How to manage internships
Author: Patrick Thomas
Click on any of the hyperlinks to go to more detailed guidance below.
- Be aware that an internship is not a legally defined relationship and can cover a wide range of arrangements.
- Take steps to recruit interns from a wide pool of potential candidates.
- Be aware that interns will be entitled to the national minimum wage if they meet the definition of a worker.
- If the intern is under a contractual obligation to perform work personally, ensure that he or she is paid at least the national minimum wage rate. Remember that the contractual obligation could be express or implied and, if express, could be written or verbal.
- Comply with the Working Time Regulations 1998 in relation to the intern's working hours and annual leave entitlement, if he or she is a worker.
- Comply with other statutory obligations in relation to the intern, depending on his or her employment status.
- Recognise the benefits to the organisation of offering formal paid internships.
- Provide the intern with an induction, including health and safety information such as the fire safety procedure.
- Consider how the intern's performance will be monitored throughout the placement.
- Carry out an exit interview to obtain feedback on the internship.
- Provide a reference for the intern if requested.