| Update Applicable to: | Effective Date |
| All alcoholic beverages license holders in Allegany County | July 1, 2025 |
What happened?
On April 8, 2025, Governor Wes Moore signed Maryland House Bill 1108 (HB1108) into law, which modifies the minimum age an individual may work for an alcoholic beverages license holder in Allegany County.
Overview:
The law changes the minimum age for employment from 16 to 18 years for establishments that do not derive more than half of their revenue from food sales.
- Restaurants and similar food-focused establishments can still employ individuals between the ages of 16 and 21 years.
Additionally, individuals must be at least 18 years old to sell or serve beer, light wine, and liquor. These changes will take effect on July 1, 2025.
Key Provisions:
- Minimum Age Change: The minimum age for employment is changed from 16 to 18 years for establishments that do not derive more than half of their revenues from the sale of food.
- Employment Conditions: License holders that derive more than half of their revenues from the sale of food may still employ individuals between the ages of 16 and 21 years.
- Sales and Service: Individuals must be at least 18 years old to sell or serve beer, light wine, and liquor.
Source References
Need help understanding how changes to employment laws will affect your business?
Learn more about how Vensure's Maryland PEO services can help you navigate complex employment laws and keep your business compliant.
This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.
