For many young people, saying “yes” to extra hours feels like the responsible thing to do. You want to appear motivated. You may need the money. You may also worry that refusing overtime will make you look unreliable. But overtime is an area where young workers are often misinformed or exploited.
First, overtime is not automatically illegal for young workers, but it is strictly regulated. If you are under 18, special youth labor protection laws apply. In many countries, including Germany and Poland, there are clear limits on daily and weekly working hours for minors. Employers cannot simply ask a 16- or 17-year-old to stay late because the workplace is busy. There are legal maximums, and they must be respected.
A common myth is that young workers “cannot be paid overtime because of their age.” That is incorrect. If overtime is legally allowed in your case, it must either be compensated financially or balanced with time off. Age does not remove your right to fair pay. If overtime is not permitted due to age restrictions, then you should not be working those extra hours at all.
Another serious issue is unpaid overtime. Wage theft often happens quietly. A supervisor may say, “Just finish this task before you go,” or “We’ll count it next time.” Small unpaid amounts can accumulate over weeks and months. Young workers may not track their hours carefully, which makes it easier for employers to avoid payment.
In sectors such as gastronomy, retail, logistics, and cleaning, unpaid overtime is particularly common. Shift-based systems sometimes pressure workers to stay until everything is done, even if their official shift has ended. If your contract says you work 20 hours per week, but you regularly work 25 or 30 without proper compensation, this is a problem.
It is important to understand what your contract says about working hours. Does it mention overtime? Does it explain how overtime is compensated? Some contracts allow “flexible hours,” but even then, total working time must comply with labor law. Flexibility does not mean unlimited availability.
If you are under 18, there are additional protections. Night work, excessive daily hours, and weekend work are often restricted. Employers must know these rules. If they claim ignorance, that is not your responsibility.
What can you do? First, track your hours independently. Write down when you start and finish work. Second, ask questions politely but clearly. “How will these extra hours be compensated?” is a reasonable question. Third, seek advice if something feels wrong. Trade unions, labor counselling centers, and youth advisory services exist precisely for these situations.
Overtime should be the exception, not the norm. And it should always be legal, transparent, and compensated. Being young does not mean you should work more for less. Respecting your time is part of respecting your work.