The child needs valid authorization covering that employment on their own facts; it may already exist or require another process. E dependent-child status does not permit work and is unavailable at 22. Verify documents and the scope of any existing authorization before scheduling hours, even without pay.
Plan the child's case as its own matter
An 22-year-old child may need an independent application with its own timing, evidence, and outcome; no family case guarantees shared dates. If the enterprise genuinely needs the role, consider whether it could be filled by an employee whose case is prepared separately, with the position, duties, and pay defined first. Until an authorizing status is confirmed, the plan should not schedule that person's hours.
Ask three questions in order: what status the child holds today, what that status permits, and what would have to change for the intended work to be lawful. The answers belong in the file in that order, because the third only matters once the first two are settled. Hypothetical example: a drug labelling proofreading service intends the investor's 22-year-old child to run weekend shifts; until an authorizing status is confirmed, the schedule should show the shift with no name against it and the cost of covering it included.
Unpaid work is still work, so an arrangement described as helping out does not remove the question. Ask the reviewer to state in writing what the child may do in the business in the meantime, if anything, so the answer is already on file when a manager asks.