Work experience made simple

We want to encourage more work experience and make it easier for employers to provide opportunities for young people to gain first hand experience of the workplace. Work experience can provide an important opportunity for a student to show an employer what he or she is capable of. In some cases it will be an important stepping stone to full- or part-time employment, for example, as an apprentice. As such, work experience should form part of an overall study programme. If it is timed for when it is most likely to be of benefit to the student then it is more likely to lead to a meaningful placement.

Students on work experience are classed as employees for health and safety purposes. This means employers owe a duty of care to the student, just as they do to any employee. Employers’ existing workplace risk assessments may already coverthe risks that work experience students may be exposed to.[1] Their existing Employer’s Liability Insurance will cover young people, but employers should check this is so.

Schools and colleges do not have to carry out any extra risk assessments on employers whose risk assessments already takeinto account the risks that could impact on young workers. However, if an employer is new to work experience or has not employed a young person under the age of 18 before,there may be a need to revisit the risk assessment to identify the risks specific to a young person. The school or college may want to arrange to speak to them to confirm their expectations in order to support the young person’s understanding of what the placement involves. We expect schools, colleges and employers to take a common-sense approach to risk assessment.

Schools, colleges and employers are often concerned about whether a Criminal Records Bureau check of staff working with young people while on work experience should be carried out. In many instances it may not be necessary. It depends on circumstances but employers should consider a CRB check for someone who has a specific designated responsibility for supervising a student,particularly if the student is under 16, is a vulnerable student for any reason (e.g. a student with special educational needs) or where the supervisor will spend a substantial amount of time alone with the student. Schools and colleges should not ask an employer to conduct a Criminal Records Bureau check on staff who are simply working alongside the student.

The Government is considering changes to the law as it impacts on schools, employers and young people in relation to work experience. This guide refers to the current statutory framework.

Work Experience – it’s easier than you think!

Common questions and comments from employers

Work experience takes up lots of my time and there are lots of forms to fill in

There are no forms required by law. Think about what you can offer and discuss it with a school or college. Most of the processes (risk assessments, insurance etc) you have already gone through.

What about health and safety – don’t I have to do special risk assessments?

In most cases, no. If you already employ a young person under the age of 18 then you should have already considered the risks that impact on a young person when you completed your risk assessments as part of ensuring your employees work safely, so nothing else should be needed. If you have not employed a young person before then you will have to review your risk assessment to identify if there are any specific risks which could arise for a young person in yourbusiness, taking into account things relevant to a young person such as age, relative lack of maturity or experience.

I’ll have to take out extra insurance and that will cost me

Not true – you will be covered through your Employer’s Liability Insurance and should not have to pay more. It is good practice to inform your insurer that you have a work experience student on your premises, but it’s unlikely you’ll be required to pay any extra premium.

I’ll have to ensure all my staff have CRB checks

Not true – there is no legal requirement to have staff CRB checked and whether a check of a staff member should be carried out will depend on the circumstances. You should consider whether a check is needed on a member of staff who has specific responsibility for supervising a student (rather than simply working alongside a student),especially where the work experience is long-term or the student is under 16or vulnerable for another reason.

Work experience doesn’t make a difference – so what’s the point?

Yes it does! In today’s job market employers like you look for young people who are ready for work. A work experience placement is the best way of beginning to learn what employers look for and can be inspirational for the student. All surveys of work experience are positive about the benefits.

What’s in it for me? What are the benefits for employers?

You get a new pair of hands for a short period. You get to look at a possible new employee and your staff working with the student get to develop their supervisory skills and learn more about young people – customers of the future! You are also giving something back to the community, and giving young people a chance.

Good practice

Listed below are some lessons from successful work experience placements. These are not requirements, but suggestions for some things you will want to discuss with the school, colleges or training provider to make sure you and the student get the most out of it.

  • Clear purpose, aims and objectives which are discussed and agreed with the young person, school/college and employer/training provider.
  • Planning and preparation to ensure that all parties understand their role and responsibilities, including induction once the young person starts their placement.
  • Matching individual young people with appropriate placements according to their interests and needs, and considering what support they may need while they are on the placement.
  • Monitoring and reviewduring and after the placement, to help the young person make use of what he or she has learnt.

[1] Where an employer has never employed a young person under 18 before (including on work experience), the employer will need to review his or her risk assessment, to take account of any risks that may arise as a result of the young person’s age, relative lack of maturity or experience.