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Employment Regulations

Student employees should NOT be in the workplace training, shadowing, or working before being authorized to work by Northwestern Human Resources after having satisfactorily submitted all necessary hiring requirements. Job injuries incurred before employment authorization from Northwestern Human Resources are not covered by Workers’ Compensation. The hiring department is liable for all incurred workplace injuries reported if a person begins working before being legally authorized to work.  

Additionally, please review other basic employment regulations noted below.

Equal Employment Opportunity  (EEO)

Northwestern University is an Equal Employment Opportunity, Affirmative Action Employer of all protected classes, including veterans and individuals with disabilities, women, racial and ethnic minorities, individuals with disabilities, and veterans. Under Federal law, student employees are protected from discrimination in all aspects of employment, including at work and during the hiring process, by the U.S. Equal Employment Opportunity Commission (EEOC). Learn more about EEO The Law and the EEOC website.

Land Acknowledgement Statement

Consistent with the University's ongoing pursuit and commitment to diversity and inclusion, the work that is done by student employees and their supervisors at Northwestern would not be possible without first recognizing and acknowledging our historical and contemporary relationships that have contributed to our existence. 

The Northwestern campus sits on the traditional homelands of the people of the Council of Three Fires, the Ojibwe, Potawatomi, and Odawa as well as the Menominee, Miami, and Ho-Chunk nations. We acknowledge and honor the original people of the land upon which Northwestern University stands and the Native people who remain on this land today.

Fair Labor Standards Act (FLSA)

All  student employment positions are subject to the Fair Labor Standards Act (FLSA).


Child Labor Laws

Both federal and state labor laws regulate the employment of minors under the age of 16 years.  


Northwestern strictly prohibits retaliation against any member of its community for reporting or inquiring in good faith about what the member believes to be wrongful or unlawful activity, or for participating in an investigation or proceeding related to such activity. The University considers such reporting, inquiring, or participating to be protected activities in which all members of the Northwestern community may freely engage.   Policy Statement

Reporting Obligations 

Mandated Reporting  

Student employees and employers are required by law to report suspected cases of child abuse or neglect. Additional information and attestation responsibilities are listed on the Human Resources website.   

All Northwestern employees, including student employees, are required to report any sexual misconduct, discrimination, or harassment they become aware of during the scope of their work. Visit the Office of Civil Rights and Title IX Compliance to learn more about reporting obligations. 

Report a digital or physical Accessibility Issue  

Whistleblower Protections 

  • Employers and other employees are prohibited from engaging in any retaliation of any means against individuals who expose any kind of information that is deemed illegal, unethical, or not correct within the organization. The information may be public or private.  
  • Whistleblower Protections under Federal Law 

Nepotism & Employment or Evaluation of Relatives 

  • Nepotism is the practice of hiring relatives, friends, or associates by giving them jobs. Students may not be directly employed or supervised by a person who is a blood or in-law relative.  
  • Nepotism & Employment or Evaluation of Relatives