Last updated October 11, 2026
These rules apply to every job posted on Fun First Jobs. They exist so that people looking for their first job can trust what they find here.
Employers and jobs must pass Fun First Jobs’ verification and safety checks before appearing on the site. Some submissions require additional review. We may ask for changes, decline a job, take a job down, or limit or suspend an organization that doesn’t follow this policy. Employers also agree to the Employer Terms when they create an account.
Who can post
- Organizations with a real, current opening, posted by someone who is authorized to post jobs for that organization.
- Every organization goes through verification first. Organizations using a personal or free email address, or an email domain that doesn’t match their website, need additional review before they can be verified. See How We Verify Employers.
- Jobs must be based in the United States. Fun First Jobs currently accepts U.S.-based jobs only: on-site and hybrid jobs need a work location in one of the 50 states or the District of Columbia, and remote jobs must be open to applicants located in the United States (nationwide or in specific states).
Every job must
- Be a real, currently open job with the organization named in the listing.
- Use an accurate job title and describe the duties, schedule, location and requirements accurately.
- Show pay accurately when pay is listed, without exaggerated or misleading earnings claims, and include any pay information that the law where the job is located requires in job postings.
- List only requirements the job genuinely needs. Give the minimum hiring age for this specific job; job seekers see it as, for example, “Minimum hiring age: 16 & older.” Name any required certification (for example, a lifeguard certification). The minimum hiring age is the employer’s statement: Fun First Jobs doesn’t decide whether a person of that age may legally do every duty.
- If you hire workers under 18, make sure the job duties and schedule follow the federal, state and local youth-employment rules that apply where the employee will work. The U.S. Department of Labor’s YouthRules site is a good starting point. This is general information, not legal advice.
- Give a working way to apply: Apply on Fun First Jobs or your own application page or hiring system. Links must show where they go; link shorteners aren’t accepted.
- Be posted once. Post separate openings as separate jobs, and don’t post duplicate copies of the same job.
- Come down when it’s no longer available. Mark it filled in your dashboard when you’ve hired.
Not allowed
- Fake, misleading or unauthorized listings, including jobs that don’t exist, posting for an organization you don’t represent, or presenting yourself as another organization.
- Charging applicants anything: application, registration, training, equipment, uniform, background-check or placement fees, or requiring a purchase to get or start the job.
- Asking for sensitive information as part of applying, in the listing, in application questions or in messages to applicants: Social Security numbers, bank or payment account details, or copies or numbers of identity documents such as a driver’s license or passport. Employers collect what they need for payroll and employment eligibility after a hiring decision, through their own onboarding.
- Money-handling and reshipping arrangements: any job where an applicant or worker is asked to deposit checks, send money, buy gift cards, handle cryptocurrency for someone else, or receive and forward packages.
- Discriminatory language. A listing may not show a preference for or against people because of race, color, religion, sex (including pregnancy, sexual orientation and gender identity), national origin, age, disability or genetic information. Describe the job, not the kind of person you want: write “entry-level” or “no experience required” rather than “young” or “recent graduates only.” Stating a genuine minimum age for the work is fine.
- Unrealistic earnings claims such as “make $1,000 a day” or “easy money,” multi-level marketing, pyramid or recruit-others arrangements, commission-only or recruiting-based pay presented as wages, and listings that are really advertisements for a product, course or business opportunity rather than a job.
- Harmful or inappropriate content, including sexual content, harassment and hateful or violent language. Remember that many people using this site are teenagers.
- Malicious, deceptive or broken links.
- Spam, including duplicate postings.
Your responsibilities as an employer
- You’re responsible for your listings, your hiring process and your workplace, including following the federal, state and local employment laws that apply to you.
- If you hire workers under 18, federal and state rules limit the jobs and tasks they may do and, for younger teens, the hours they may work. When both federal and state rules apply, the stricter one must be followed. The U.S. Department of Labor’s YouthRules site and your state labor office are good places to start.
- Keep your listings current: update a job when details change, mark it filled once you’ve hired, and confirm open-until-filled and year-round listings when we ask (about every 90 days). A listing that isn’t confirmed expires.
- Use applicants’ information only to consider them for the job they applied to, keep it secure, and never sell it or use it for marketing.
- Tell us right away if a strike or lockout begins at your organization while it has jobs on Fun First Jobs. We suspend its listings and pause new submissions until a workspace owner or administrator confirms it has ended.
Fun First Jobs doesn’t decide whether a job or a requirement is lawful, and nothing on this site is legal advice.
How we enforce this policy
- Employers and jobs must pass Fun First Jobs’ verification and safety checks before appearing on the site. Some submissions require additional review. Automated checks look for possible problems; when a check flags something, a person reviews the job before it can be published. Automated checks never reject a job on their own, and they can’t catch everything, so we also review reports and can take a job down at any time.
- Depending on the problem, we may ask you to change a listing, decline it, take it down, mark your organization Limited, revoke its verification, or suspend the organization and all of its jobs. Our Employer Terms explain when we may restrict, suspend, remove or terminate employer accounts, hiring workspaces, job postings or access, and how we handle reports.
- When we take action, we tell you the reason by email.
- Job seekers can report any listing, and our team reviews reports.
- “Verified employer” isn’t an endorsement, a background check, a legal certification or a guarantee of workplace safety. See How We Verify Employers.
We may update this policy as Fun First Jobs grows. The date at the top shows when it last changed. Questions? Contact us.