We've compiled answers to the most common questions we get from employers below. Can't find the answer you need? Drop us an email at firstname.lastname@example.org
Workfinder connects you with the best and brightest young people for high impact remote placements in your business. Whether you need more hands for marketing, data, or tech based projects, you can access talented young people to help you.
Our intelligent algorithm matches the best young people with your placement. We provide practical tips, guidance, and regular check-ins needed to keep the project on track and deliver value, without the burden of it all falling on you.
Young people: FREE - We strongly believe that opportunities should be open to all young people, that is why Workfinder will always be free for our young people to use.
Organisations are charged subscription fees and placement fees where applicable. This is determined by the package they select and the opportunities they offer. More details can be found here.
You can access our full terms and conditions here.
Yes, all young people are welcome to use the Workfinder service. The service is most suited to 16 to 24 year olds.
Workfinder is an on-demand service, meaning businesses and young people can access the platform at any point in time. We want to encourage young people to engage with companies for work experience at a time that is suitable for them.
Yes. The Immigration, Asylum and Nationality Act 2006 does not distinguish between paid and unpaid work, therefore the applicant must satisfy these checks prior to starting work. We recommend you examine the documents proving ‘right to work’ as part of the on-boarding procedure on the first day.
The working hours for this would be decided between you and young person. We ask that you encourage young people to keep to set working hours, take regular breaks and to use a good working environment i.e. using a desk and chair where possible rather than a less supportive sofa to sit at all day, and if possible encouraging young people to work in a space where they get natural light.
We recommend you work with a team of young people, so they can separate the workload and utilise their skills and talents appropriately. We also find that young people who work in groups of two or more are able to ‘buddy up’ and solve challenges between them which reduces the demand on the current team.
Collaboration is a key skill needed in industry, the projects will provide an excellent opportunity for young people to work in partnership with others they have not met before.
The project is managed by you and you will ultimately be the person who decides on the number of young people, mix of young people and the delivery of the project. We recommend the ideal skill set mixture for a project, but the final decision is yours.
Like many businesses, the team at Workfinder are now working remotely and continue to support both businesses and students to make meaningful connections.
We have launched a new programme to enable the flexibility that both candidates and employers need.
We offer remote work experience projects which are designed to be short and intensive two-week activity that will provide value to both sides. Our intelligent algorithm matches the best young people with their placement. We provide practical tips, guidance, and regular check-ins needed to keep the project on track and deliver value.
You have the option to post opportunities of various types and lengths. These can range from a few days of shadowing to a sandwich year placement or multi-month internship.
We have a selection of relevant and valuable project templates to choose from that have been created based on feedback from businesses around what most benefit them. They are customisable o allow you to make amendments to fit your specific situation and need. View them here
The Department for Education describes three patterns that work experience for 16-19 year old study programmes are expected to follow. You can read the full departmental advice for post-16 education and training providers here.
We anticipate that young people will use Workfinder for experiential and vocation reasons as they explore the paths that will be open to them when they complete their formal education.
The common principles of a high quality work experience placement are that it:
Ofsted state that work experience must be purposeful and planned. It should give young people the opportunity to develop vocational and employability skills in real working conditions.
Work experience should contribute to young persons’ overall development. For example, when considering outcomes for young persons, inspectors will explore how well they can develop their employability and vocational skills and personal effectiveness (e.g. attendance, attitudes, punctuality, and behaviour) in relation to their starting points while on work experience.
We absolutely believe young people should be paid for the work they do for a company. We strongly advocate that companies pay living wage for all young people. The current rates are:-
National Minimum Wage
Age 18-20 - £6.56
Age 21-22 - £8.36
Age 23+ - £8.91
National Living Wage
Age 25+ - £8.72
The Living Wage - 18+
£10.85 in London
£9.50 across the UK
This is up to you, however we recommend that if the placement is less that 4 weeks that they simply invoice you, for anything longer than 4 weeks you should process via your payroll in the usual way.
Absolutely, they will receive details of the project, the company, the suggested activities and the expected outcomes before they decide to apply to be part of the remote team.
No. Much the same way that parental consent is not needed for Google or other apps, parental consent is not needed to use Workfinder.
The obligation to obtain parental consent in order to download an app from the app store is dependent on whether or not any information is being required from the person downloading. We do not require the user to disclose any information to us in order to use the search aspect of the services.
No. The requirement to obtain parental consent in order to transmit an application to an employer is dependent on the type of personal data being transmitted.
Where the data is used for any of the following, it is advised that parental/guardian consent is obtained:
In order to protect young persons from inadvertent discrimination, Workfinder does not transmit the applicant's name or personal data to the employer, nor do we use their details for any marketing activity, or to display pictures on any public website, and we do not collect information about the young persons’ families and friends.
Much the same way that Royal Mail does not have an obligation to read a letter between a young person and a CEO, and BT does not have the obligation to listen to the dialogue between a young person and a business employer, we also don’t have the obligation to monitor this transaction.
We collect the date of birth after the young person has applied for work experience. The date of birth is then used to determine if the young person needs parental consent before accepting the offer of a work placement.
Employers can offer Work Experience to any young person using the app, but must be aware that any contract entered into between them and a young person under the age of 18 in England and Wales (or under the age of 16 in Scotland) is voidable at the young person's option. This means that the young person can still enforce the contract against the employer, but the employer may not be able to enforce the contract against the young person (for example, any confidentiality obligations agreed between you and the young person could be unenforceable, so please manage these relationships more carefully).
If the applicant is under 16 we recommend that the employer gain parent or guardian consent before the placement starts.
Yes. If organisations already employ young people, risk assessments won’t need to be repeated for work experience young persons. Employers with fewer than 5 employees won’t need a written risk assessment. For more information, visit the Health and Safety Executive’s website and read the guidance on work experience here. http://www.hse.gov.uk/youngpeople/workexperience/index.htm
Provided the company holds employer’s liability insurance and the insurer is a member of the Association of British Insurers or Lloyds (the vast majority are) then it automatically includes young people on work experience and treats them as employees for the duration of their placement. The Health and Safety Executive advise that employers inform their insurer that they will have young persons on placements but they should be automatically covered.
There are very few work activities a young person cannot do due to health and safety law. However, it’s important to remember that the employer has the primary responsibility for the health and safety of the young person and should be managing any significant risks. This can be done by explaining the risks and how they are controlled when inducting any individual undertaking work experience, checking that they understand what they have been told and know how to raise health and safety concerns.
The following guidelines from ABI reinforce this: https://www.abi.org.uk/~/media/Files/Documents/Publications/Public/Migrated/Liability/ABI%20guide%20to%20insurance%20and%20work%20experience.pdf
If the applicant is younger than 16, we encourage the employer making an offer over our service to confirm that they have a safeguarding policy in our terms and conditions.
Some of the best advice can be find found on the health and safety executive website: http://www.hse.gov.uk/youngpeople/workexperience/placeprovide.htm
There is an excellent guide on what needs to go into a safeguarding policy and sample policy statements on the NSPCC website if you do not yet have one.
We work to the guidelines laid down by the Health and Safety Executive and the Department for Education. There are no restrictions relating to whether a child is over or under 16.
We ask the employer to confirm that they have employer’s liability insurance in our terms and conditions and this is indicated in the employer briefing we make available to the young person and their parent guardian (if consent required).
Provided the company holds employer’s liability insurance and the insurer is a member of the Association of British Insurers or Lloyds (the vast majority are) then it automatically includes young people on work experience and treats them as employees for the duration of their placement.
The Health and Safety Executive advises that employers inform their insurer that they will have young persons on placements but they should be automatically covered. Please see HSE advice: http://www.hse.gov.uk/youngpeople/workexperience/placeprovide.htm Read the brief guide to health and safety for employers for young people and work experience here.
The following guidelines from ABI reinforce this: https://www.abi.org.uk/Insurance-and-savings/Products/Business-insurance/Liability-insurance/Employers-liability-insurance https://www.abi.org.uk/~/media/Files/Documents/Publications/Public/Migrated/Liability/ABI%20guide%20to%20insurance%20and%20work%20experience.pdf
There is no requirement to DBS check employees although some schools prefer to avoid young persons working with a sole trader. The responsibility is that of the applicant or the person giving permission to the young person to accept the work placement on offer.
If the young person or the person the applicant seeks permission from asks for a DBS check in order to grant permission, they can indicate this by messaging to the employer, outlining the reason. If the employer does not provide what the consent-provider needs, then the job offer will lapse.
It is not a legal requirement, but if the young person requires permission in order to work for you, then the school or parent may wish to insist on visiting your workplace in order to convince themselves that it is safe and secure. After you make the offer, if this is required by the parent, then we will let you know via email.
If you would like more information, please follow the link below:
The young person’s contact information is passed on to you after the young person accepts your offer of a work experience placement.
We understand and make clear in our terms and conditions that the offer of employment is subject to the young person producing proof of age and proof of ability to work in the UK which the employer examines as part of the on-boarding procedure on the first day.
Yes. The immigration, Asylum and Nationality Act 2006 does not distinguish between paid and unpaid work, therefore the applicant must satisfy these checks prior to starting work. We recommend you examine the documents proving ‘right to work’ as part of the on-boarding procedure on the first day.
Our service allows both the young person and the employer to agree the times and dates of work experience placement.
The placement is up to you and whether or not it is convenient to you to host a young person on a regular school day or at the weekend. The concept of ‘a Saturday Job’ has been around a long time and is transformative to young persons. Some schools encourage young persons to do work experience every other Friday in the afternoon. Others for the first couple of weeks in July. Parents often help their children find a work experience placement during half-term break or at Easter / Summer break.
If an incident occurs during the work experience placement, please inform us (email@example.com) as soon as possible.
The full terms and conditions for the work experience placement service can be found here , but we summarise the most important points for employers: