Work placements to support pre-16 learning must be in line with the EU Working Time Directive. However you need to keep in mind the age and possible physical immaturity of the young person. There could be an issue where the physical demands on a young student doing unfamiliar work for long periods could lead to a lack of attention.
Timings do not need to be restricted to school hours but should be subject to agreement between the employer, school, parent and the learner. The hours should be recorded on the job description.
Some students will have part-time jobs at the weekend or in the evenings which they rely on for pocket money. Care needs to be taken that they will not be doing excessive hours when they are aggregated.

You should provide appropriate first aid and contact emergency services if warranted by the severity of the injuries sustained.
Contact the school and the central organiser if there is one (e.g. Trident, EBP or Connexions ) to let them know what has happened.
If the young person needs to go to hospital for treatment and you have an emergency number for the parent/carer then it would help if you or the school make contact with them quickly so that they can agree to any treatment required .
Enter the incident in your accident book and follow the RIDDOR reporting procedures if this is appropriate (Ring 0845 300 9923 or 0151 922 9235).

You cannot pay students who are still under school leaving age for work experience but you can provide them with reasonable expense or refreshments if you wish to do so. Many employers choose to send them off with a small gift in appreciation of the work that they have done for them

Students on work experience are classed as employees to cover them within the Health and Safety ‘Training for Employment Regulations’ 1990. You will therefore need to have employer’s liability insurance to cover the student.
You will need to inform your insurance broker that you intend to have a student on work experience before they start work.

We strongly advise you to interview the student before work experience takes place. It gives you an opportunity to assess the student’s capabilities and modify the job description or risk assessment if necessary.
An interview will provide the student with an excellent learning opportunity and the chance to learn more about what will be expected from them.
Any requirements or arrangements can be discussed to ensure that both parties gain maximum benefit from the experience.

You should not have to put with any kind of behaviour that would be unacceptable from one of your own employees. Students can be ‘sacked’ but you should follow your normal disciplinary procedures.
If you return a student to school or escort them from the premises you should ensure that they have a safe place to go.

Yes, there are certain activities that are prohibited by law. If you are unsure check with the organising agent.

Section 50 of the Education Act 1996 allows work experience at any time during the last two years of compulsory schooling (Years 10 and 11). The Act also prohibits work experience where the work itself is subject to a statutory age limit. Local Authorities have overall responsibility for how work experience is managed in their areas.

You should give the student a comprehensive induction on day one. This should         include:

• Emergency arrangements (fire, accidents and first aid).
• Any significant risks which may affect them (e.g. machinery, equipment, manual handling, hazardous substances, slips & trips, dealing with the public).
• Control measures (e.g. safe systems of work, supervision, use of PPE, signs and notices).
• Supervision arrangements and key contacts in the organisation.
• Restrictions and prohibitions in the work place.
• Reporting accidents and ‘near misses’.
• Welfare arrangements such as breaks, toilets, eating/drinking arrangements.
• Company health and safety policy.
• Any other ‘do’s’ and ‘don’ts’.