child who is to be supervised.

(3)An employer who receives a statutory declaration under subsection (1)(b)(ii)(B) from a supervisor must forward the statutory declaration to the Secretary before the supervision of that other child commences.

(4)A person is not liable to an offence under section 35 of the Working with Children Act 2005 in respect of the engagement of a personreferred to in subsection (1) to supervise the child for the period of 12 months specified inthat section.

(5)A person is not liable to an offence under section 36 of the Working with Children Act 2005 in respect of offering the services of a person referred to in subsection (1) to supervise the child for the period of 12 months specified in that section.

(6)Section 46(1) does not apply to a child employment officer who, at the request of an employer referred to in this section, provides advice to the employer as to whether subsection(1)(b) applies to a person referred to in that paragraph who is, or is to be, employed by that employer to supervise a child.

Division 2—Industrial Relations Legislation Amendment Act 2021

56Transitional provisions—Industrial Relations Legislation Amendment Act 2021

(1)An application under section 13 that was pending immediately before the commencement of section 4 of the amending Act is taken, on and after that commencement, to be an application to the Wage Inspectorate Victoria under section 13 as amended by the amending Act.

(2)An application under section 13A that was pending immediately before the commencement of section 5 of the amending Act is taken, on and after that commencement, to be an application to the Wage Inspectorate Victoria under section 13A as amended by the amending Act.

(3)In determining an application referred to in subsection (1) or (2), the Wage Inspectorate Victoria may have regard to any investigations and inquiries carried out by the Secretary under section 14 in relation to the application before the commencement of section 6 of the amending Act.

(4)A permit granted under section 16 that was in force immediately before the commencement of section 7 of the amending Act remains in force on and after that commencement as if it had been granted by the Wage Inspectorate Victoria under section 16 as amended by the amending Act.

(5)A permit granted under section 16A that was in force immediately before the commencement of section 8 of the amending Act remains in force on and after that commencement as if it had been granted by the Wage Inspectorate Victoria under section 16A as amended by the amending Act.

(6)Any conditions to which a permit referred to in subsection (4) or (5) was subject immediately before the commencement of section 9 of the amending Act remain in force on and after that commencement as if they had been determined by the Wage Inspectorate Victoria under section 17 as amended by the amending Act.

(7)The approval of a form under section 18B(3)(a) that was in force immediately before the commencement of section 12 of the amending Act remains in force on and after that commencement until a form is approved by the Wage Inspectorate Victoria under that section as amended by the amending Act.

(8)If an employer provided a copy of an exemption to the Secretary under section 18B(5)(b) before the commencement of section 12 of the amending Act, the copy is taken, on and after that commencement, to have been provided to the Wage Inspectorate Victoria.

(9)A person who was a child employment officer immediately before the commencement of section 17 of the amending Act remains a child employment officer on and after that commencement as if the person had been appointed by the Wage Inspectorate Victoria under section 38 as amended by the amending Act.

(10)Any directions in force under section 38(2) immediately before the commencement of section 17 of the amending Act remain in force on and after that commencement as if they were directions issued by the Wage Inspectorate Victoria under section 38(2) as amended by the amending Act.

(11)An identity card issued to a child employment officer under section 39 that was in force immediately before the commencement of section 18 of the amending Act remains in force on and after that commencement as if it had been issued by the Wage Inspectorate Victoria under section 39 as amended by the amending Act.

(12)A written authority that was in force under section 46(2)(d) immediately before the commencement of section 19 of the amending Act remains in force on and after that commencement in accordance with its tenor as if it had been given by the Wage Inspectorate Victoria under section 46(2)(d) as amended by the amending Act.

(13)An authorisation by the Secretary that was in force under section 49A(1) immediately before the commencement of section 20 of the amending Act remains in force on and after that commencement as if it had been given by the Wage Inspectorate Victoria under section 49A(1) as amended by the amending Act.

(14)A delegation by the Secretary under section 52 that was in force immediately before the commencement of section 22 of the amending Act remains in force on and after that commencement as if it were a delegation by the Wage Inspectorate Victoria under section 52 as amended by the amending Act.

(15)In this section—

amending Act means the Industrial Relations Legislation Amendment Act 2021.

Division 3—Child Employment Amendment Act 2022

57Information and documents required

(1)This section applies if—

(a)a notice was given to a person under section 44, as in force immediately before the commencement of section 34 of the Child Employment Amendment Act 2022; and

(b)the person to whom the notice was given has not complied with the notice before that commencement.

(2)The person must, within the period specified in the notice—

(a)give an authorised officer any information required by the child employment officer who gave the notice; and

(b)produce to an authorised officer any document required by the child employment officer who gave the notice.

(3)An authorised officer may inspect, and make copies or take extracts from, a document produced to the authorised officer under subsection (2).

58Retention of documents

(1)This section applies if—

(a)a child employment officer retained a document under section 45, as it was in force immediately before the commencement of section 35 of the Child Employment Amendment Act 2022; and

(b)the child employment officer did not return the document to the person otherwise entitled to its possession before that commencement.

(2)An authorised officer may retain the document for the period necessary for the purpose of performing the authorised officer's functions and exercising the authorised officer's powers.

(3)During the period that the authorised officer retains the document under subsection (2), the authorised officer must permit the person otherwise entitled to its possession to inspect it and to make copies of it or take extracts from it.

59Work experience arrangements

Section 5.4.11(3) of the Education and Training Reform Act 2006, as in force immediately before the commencement of section 45 of the Child Employment Amendment Act 2022, continues to apply in respect of a work experience arrangement that—

(a)began before that commencement; and

(b)has not finished before that commencement.

60Applications for permits that are on foot

(1)This section applies if—

(a)a person makes an application for a permit under Part 2, as that Part was in force immediately before the commencement of Part 3 of the Child Employment Amendment Act 2022; and

(b)before that commencement, the Wage Inspectorate Victoria did not grant the permit or refuse to grant the permit.

(2)This Act, as in force immediately before the commencement of Part 3 of the Child Employment Amendment Act 2022, continues to apply in respect of the application for the permit.

61Application of this Act to certain permits

(1)A permit granted on an application referred to in section 60—

(a)continues in force on and from the commencement of Part 3 of the Child Employment Amendment Act 2022 in accordance with its terms; and

(b)this Act, as in force immediately before that commencement, continues to apply in respect of the permit.

(2)An old permit that is in force immediately before the commencement of Part 3 of the Child Employment Amendment Act 2022—

(a)continues in force on and from that commencement in accordance with its terms; and

(b)this Act, as in force immediately before that commencement, continues to apply in respect of the permit.

(3)In this section—

old permit means a permit within the meaning of this Act, as this Act was in force immediately before the commencement of Part 3 of the Child Employment Amendment Act 2022.

62Compliance notices that are on foot

(1)This section applies if—

(a)the Wage Inspectorate Victoria issued a compliance notice before the commencement of Part 3 of the Child Employment Amendment Act 2022; and

(b)the date specified in the notice or, if the Wage Inspectorate Victoria has extended the date under section 46B(3), the extended date, is on or after that commencement.

(2)The compliance notice—

(a)continues in force on and from the commencement of Part 3 of the Child Employment Amendment Act 2022 in accordance with its terms; and

(b)this Act, as in force immediately before that commencement, continues to apply in respect of the compliance notice.

*                *                *                *                *

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═══════════════

ENDNOTES

1   General information

See for Victorian Bills, Acts and current Versions of legislation and up-to-date legislative information.

Minister's second reading speech—

Legislative Assembly: 9 April 2003

Legislative Council: 16 September 2003

The long title for the Bill for this Act was "to reform the law relating to the employment of children under the age of 15, to repeal Division 9 of Part III of the Community Services Act 1970 and consequentially amend that Act and the Education Act 1958 and for other purposes."

The Child Employment Act 2003 was assented on 11 November 2003 and came into operation on 12 June 2004: Special Gazette (No. 61) 15 March 2004 page 1.

INTERPRETATION OF LEGISLATION ACT 1984 (ILA)

Style changes

Section 54A of the ILA authorises the making of the style changes set out in Schedule 1 to that Act.

References to ILA s. 39B

Sidenotes which cite ILA s. 39B refer to section 39B of the ILA which provides that where an undivided section or clause of a Schedule is amended by the insertion of one or more subsections or subclauses, the original section or clause becomes subsection or subclause (1) and is amended by the insertion of the expression "(1)" at the beginning of the original section or clause.

Interpretation

As from 1 January 2001, amendments to section 36 of the ILA have the following effects:

•     Headings

All headings included in an Act which is passed on or after 1 January 2001 form part of that Act.  Any heading inserted in an Act which was passed before 1 January 2001, by an Act passed on or after 1 January 2001, forms part of that Act.  This includes headings to Parts, Divisions or Subdivisions in a Schedule; sections; clauses; items; tables; columns; examples; diagrams; notes or forms.  See section 36(1A)(2A).

•     Examples, diagrams or notes

All examples, diagrams or notes included in an Act which is passed on or after 1 January 2001 form part of that Act.  Any examples, diagrams or notes inserted in an Act which was passed before 1 January 2001, by an Act passed on or after 1 January 2001, form part of that Act.  See section 36(3A).

•     Punctuation

All punctuation included in an Act which is passed on or after 1 January 2001 forms part of that Act.  Any punctuation inserted in an Act which was passed before 1 January 2001, by an Act passed on or after 1 January 2001, forms part of that Act.  See section 36(3B).

•     Provision numbers

All provision numbers included in an Act form part of that Act, whether inserted in the Act before, on or after 1 January 2001.  Provision numbers include section numbers, subsection numbers, paragraphs and subparagraphs.  See section 36(3C).

•     Location of "legislative items"

A "legislative item" is a penalty, an example or a note.  As from 13 October 2004, a legislative item relating to a provision of an Act is taken to be at the foot of that provision even if it is preceded or followed by another legislative item that relates to that provision.  For example, if a penalty at the foot of a provision is followed by a note, both of these legislative items will be regarded as being at the foot of that provision.  See section 36B.

•     Other material

Any explanatory memorandum, table of provisions, endnotes, index and other material printed after the Endnotes does not form part of an Act. 
See section 36(3)(3D)(3E).

2   Table of Amendments

This publication incorporates amendments made to the Child Employment Act 2003 by Acts and subordinate instruments.

–––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––

Child Employment Act 2003, No. 81/2003

Assent Date:	11.11.03
Commencement Date:	S. 63(4) inserted on 1.7.23 by No. 27/2022 s. 79: s. 2(2)
Note:	S. 63(4) repealed s. 63 on 1.7.25
CurrentState:	This information relates only to the provision/s amending the Child Employment Act 2003

Pharmacy Practice Act 2004, No. 80/2004

Assent Date:	16.11.04
Commencement Date:	S. 150(Sch. 2 item 1) on 1.7.05: s. 2(3)
CurrentState:	This information relates only to the provision/s amending the Child Employment Act 2003

Public Administration Act 2004, No. 108/2004

Assent Date:	21.12.04
Commencement Date:	S. 117(1)(Sch. 3 item 28) on 5.4.05: Government Gazette 31.3.05 p. 602
CurrentState:	This information relates only to the provision/s amending the Child Employment Act 2003

Health Professions Registration Act 2005, No. 97/2005

Assent Date:	7.12.05
Commencement Date:	S. 182(Sch. 4 item 8) on 1.7.07: s. 2(3)
CurrentState:	This information relates only to the provision/s amending the Child Employment Act 2003

Education and Training Reform Act 2006, No. 24/2006

Assent Date:	16.5.06
Commencement Date:	S. 6.1.2(Sch. 7 item 4) on 1.07.07: Government Gazette 28.6.07 p. 1304
CurrentState:	This information relates only to the provision/s amending the Child Employment Act 2003

Children, Youth and Families (Consequential and Other Amendments) Act 2006, No. 48/2006

Assent Date:	15.8.06
Commencement Date:	S. 42(Sch. item 5) on 23.4.07: s. 2(3)
CurrentState:	This information relates only to the provision/s amending the Child Employment Act 2003

Statute Law Revision Act, No. 28/2007

Assent Date:	26.6.07
Commencement Date:	S.3(Sch. item 5) on 27.6.07: s. 2(1)
CurrentState:	This information relates only to the provision/s amending the Child Employment Act 2003

Education and Training Reform Miscellaneous Amendments Act 2007,
No. 58/2007

Assent Date:	27.11.07
Commencement Date:	S. 50 on 1.7.07: s. 2(2)
CurrentState:	This information relates only to the provision/s amending the Child Employment Act 2003

Statute Law Amendment (National Health Practitioner Regulation) Act 2010, No. 13/2010

Assent Date:	30.3.10
Commencement Date:	S. 51(Sch. item 10) on 1.7.10: s. 2(2)
CurrentState:	This information relates only to the provision/s amending the Child Employment Act 2003

Child Employment Amendment Act 2010, No. 26/2010

Assent Date:	8.6.10
Commencement Date:	Ss 4–35 on 31.12.10: s. 2(2)
CurrentState:	This information relates only to the provision/s amending the Child Employment Act 2003

Working with Children Amendment Act 2010, No. 51/2010

Assent Date:	24.8.10
Commencement Date:	S. 25 on 31.12.10: s. 2(4)
CurrentState:	This information relates only to the provision/s amending the Child Employment Act 2003

Fair Trading Amendment (Australian Consumer Law) Act 2010, No. 72/2010

Assent Date:	19.10.10
Commencement Date:	S. 48(Sch. item 4) on 1.1.11: Special Gazette (No. 502) 20.12.10 p. 1
Current State:	This information relates only to the provision/s amending the Child Employment Act 2003

Statute Law Revision Act 2012, No. 43/2012

Assent Date:	27.6.12
Commencement Date:	S. 3(Sch. item 4) on 28.6.12: s. 2(1)
CurrentState:	This information relates only to the provision/s amending the Child Employment Act 2003

Statute Law Revision Act 2013, No. 70/2013

Assent Date:	19.11.13
Commencement Date:	S. 4(Sch. 2 item 8) on 1.12.13: s. 2(1)
Current State:	This information relates only to the provision/s amending the Child Employment Act 2003

Legal Profession Uniform Law Application Act 2014, No. 17/2014

Assent Date:	25.3.14
Commencement Date:	S. 160(Sch. 2 item 13) on 1.7.15: Special Gazette (No. 151) 16.6.15 p. 1
CurrentState:	This information relates only to the provision/s amending the Child Employment Act 2003

Education and Training Reform Amendment (Registration of Early Childhood Teachers and Victorian Institute of Teaching) Act 2014, No. 19/2014

Assent Date:	1.4.14
Commencement Date:	S. 90 on 30.9.15: Special Gazette (No. 278) 22.9.15 p. 1
Current State:	This information relates only to the provision/s amending the Child Employment Act 2003

Victoria Police Amendment (Consequential and Other Matters) Act 2014, No. 37/2014

Assent Date:	3.6.14
Commencement Date:	S. 10(Sch. item 16) on 1.7.14: Special Gazette (No. 200) 24.6.14 p. 2
Current State:	This information relates only to the provision/s amending the Child Employment Act 2003

Children, Youth and Families Amendment (Permanent Care and Other Matters) Act 2014, No. 61/2014

Assent Date:	9.9.14
Commencement Date:	S. 163 on 1.3.16: s. 2(3)
CurrentState:	This information relates only to the provision/s amending the Child Employment Act 2003

Worker Screening Act 2020, No. 34/2020

Assent Date:	4.11.20
Commencement Date:	Ss 163–168 on 1.2.21: Special Gazette (No. 647) 8.12.20 p. 1
Current State:	This information relates only to the provision/s amending the Child Employment Act 2003

Industrial Relations Legislation Amendment Act 2021, No. 14/2021

Assent Date:	11.5.21
Commencement Date:	Ss 3–23 on 1.7.21: s. 2(1)
CurrentState:	This information relates only to the provision/s amending the Child Employment Act 2003

Child Employment Amendment Act 2022, No. 27/2022

Assent Date:	28.6.22
Commencement Date:	Ss 4–44, 46–75, 78, 79 on 1.7.23: s. 2(2)
Current State:	This information relates only to the provision/s amending the Child Employment Act 2003

Justice Legislation Amendment (Police and Other Matters) Act 2024, No. 2/2024

Assent Date:	20.2.24
Commencement Date:	Ss 3, 4 on 21.2.24: s. 2(1)
CurrentState:	This information relates only to the provision/s amending the Child Employment Act 2003

Statute Law Revision Act 2025, No. 41/2025

Assent Date:	21.10.25
Commencement Date:	S. 3(Sch. 1 item 9) on 22.10.25: s. 2
Current State:	This information relates only to the provision/s amending the Child Employment Act 2003

–––––––––––––––––––––––––––––––––––––––––––––––––––––––––––––

3   Explanatory details

No entries at date of publication.