Businesses taking on work experience students over the summer are being warned to familiarise themselves with their obligations under the law.
Many small companies benefit from the low costs of work experience students to help them through the summer months, which can be a busy time of year in some industries such as tourism or travel.
But failing to manage a placement effectively can have potentially fatal consequences and could land business in trouble with the law.
Consultancy firm Croner is warning that students on placement will be regarded as employees and employers are therefore responsible for their wellbeing.
It is urging employers to conduct a risk assessment looking at the layout of the workplace, the equipment being used, training requirements and any work hazards such as chemical and physical agents that they may be exposed to.
"As most young workers who take part in work experience have little or no knowledge of working environments, it is vital for employers to understand the risks involved when taking on young students," said Stephen Thomas, health and safety expert with Croner.
"Young people will be facing unfamiliar risks from the job they will be doing and so will need more guidance, adequate training and closer supervision.
"Companies must also be prepared for visits from work experience co-ordinators who will take note of key issues such as housekeeping, lighting, fire precautions, toilet facilities and electrical wiring," he added.
Croner offers the following advice to any company taking on a work experience student:
- Understand the difference between a child and a young person: a child is a person below the minimum school leaving age while a young person is someone above the minimum school leaving age but under the age of 18. There are different legislative requirements/precautions for each definition
- Children under the age of 13 are generally prohibited from any form of employment. Local authorities have the power to make bylaws as to the type of work that children can do aged between 13 and the minimum school leaving age, so it is important to check with the authority if children of this age are to be employed
- Be aware of the limitations of a child or a young worker. Certain types of work are prohibited orrestricted, for example, riding on a tractor or other agricultural machinery, using power presses and operating a crane or forklift truck
- Risk assessment. Conduct a suitable and sufficient assessment of risks given the nature of a child/young person such as their physical/intellectual development, lack of familiarity with workplaces, susceptibility to chemical agents, attention spans and so on. Employers should review this as necessary
- Ensure supervision is provided commensurate to the level of risk. For example, with a placement in a small office the required supervision may be less than that required in an industrial setting
- Make sure communication is encouraged between the people arranging the work placement, the employer and the parents/guardians (where the placement is a child) regarding the risks. Present and always supply a copy of the company's risk assessment
- Ensure adequate training is provided covering site induction (including emergency arrangements and welfare facilities), task-related training and so on
- Be aware of any statutory limitations such as working time, no night work, rest breaks and prohibitions on certain work types
