Companies Information

THE BENEFITS OF HAVING A STUDENT IN YOUR COMPANY

There are two key types of experience that you can offer young people in your company: internships and work experience. Although in practice the two terms tend to be used inter-changeably, an internship is a fixed-term work placement, usually completed as part of a qualification process, such as gaining a university degree. Internships essentially lay the basic foundations for the intern to gain a better knowledge of the workings of their chosen profession, as they are set tasks to complete throughout the placement and help form part of the company’s projects, presentations and ventures. Generally they must be paid the NMW (national minimum wage) if they are of UK nationality but UK government regulations allow European nationals on grant schemes like the EU based Erasmus scheme to work unpaid in the UK. Work experience, however, gives young people the chance to simply get a more basic overview of an industry, with the participant carrying out more limited tasks or job shadowing, on a voluntary basis. Payment is not a statutory requirement in the UK in this instance.

Our students all come from other EU countries, and usually will be studying a particular work area, as well as possessing good or even fluent English. We think they can really make a very positive contribution to your business. We match up the student’s skill sets to your requirements as a company and thus ensure a “best fit”.

For further information:

Download our brochure 2019 for companies looking for interns for detailed information

Download the company/intern contract and the company/ intern memorandum of understanding

Download the safeguarding policies for those companies taking students between the ages of 16 and 18

Download the document detailing company good practice in relation to taking on students for internships or work placements.

IIB_Brochure-Companies2019

WHY HAVING A STUDENT WORKS FOR COMPANIES

HOW YOU CAN MAKE EFFECTIVE USE OF A STUDENT

Our students are usually available throughout the year. Most of our students are available for between about three weeks and three months, though a few are available for both longer and shorter periods. An internship is normally 30-35 hours a week, in some cases we can consider part-time internships.

Will there be any costs for my business?

As mentioned there is no cost involved, as our service is free to you. Whilst the students do not expect to be paid as they are usually grant funded (this is always advertised an an unpaid experience), some companies do help out by offering a contribution to travel expenses or meal allowances as long as receipts are collected.

What criteria do I need to be able to fulfil on registration with IIB?

  1. You need to have a registered office and business address (as opposed to a residential address).
  2. Valid employers liability insurance must be in place for your company.
  3. A health and safety procedure should be operational.
  4. Your business should be based or have an office within about 5 miles from central Brighton & Hove. (Exceptions can sometimes be made depending on the level of specialisation of the internship on offer)
  5. A safeguarding policy must be in place if you are taking on a student between 16-18 years of age.

We do not make any charge at all for sending you a student at any stage. There really is no catch here, it is a completely free service.

EU students are usually grant funded to carry out the experience.

As the students are studying the subject area, they are usually very well motivated and enthusiastic about their work – they really do have every incentive to do well. You can use all of their skills, and indeed many companies make use of theirĀ  foreign language skills to assist them in projects abroad.

When you are very busy (maybe during the peak season), they can offer valuable extra assistance. Likewise, they can help “fill in” during the holiday periods when staff are away, as well as cover for maternity leave etc.

They can often help get special projects or research off the ground. As they are studying the subject their knowledge of new developments in your field is often surprisingly good. If not, they can soon learn.

Likewise, it may be that you want to ask a particular member of staff to develop a special project instead. That’s fine – use your Erasmus funded intern to carry out that staff members day-to-day tasks instead.

EVERYTHING ELSE YOU NEED TO KNOW

We expect students to be treated like any other member of your staff where possible (within the limits of the guidance set out by HM Government – see section below).

They may need supervision depending on their responsibilities.

We need you to initiate a training and induction programme for the student, including an introduction to company policies and health and safety training.

A mentor should be appointed during the placement but we also offer a mentoring service as well.

The tasks and any specific projects you wish the student to undertake need to be clearly set out at the start of the placement, with a view to progression of these tasks as their skills develop.

THE KIND OF THINGS COMPANIES WHO PARTNER WITH 'INTERNSHIP IN BRIGHTON' SAY

“Our Intern helped find us new markets abroad”

“Internship students are great value; ours got masses of experience but actually saved us thousands of pounds”

“David’s web research enabled us to develop a more tightly focused marketing plan”

“Marie stepped in at just the right time when Tammy fell ill, thanks Internship In Brighton!”

“Thanks Internship In Brighton, our intern enabled us to complete valuable retail based research into our local visitor market”

IMPORTANT INFORMATION ABOUT HOSTING A STUDENT IN YOUR COMPANY:

This section provides clarification on HM UK government’s conditions for a ‘work experience’ or an ‘internship’. It is important you understand the process and implications. This is outlined in the guidance issued by the Dept for Business, Energy and Industrial strategy.
If your organisation offers a work experience, including ‘placements’ and internships, you do need to consider if the person who will work for you is entitled to the National Minimum Wage (NMW) or National Living Wage (NLW).
It is your responsibility to decide whether the person is a worker for minimum wage purposes and, if they are, whether an exemption applies to them. Failure to pay the minimum wage to someone who is entitled to it, is against the law. It doesn’t matter what they are called, (intern/work placement etc) how the work is described (such as ‘unpaid’ or ‘expenses only’) or the profession or sector they work in. However, some people are NOT entitled to the minimum wage because there is a specific exemption in the rules. The relevant exemptions are:

  1. If you take on a student working as a required part of a further or higher education course – they do not qualify for the minimum wage if their placement with you or your organisation does not exceed 1 year.
  2. People undertaking work experience for you who are of compulsory school age are not entitled to the minimum wage.
  3. Participants in government schemes or programmes to provide training, work experience or temporary work, or to help in seeking or obtaining work
  4. Participants in EU based Lifelong Learning Programmes (European Community Youth in Action, Erasmus or Comenius etc

For our part it is not in our remit – and we will not send you – any UK nationals/students. Our (IIB’s) position on companies working with UK students is that they should be offered a least the minimum wage, (unless one of the exemptions above is applicable). The vast majority of our EU national based students we find work experience for (all from outside of the UK) are studying and have either been offered a placement under the grant funded ‘Erasmus’ scheme, or the work experience is required by their universities or colleges as part of their course. We will always inform you if they are under such a scheme.

If not, the placement should only allow for ‘work shadowing’ where they are only observing and are not performing work. Alternatively, they may beĀ  volunteers in a voluntary organisation, associated fund-raising body or statutory body – in this case the minimum wage is not a legal obligation but you are not allowed to offer monetary payments, apart from specified expenses and benefits that can be made. They must also not be offered a placement with the incentive that a part or full time paid job will be available at the end of the work period. You may decide to offer them such a role at the end of their placement but it MUST NOT be agreed beforehand.

We hope this information helps to clear up any confusion or concerns you may have in relation to this area.

Please email or call us if you have other questions or concerns not covered here.

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