Every year, thousands of teens, college students, and temporary workers take on summer jobs across California. Whether it’s lifeguarding, landscaping, restaurant service, retail, or warehouse work, these short-term roles are a popular way to gain experience, earn extra income, and build a resume.
But summer jobs aren’t always as safe as they seem. Many involve physically demanding tasks, long hours, or fast-paced environments—which can lead to slips, falls, equipment accidents, or even heat-related illnesses. And when someone gets hurt on the job, the consequences can be serious—especially for a young worker just starting out.
That leads to an important question: Can you file a workers’ compensation or personal injury claim if you’re injured during a summer job?
The answer depends on several factors, including your employment status, how the injury occurred, and who was responsible. The good news is that seasonal and temporary workers in California do have rights, and in many cases, they are entitled to medical care and wage replacement through the state’s workers’ compensation system.
Many businesses—from theme parks and retail stores to restaurants and moving companies—bring on seasonal employees to handle increased demand during the summer. Whether you worked 10 hours a week or full-time, you are likely covered under California’s workers’ compensation laws as long as you were classified as an employee.
If you were hired as a paid intern or summer trainee, you may also be eligible for workers’ comp benefits if you were injured on the job. California considers paid interns to be employees in most cases, and they are entitled to the same workplace protections as other hires.
Even minors—those under 18—can be eligible for workers’ compensation in California. If you were legally employed, you’re protected under the same workers’ comp laws as adults. Employers must carry coverage that includes their teen employees, even if the job was part-time or temporary.
If you were placed at a summer job by a staffing agency or temp agency, you may still be eligible for workers’ comp. The question of who is responsible for your injury—your direct employer or the company where you were placed—can get complex, but you are not without rights.
If you were hired as an independent contractor, your eligibility for workers’ comp benefits becomes more limited. However, many employers misclassify workers to avoid liability. California uses a legal standard called the “ABC Test” to determine whether someone is truly an independent contractor or should be treated as an employee. If you were misclassified, you may still be entitled to file a claim.
You don’t need to be a full-time or long-term employee to qualify. Whether you worked one shift a week or full-time for three months, if you were on payroll and received wages, your employer is required to have workers’ comp insurance that covers you. This is true even if you're a student or under 18.
California’s workers’ compensation system is “no-fault,” meaning you don’t need to prove that your employer was careless or that someone else caused your injury. As long as your injury happened while performing work duties or during the course of your employment, you may be entitled to benefits.
If your claim is accepted, you may be eligible to receive:
These benefits can be life-changing, especially for young or seasonal workers who rely on their income during the summer months.
In California, if you're under 18 and legally employed, you are entitled to the same workers’ compensation protections as adult employees. That includes coverage for:
Employers are legally required to carry workers’ comp insurance for minor employees. In fact, if an employer violates child labor laws or hires a minor illegally, they could face increased liability and penalties—and the injured minor may be entitled to additional compensation under California law.
If you’re working as an unpaid intern, you may not be eligible for workers’ compensation benefits, because you're technically not classified as an employee. However, that doesn’t mean you’re unprotected. Depending on how your internship was structured, and who was responsible for the conditions that led to your injury, you may still have a valid personal injury claim or other legal recourse.
California has strict child labor laws that limit the type of work minors can do, the hours they can work, and the conditions under which they must be employed. If an injury occurs in violation of these laws, the employer may be liable for additional damages. For example, if a minor is injured while using dangerous machinery that they're legally prohibited from operating, the employer may face serious consequences.
California uses a strict legal standard known as the “ABC Test” to determine whether a worker is truly an independent contractor or should be classified as an employee. Under this test, a worker is considered an independent contractor only if all three of the following conditions are met:
If your summer job involved supervision, regular hours, provided tools, or tasks that supported the company’s core operations (e.g., food service, retail work, customer service), then chances are you were actually an employee under the law—even if your employer labeled you otherwise.
If you were misclassified, you may have been wrongly denied:
The good news? You may still be eligible to file a claim, challenge the misclassification, and recover compensation for your injury—even if your employer claims you were a contractor.
At Tim D. Wright Law, we routinely help workers—especially part-time, seasonal, and student employees—fight back against misclassification. We can review your job duties, gather evidence, and take legal action to ensure you’re recognized as an employee and receive the benefits you deserve.
If you were injured at your summer job and told you don’t qualify because you're a “contractor,” don’t take that answer at face value. Let us help you determine your true employment status—and protect your right to compensation.
Getting injured on a summer job might feel like something you just have to deal with—especially if you're young, new to the workforce, or unsure about your rights. But the truth is, you are legally protected, and you may be entitled to real compensation.
Whether you're a student trying to earn extra money, a teenager in your first job, or a seasonal worker filling in during peak months, you deserve access to medical treatment, wage support, and job security if you’re hurt at work. Don’t let an employer’s denial or confusion about your status stop you from getting the help you need.
At Tim D. Wright Law, we’ve helped countless workers across California—including minors, part-time hires, and misclassified contractors—get the compensation they’re owed after on-the-job injuries. We’ll help you determine your employment classification, file a workers’ comp or third-party claim, and stand up to insurance companies or employers trying to avoid responsibility.
Workers’ Comp Office:
📍 7657 Winnetka Ave. #134 Winnetka, CA 91306
📞 Phone: (323) 379-9995
✉️ Email: firm@timwrightlaw.com
🌐 Website: https://www.timwrightlaw.com
