Work experience and Young People in your workplace

It's that time of year when you may be taking on a school-age teenager on a work experience placement or for summer jobs.

Taking on a 16-year-old work experience student can be a rewarding opportunity for both the employer and the student, but there are several important considerations to ensure a safe, legal, and productive placement. Here’s what you need to think about:

1. Legal & Compliance Requirements

- Child Employment Laws: In many countries (e.g., UK, US, Australia), there are strict rules on employing under-18s, including:

- Working Hours: Typically no more than 8 hours a day (may vary by country).

- Break Times: Mandatory rest breaks (e.g., 30 minutes after 4.5 hours of work).

- Prohibited Tasks: Restrictions on hazardous work (e.g., operating heavy machinery, handling chemicals).

- Work Permits/Consent: The UK require parental consent or school approval.

- Insurance: Ensure your workplace insurance covers under-18s (public liability, employer’s liability).

2. Health & Safety

- Risk Assessment: Conduct a specific risk assessment for young workers (they may lack experience or awareness of hazards). More information below)

- Supervision: Assign a mentor/supervisor to guide them and ensure safety.

- Training: Provide clear instructions on emergency procedures, equipment use, and workplace hazards.

3. Safeguarding & Welfare

- Duty of Care: You must protect them from harm (physical, emotional, or online).

- Child Protection Policies: If your workplace deals with vulnerable people, ensure safeguarding measures are in place.

- Behaviour & Conduct: Set clear expectations for both the student and staff (e.g., no inappropriate language or tasks).

-Protect your staff from potential accusations, never leave an adult alone with a child

4. Pay & Expenses

- Unpaid vs. Paid: Work experience is often unpaid, but some employers offer expenses (travel/lunch).

- Minimum Wage Rules: In some countries, if the placement is classified as ‘employment’, minimum wage may apply.

5. Structuring the Placement

- Clear Objectives: Define what the student will learn (shadowing, small tasks, projects).

- Varied Tasks: Keep them engaged with a mix of observational and hands-on activities.

- Feedback & Evaluation: Provide constructive feedback and possibly a certificate/reference.

6. Workplace Culture & Inclusion

- Induction: Introduce them to the team, workplace norms, and dress code.

- Inclusivity: Ensure they feel welcome and supported (e.g., buddy system).

- No Bullying/Discrimination: Reinforce a respectful environment.

7. Data Protection & Confidentiality

- If they handle sensitive information, ensure they understand GDPR/data protection rules.

8. Parental & School Communication

- Keep parents/school informed about the placement structure and progress (if applicable).

9. Exit & Follow-Up

- Debrief Session: Discuss what they learned and how they found the experience.

- Future Opportunities: Offer advice on careers or potential apprenticeships.

Checklist Before Starting

✅ Verify legal working age & hour restrictions

✅ Complete risk assessment & safety briefing

✅ Assign a mentor/supervisor

✅ Provide clear guidelines on tasks & behaviour

✅ Confirm insurance coverage

✅ Arrange induction & training

By planning, you can ensure a positive, safe, and valuable experience for the student while complying with legal obligations.

Below are more details on what to include in a young person's assessment.

Young Person Risk Assessment (Including Safeguarding Measures)

Workplace/Organisation Name: ______________________________________

Assessment Conducted By: ______________________________________

Date of Assessment: _________________

Review Date: ___________________

1. Introduction

This risk assessment identifies and mitigates risks for young workers (under 18) in the workplace, including physical, psychological, and safeguarding concerns. Young people may be more vulnerable due to inexperience, physical immaturity, or susceptibility to exploitation.

2. Definition of a Young Person

- Under 18 years old (includes apprentices, trainees, and work experience students).

- Under 1 6 (additional restrictions apply for work experience).

3. Legal & Safeguarding Requirements

- Management of Health and Safety at Work Regulations 1999: Employers must assess risks to young workers.

- Children & Young Persons Act 1933/1963 & 1998: Restrictions on working hours and types of work.

- Working Together to Safeguard Children (2018): Duty to protect young people from harm, abuse, or exploitation.

- Keeping Children Safe in Education (KCSIE) (UK): Applies to work placements in educational settings.

4. Risk Assessment Factors

There will be other hazards not listed here that must be added when relevant.

A. Physical Risks

• Heavy lifting can cause Musculoskeletal injuries. Provide Manual handling training; weight limits. Ensure no coercion into unsafe tasks.

• Machinery/equipment hazards can lead to| Cuts, crush injuries. Young people must have restricted use and supervision; guards must be in place.

• Slips, trips, and falls can lead to Fractures, sprains. Always Clean floors; wear non-slip footwear, Allow Safe reporting of hazards without fear

• Hazardous substances can lead to Poisoning, burns. Provide COSHH training; PPE.

B. Psychological & Social Risks

• Workplace stress causes Anxiety, low morale. Better Mentoring; and workload checks. Confidential welfare meetings

• Bullying/harassment can lead to Emotional distress. Anti-bullying policy; reporting system in place. Designated safeguarding lead (DSL)

• Inappropriate behaviour Grooming, abuse. Code of conduct; supervision; no adult/child one on one working

C. Safeguarding-Specific Risks

Unsupervised contact can lead to a Risk of abuse. Avoid lone working with adults, DBS checks for staff; CCTV in sensitive areas

Online safety and Cyberbullying, exploitation. Restricted internet access, monitoring software; and digital safety training.

Transport safety. Abduction, unsafe travel. Use approved transport only. Check travel arrangements with parents.

D. Working Time & Welfare

Excessive hours leading to Fatigue, health decline. Legal hour compliance and Parental consent for overtime.

Unpaid work can lead to Exploitation. Ensure there are Clear contracts, pay cheques and Regular audits by safeguarding lead.

5. Safeguarding Protocol

Designated Safeguarding Lead (DSL): Named person for reporting concerns.

DBS Checks: Required for all staff working with young people.

Confidential Reporting: Secure system for reporting abuse/concerns.

Parental Involvement: Consent forms, regular updates.

Training: Safeguarding training for all staff.

Staff protection against false accusations: young person should never be one-to-one alone with an adult worker.

6. Emergency & Reporting Procedures

- Immediate action: If a young person is at risk, follow local safeguarding procedures (e.g., contact DSL, local authority).

- Recording incidents: All concerns documented securely.

7. Review & Monitoring

- Review frequency: Annually or after incidents.

- Monitoring: Safeguarding audits, feedback from young workers.

8. Sign-Off

Assessor’s Signature: ___________________

Date: _______________

Safeguarding Lead’s Signature: __________

Date: _______________

-Note: This assessment must comply with local safeguarding policies. Adjust for industry-specific risks (e.g., construction, care work).

This article is partially written with AI