Internship Agreement (UK) by OLL
This internship agreement establishes a structured training placement in England or Wales for an individual as either an employee or a worker. It includes a statutory written statement of particulars and options for paid or unpaid roles under specific UK legal exemptions.
INTERNSHIP AGREEMENT
Note: This template is for an internship in England and Wales. Complete Schedule 1 and Schedule 2 before anyone signs. The decision that drives everything else is clause 3: whether the Intern is an employee or a worker. Get that right first, then clause 7 on pay, because an unpaid internship is lawful in only a narrow set of circumstances.
Note: Scotland and Northern Ireland: the wage, working time and equality provisions used here apply across Great Britain and, for most purposes, Northern Ireland, but tribunal procedure and some statutory particulars rules differ. In Northern Ireland the written statement requirement applies to employees only and must be given within two months rather than on day one. Take advice before using this template outside England and Wales.
This Agreement is dated [date of this agreement] and is made between:
(1) [company name], a company registered in England and Wales under company number [company registration number] whose registered office is at [company registered office address] (the "Company"); and
(2) [intern full name] of [intern home address] (the "Intern").
The Company and the Intern are each a "party" and together the "parties". It is agreed as follows.
1. DEFINITIONS AND INTERPRETATION
1.1 Definitions. "Commencement Date" means the date in Schedule 1 on which the Internship begins. "Internship" means the placement described in clause 2 and Schedule 2. "Supervisor" means the person named in Schedule 1 or any replacement the Company notifies to the Intern. "Term" has the meaning given in clause 4.1.
1.2 Interpretation. "Including" means including without limitation. A reference to a statute or statutory provision is a reference to it as amended or re-enacted from time to time. A reference to a clause or Schedule is to a clause or Schedule of this Agreement, and the Schedules form part of this Agreement.
1.3 Written statement. This Agreement, together with Schedule 1, is the written statement of particulars the Company is required to give the Intern under the Employment Rights Act 1996.
Note: The written statement is a day-one right and must be given as a single document. It applies to workers as well as employees in Great Britain, so it is owed whichever status you choose in clause 3. Schedule 1 is built to carry the required particulars: complete every line, because gaps in the statement are a claim in themselves and are the most common technical failure in short engagements like internships.
2. THE INTERNSHIP
2.1 Role. The Company appoints the Intern to the role of [internship title] in the [department or team] team, reporting to the Supervisor. The Internship is described in Schedule 2.
2.2 Purpose. The Internship is a structured placement intended to give the Intern practical experience and training in the Company's field. The Company will provide the supervision, training and review sessions set out in Schedule 2.
2.3 Duties. The Intern will carry out the duties and projects in Schedule 2, together with related tasks the Supervisor reasonably assigns, will act diligently and in good faith, and will comply with the Company's policies referred to in clause 15.
2.4 No promise of continuing engagement. The Internship carries no entitlement to employment or engagement with the Company after the Term, and neither party is obliged to offer or accept any further role.
Note: Complete Schedule 2 properly. Beyond being good practice, it is the evidence that this is a training placement rather than ordinary work. If the Internship is unpaid under clause 7, Schedule 2 is the document that will be examined first.
3. STATUS
3.1 Status of the Intern. The Intern's status is set under whichever of the following options the parties have selected, as recorded in Schedule 1.
Note: Use either Option A or Option B for clause 3.1. Delete the option you do not use.
Note: Use Option A (employee) if the Intern will work set hours, must do the work personally, cannot send a substitute, and is managed like a member of staff. That describes most internships honestly. Use Option B (worker) only where the arrangement is genuinely looser, for example irregular days agreed week to week, and the Intern is not integrated into the team in the same way. Do not choose Option B simply to reduce obligations: status is decided on the reality of the relationship, not on the label in the contract, and a tribunal will look at what actually happened.
Option A - Employee: The Intern is employed by the Company under a contract of employment for a fixed term. The Intern's continuous employment begins on the Commencement Date, and no employment with a previous employer counts towards it.
Option B - Worker: The Intern is engaged by the Company as a worker within the meaning of section 230(3)(b) of the Employment Rights Act 1996 and section 54(3) of the National Minimum Wage Act 1998. The Intern is not an employee of the Company. The Intern must perform the work personally and may not send a substitute.
3.2 What status affects. The Intern's status determines which statutory rights apply, including the right to the national minimum wage, paid annual leave, protection from unlawful deductions from wages, and, for employees only, the right not to be unfairly dismissed after the qualifying period and the right to a statutory redundancy payment.
Note: Both employees and workers are entitled to the national minimum wage and to paid annual leave, so Option B saves less than people assume. What Option B does change is ownership of intellectual property: the automatic rules in clause 12 apply to employees only, which is why clause 12.3 contains an express assignment. It also changes unfair dismissal, though the qualifying period means that rarely bites on a short placement.
Note: Discrimination protection does not depend on this choice. The Equality Act 2010 covers employees, workers and, separately, people on work experience, so the Intern is protected from discrimination and harassment either way.
4. DURATION
4.1 Fixed term. The Internship begins on the Commencement Date and ends on [end date] (the "Term"), unless ended earlier under clause 16. The Term may be extended only by written agreement signed by both parties.
4.2 End of the Term. The Internship ends automatically on the end date without further notice, and the expiry of the Term is the reason for the ending of the engagement.
4.3 Fixed-term treatment. The Company will not treat the Intern less favourably than a comparable permanent member of staff because the Intern is engaged for a fixed term, unless the different treatment is objectively justified.
Note: A fixed-term contract still needs a stated end date or defining event, and its expiry counts as a dismissal in law for an employee. That matters less than it sounds for a short placement because of the qualifying period in clause 16, but it is why clause 4.2 records the reason for the ending expressly.
Note: UK internships commonly run four to twelve weeks over the summer, or one or two days a week across a university term. If the placement is a required part of a course, check the length against clause 7: the unpaid route in Option B of that clause is available only where the required placement does not exceed one year.
5. HOURS OF WORK AND REST
5.1 Hours. The Intern's hours are set out in Schedule 1. Where the Internship is connected to a course of study, the Company will make reasonable adjustments to accommodate the Intern's timetable, examinations and academic calendar.
5.2 Working time. The Intern's average working time will not exceed 48 hours a week over the applicable reference period. The Company will not require the Intern to opt out of that limit, and any opt-out the Intern chooses to sign is voluntary and may be withdrawn on notice.
5.3 Rest. The Intern is entitled to the daily and weekly rest periods and rest breaks provided by the Working Time Regulations 1998.
5.4 Young workers. If the Intern is under 18, the Intern's working time will not exceed 8 hours a day or 40 hours a week, the Intern is entitled to the longer rest breaks and rest periods that apply to young workers, and the 48-hour averaging in clause 5.2 does not apply.
5.5 Records. The Intern will record hours actually worked using the method in Schedule 1, including any work done outside scheduled hours, and will not work unrecorded hours.
Note: The young worker limits in clause 5.4 are hard caps of 8 hours a day and 40 hours a week, not averages, and they aggregate across every employer the young person works for (Working Time Regulations 1998 reg 5A). A student holding a weekend job alongside the placement can breach the weekly cap without either employer realising.
Note: Keep clause 5.5 even for an unpaid placement. Hours records are what prove the Internship stayed within the exemption you are relying on in clause 7, and without them a later minimum wage inspection has nothing to test against but the Intern's recollection.
6. PLACE OF WORK
6.1 Location. The Intern's normal place of work is set out in Schedule 1. The Intern may be required to work at other Company locations from time to time on reasonable notice.
6.2 Remote and hybrid working. Where Schedule 1 records that the Intern works remotely for all or part of the Internship, the Intern will work from the address recorded there and will tell the Company before working from a different address.
6.3 Work outside the United Kingdom. The Intern will not work from outside the United Kingdom without the Company's prior written agreement.
Note: Place of work is one of the particulars the written statement must contain, so clause 6.1 and the matching line in Schedule 1 are not optional. If the Intern will work remotely, record the actual address rather than "remote", because the Company's health and safety duty and its employers' liability insurance both attach to where the work is really done.
7. PAY
7.1 Pay for the Internship. The Intern is paid under whichever of the following options the parties have selected, as recorded in Schedule 1.
Note: Use either Option A or Option B for clause 7.1. Delete the option you do not use.
Note: Use Option A unless you are certain a statutory exemption applies. Anyone who is a worker or an employee is entitled to the national minimum wage, and calling someone an intern, a volunteer or a trainee makes no difference. If the Intern has set hours, real responsibilities and work the business relies on, they are a worker and they must be paid. Use Option B only if the Internship fits one of the two narrow exemptions described below, and record in Schedule 1 which one you are relying on.
Note: There are two realistic unpaid routes. The first is the course placement exemption: a person on a higher or further education course who is required, as part of that course, to attend a period of work experience not exceeding one year does not qualify for the minimum wage for that work (National Minimum Wage Regulations 2015 reg 53). The placement must be a requirement of the course, not merely encouraged, and the one-year limit is absolute. The second is the voluntary worker exemption, which applies only where the Company is a charity, a voluntary organisation, an associated fund-raising body or a statutory body, and the Intern receives no money beyond expenses actually incurred and no benefit in kind beyond reasonable subsistence or accommodation (National Minimum Wage Act 1998 s.44). A commercial company cannot use the voluntary worker route.
Option A - Paid internship: The Company will pay the Intern [hourly rate or annual salary], payable [pay frequency] in arrears by bank transfer, subject to deductions for income tax and National Insurance under PAYE. The Company will ensure that pay for each pay reference period is not less than the national minimum wage or national living wage applicable to the Intern.
Option B - Unpaid placement under a statutory exemption: The Internship is unpaid in reliance on the exemption recorded in Schedule 1. The Intern is not entitled to the national minimum wage for work done as part of the Internship. The Company will reimburse expenses under clause 7.4. This Option may be used only where the exemption recorded in Schedule 1 genuinely applies throughout the Term.
7.2 Deductions. The Company will not make any deduction from the Intern's pay unless the deduction is required by law, or is authorised by this Agreement and the Intern has given prior written consent. No deduction will be made that would reduce the Intern's pay below the national minimum wage for the relevant pay reference period.
7.3 Pension. The Company will comply with its automatic enrolment duties. Whether the Intern is enrolled depends on age and earnings, and the Company will write to the Intern about this.
7.4 Expenses. The Company will reimburse reasonable expenses the Intern properly incurs in carrying out the Internship, on production of receipts and in line with the Company's expenses policy. Reimbursement of expenses actually incurred does not affect any exemption relied on under Option B.
Note: Rates change every April and are set in bands: the national living wage applies from age 21, with lower bands for 18 to 20 year olds, for 16 to 17 year olds, and for apprentices in the first year of an apprenticeship. Check the current figures on gov.uk before you fill in Schedule 1, and check them again if the Internship runs across an April.
Note: Take clause 7.4 seriously if you are using Option B. Paying a round-sum allowance, a lunch allowance or anything above expenses actually incurred and evidenced can turn an exempt placement into paid work, which then has to meet the minimum wage for every hour worked. Reimburse real receipted costs only.
Note: Getting this wrong is expensive rather than embarrassing. Underpayment is recoverable as arrears, enforcement includes financial penalties calculated on the underpayment, and employers who underpay can be named publicly. Unpaid internships at commercial companies are a known enforcement focus.
8. HOLIDAY
8.1 Entitlement. The Intern is entitled to paid annual leave at the rate of 5.6 weeks a year, pro-rated for the Term and for part-time hours, inclusive of bank holidays. The leave year and the Intern's entitlement for the Term are set out in Schedule 1.
8.2 Taking holiday. The Intern should request holiday in advance from the Supervisor, who will not unreasonably refuse it, having regard to the length of the Term and the Internship's purpose.
8.3 Payment in lieu. The Company will not make a payment in lieu of untaken statutory holiday during the Term. On termination the Company will pay the Intern for accrued but untaken holiday.
Note: Paid holiday is a statutory entitlement for workers as well as employees, and it applies to a paid internship of any length. The 5.6 weeks is made up of four weeks under the Working Time Regulations 1998 reg 13 and a further 1.6 weeks under reg 13A, with a combined cap of 28 days. On a short placement the practical effect is usually a payment for accrued untaken leave at the end rather than time off during it, and that payment is easy to forget.
Note: An intern engaged on genuinely irregular hours or for part of a year may fall within the separate accrual and rolled-up holiday pay rules that apply to irregular hours and part-year workers. If the Intern's days vary week to week, check which method applies before setting the figure in Schedule 1.
9. SICKNESS AND OTHER LEAVE
9.1 Notifying absence. If the Intern is unable to attend, the Intern will tell the Supervisor as soon as possible on the first day of absence and will follow the Company's absence procedure.
9.2 Sick pay. The Intern is entitled to statutory sick pay if the Intern meets the statutory qualifying conditions. The Company does not provide contractual sick pay above the statutory entitlement unless Schedule 1 says otherwise.
9.3 Other leave. The Intern is entitled to the statutory family, carer's, bereavement and time-off rights that apply to the Intern's status and length of engagement, as described in the Company's policies.
Note: Statutory sick pay reaches further than people expect, because it turns on being an employed earner for National Insurance purposes rather than on employment status under employment law. An intern engaged as a worker under Option B of clause 3 can still qualify. Ask your payroll provider rather than assuming it is not due, and note that the qualifying rules were changed by the Employment Rights Act 2025 reforms with effect from April 2026.
10. AGE AND RIGHT TO WORK
10.1 Right to work. The Internship is conditional on the Intern providing evidence of the right to work in the United Kingdom before the Commencement Date. The Company will carry out a right to work check and will keep a record of it.
10.2 Interns under 18. If the Intern is under 18, this Agreement takes effect only once a parent or guardian has signed the acknowledgement at the end of it. The Company will comply with the rules on the employment of children and young people, including any local authority permit requirement and any restriction on hours, times of day and prohibited work.
10.3 Students on a visa. If the Intern holds a visa that limits the hours the Intern may work, the Intern will tell the Company and the Company will keep the Internship within those limits.
Note: The right to work check protects the Company from a civil penalty and must be done before work starts, not afterwards. An unpaid placement is not exempt. Where the Intern is an overseas student, the visa will usually cap term-time hours, and those caps count all work across all engagements.
Note: For an intern still of compulsory school age, local authority byelaws can require a work permit and restrict the hours and days worked, and the rules vary between authorities. Check with the authority for the area where the work will be done before the placement starts.
11. CONFIDENTIALITY AND PROTECTED DISCLOSURES
11.1 Confidential Information. "Confidential Information" means non-public information the Intern receives or learns through the Internship, including product and technical information, source code, know-how, customer and supplier information, pricing, business and financial information, personal data and trade secrets, together with non-public third party information the Company is obliged to keep confidential. It does not include information that is or becomes public otherwise than through breach of this Agreement, that the Intern already lawfully held free of any duty of confidence, or that the Intern develops independently without using Confidential Information.
11.2 Obligations. The Intern will keep Confidential Information confidential, use it only for the Internship, and not disclose it outside the Company without the Company's written consent. At the end of the Term or on request, the Intern will return or delete all Confidential Information in the Intern's possession.
11.3 Duration. Clause 11.2 continues for three years after the end of the Term, and for as long as the information remains a trade secret in the case of trade secrets.
11.4 Protected disclosures. Nothing in this Agreement prevents the Intern from making a protected disclosure under the Employment Rights Act 1996, from reporting a suspected criminal offence or regulatory breach to a regulator or the police, from making a disclosure required by law, or from discussing the Intern's pay or working conditions. The Intern does not need the Company's permission and does not have to tell the Company first.
11.5 Skills and knowledge. Nothing in this clause prevents the Intern from using the general skills, experience and knowledge gained during the Internship, provided the Intern does not use or disclose Confidential Information.
Note: Clause 11.4 is not optional. A confidentiality clause that restricts whistleblowing is void to that extent, and an agreement that looks like it gags a junior person will be read unsympathetically as a whole. Clause 11.5 matters for the same reason: an internship is training, so a clause that stopped the Intern using what they learned would be both unreasonable and unenforceable.
Note: Fallback position if a university or the Intern objects to an indefinite trade secret tail: a flat three-year obligation with no tail is the common compromise and is what most short-engagement confidentiality clauses run to. The tail in clause 11.3 is the market default because trade secret protection lasts only while the information stays secret.
12. INTELLECTUAL PROPERTY
12.1 Work Product. "Work Product" means all inventions, designs, works of authorship, software, data, documents and other materials the Intern creates, alone or with others, in the course of the Internship or using the Company's time, equipment, facilities or Confidential Information.
12.2 Statutory position. Where the Intern is engaged as an employee under Option A of clause 3, the Company is the first owner of copyright in works made by the Intern in the course of the Internship under section 11(2) of the Copyright, Designs and Patents Act 1988, and inventions falling within section 39 of the Patents Act 1977 belong to the Company.
12.3 Assignment. To the extent the Company is not already the owner, the Intern assigns to the Company with full title guarantee all present and future intellectual property rights in the Work Product, absolutely and for the full term of those rights, including by way of present assignment of future rights.
12.4 Moral rights. The Intern irrevocably and unconditionally waives, in favour of the Company and its successors and licensees, all moral rights in the Work Product arising under Chapter IV of the Copyright, Designs and Patents Act 1988 and any equivalent rights elsewhere.
12.5 Pre-existing rights. The Intern has listed in Schedule 3 all intellectual property the Intern owns or co-owns which was created before the Commencement Date and which the Intern wishes to exclude from clause 12.3. If the Intern includes any of it in Work Product, the Intern grants the Company a non-exclusive, worldwide, royalty-free, irrevocable, sub-licensable licence to use, modify and distribute it as part of the Work Product.
12.6 Further assurance. At the Company's request and expense, during and after the Term, the Intern will sign documents and do anything else reasonably necessary to vest, record or enforce the Company's rights in the Work Product.
12.7 Third party and open source material. The Intern will not include third party or open source material in Work Product without the Supervisor's prior written approval, and will identify the material and its licence terms when seeking approval.
Note: Clause 12.3 is the clause that does the work, and it matters most if you chose Option B in clause 3. The automatic rules cited in clause 12.2 apply to employees only: section 11(2) of the Copyright, Designs and Patents Act 1988 vests copyright in the employer for works made by an employee in the course of employment, and section 39 of the Patents Act 1977 covers inventions made by an employee in the course of normal or specifically assigned duties. An intern engaged as a worker falls outside both, so without clause 12.3 the Intern would keep everything they made.
Note: The waiver in clause 12.4 is needed because moral rights, including the right to be identified as author, are not assignable in the UK and can only be waived. That is a genuine difference from an assignment and it has to be expressed as a waiver to work.
Note: Fallback position on ownership: full assignment is the market default and is what nearly every internship uses. Where the Intern is building a portfolio or the placement is part of an assessed course, the usual compromise is that the Company keeps ownership but grants the Intern a personal, non-commercial licence to show the work in a portfolio or submit it for assessment. Record that in Schedule 2 rather than weakening clause 12.3, and check first that no Confidential Information would be on display.
Note: Complete Schedule 3 even if the answer is nothing, and have the Intern write "None". A blank schedule is the argument an intern uses later to say a project predated the placement.
13. DATA PROTECTION
13.1 The Company as controller. The Company processes personal data about the Intern for the purposes of the Internship. The Company's privacy notice for staff explains what data is processed, the lawful bases relied on, how long it is kept and the Intern's rights. The Company does not rely on the Intern's consent as the lawful basis for routine processing connected with the Internship.
13.2 The Intern's obligations. The Intern will process personal data encountered during the Internship only as instructed by the Company, will comply with the Company's data protection and information security policies, and will report any suspected personal data breach to the Company immediately.
Note: Do not rewrite clause 13.1 to say the Intern consents to the Company processing their data. Consent is not a sound lawful basis in an employment or work experience relationship because it cannot be freely given where there is an imbalance of power, and relying on it creates a problem rather than solving one. Point to the privacy notice instead.
14. HEALTH AND SAFETY
14.1 The Company's duties. The Company will provide a safe place and system of work, will carry out a risk assessment covering the Intern before the Internship begins, and will give the Intern the health and safety information, instruction, training and supervision the Intern needs.
14.2 Young people. If the Intern is under 18, the Company's risk assessment will take account of the Intern's inexperience, lack of awareness of risk and immaturity, and the Company will inform a parent or guardian of the risks identified and the measures taken.
14.3 The Intern's duties. The Intern will take reasonable care for the Intern's own health and safety and that of others, will follow the Company's health and safety instructions, and will report accidents, injuries and hazards to the Supervisor promptly.
Note: The additional risk assessment duty for under-18s in clause 14.2, including telling a parent or guardian what the risks are, is a specific legal requirement and it is the one most often missed with school-age placements. Employers' liability insurance should also be checked: most policies cover interns and work experience placements, but not all do, and an uninsured placement is a serious exposure.
15. POLICIES, DISCIPLINARY AND GRIEVANCE
15.1 Policies. The Intern will comply with the Company's policies made available to the Intern, including its equal opportunities, anti-harassment, information security, data protection and expenses policies. The policies are not contractual and the Company may change them.
15.2 Disciplinary and grievance. The Company's disciplinary rules and its disciplinary and grievance procedures are set out in the documents identified in Schedule 1 and are available to the Intern. They are not contractual.
15.3 Raising a concern. If the Intern has a concern about the Internship or about the behaviour of anyone at the Company, the Intern may raise it with the Supervisor or with the person named in Schedule 1. The Company will not subject the Intern to any detriment for raising a concern in good faith.
15.4 Harassment. The Company will not tolerate harassment of the Intern by anyone, including colleagues, clients, customers and other third parties, and will take reasonable steps to prevent it.
Note: Clause 15.2 is required content: the written statement must include the Company's disciplinary rules and its disciplinary and grievance procedures, or say clearly where the Intern can find them. Naming the documents in Schedule 1 satisfies this; leaving the line blank does not.
Note: Clause 15.4 reflects the employer's positive duty to take reasonable steps to prevent sexual harassment, which extends to harassment by third parties. Naming a route to raise a concern that is not the Intern's own supervisor, in clause 15.3 and Schedule 1, is the single most useful thing this section does for someone junior and temporary.
16. TERMINATION
16.1 Notice. Either party may end the Internship before the end of the Term by giving [notice period] written notice to the other, subject to any longer statutory minimum notice that applies.
16.2 Termination without notice. The Company may end the Internship immediately, without notice or payment in lieu, if the Intern commits gross misconduct, commits a material breach of this Agreement, or does something that brings the Company into disrepute.
16.3 On termination. On termination the Intern will return all Company property and Confidential Information, and the Company will pay the Intern any pay earned, any accrued untaken holiday under clause 8.3 and any approved expenses.
16.4 Survival. Clauses 11, 12, 13 and this clause 16 survive the end of the Internship.
Note: There is no such thing as at-will employment in the UK, so do not import that framing. An employee with one month's continuous service is entitled to at least one week's statutory notice, and clause 16.1 preserves that floor whatever figure you put in the placeholder. One or two weeks is the usual setting for an internship.
Note: Unfair dismissal rarely bites on a short internship, but the position is changing and the dates matter. Today an employee needs two years' continuous service to bring an ordinary unfair dismissal claim. Section 25 of the Employment Rights Act 2025 reduces that to six months and removes the cap on the compensatory award, and it takes effect on 1 January 2027. It is not in force yet. From that date an internship of six months or more will carry unfair dismissal risk that a shorter one does not, so plan longer placements with that in mind.
Note: Some dismissals are automatically unfair from day one whatever the length of service, including dismissal for whistleblowing, for asserting a statutory right such as the minimum wage or paid holiday, and for health and safety reasons. Discrimination claims also need no qualifying period. Ending an internship early because the Intern complained about pay is the fact pattern to avoid.
17. GENERAL
17.1 Entire agreement. This Agreement and its Schedules are the entire agreement between the parties about the Internship and replace all earlier discussions and understandings on the same subject.
17.2 Variation. A variation is effective only if made in writing and signed by both parties. This does not affect the Company's ability to change non-contractual policies.
17.3 Severance. If any provision is or becomes invalid or unenforceable, it is to be modified to the minimum extent necessary to make it valid and enforceable, or deleted if it cannot be, and the rest of this Agreement continues in force.
17.4 Third party rights. A person who is not a party to this Agreement has no right under the Contracts (Rights of Third Parties) Act 1999 to enforce any of its terms.
17.5 Notices. Notices under this Agreement must be in writing and sent to the Company at [notice email address of the company] for the attention of [notice contact name at the company], and to the Intern at [notice email address of the intern].
17.6 Counterparts. This Agreement may be signed in counterparts and by electronic signature, each of which is an original and which together form one agreement.
17.7 Governing law and jurisdiction. This Agreement and any dispute arising out of it are governed by the law of England and Wales, and the courts and employment tribunals of England and Wales have jurisdiction.
Note: An employment tribunal claim is not affected by clause 17.7: statutory employment rights are enforced in the tribunal whatever the contract says, and a clause cannot contract out of them. A settlement of statutory claims is valid only through a settlement agreement meeting the statutory conditions or a Acas-conciliated agreement.
Signed by the parties on the date at the top of this Agreement.
FOR AND ON BEHALF OF THE COMPANY
Signature:
Name:
Position:
Date:
THE INTERN
Signature:
Name:
Position:
Date:
Note: Complete the acknowledgement below only if the Intern is under 18. Delete it if the Intern is 18 or over.
PARENT OR GUARDIAN ACKNOWLEDGEMENT
I confirm that I am the parent or guardian of [intern full name], that I have read this Agreement, that I have received the information about the risks identified in the Company's risk assessment, and that I consent to the Intern taking part in the Internship on these terms.
Signature: [parent or guardian signature]
Name: [parent or guardian full name]
Email: [parent or guardian email address]
Date: [parent or guardian signature date]
SCHEDULE 1 - KEY TERMS AND WRITTEN STATEMENT PARTICULARS
Note: Complete every line before the Internship begins. This Schedule carries the particulars the written statement must contain, so a blank line is a gap in a statutory document, not just a gap in a form. If anything here conflicts with the clauses above, this Schedule prevails.
Parties and Dates
Date of this Agreement: [date of this agreement]
Company name: [company name]
Company registration number: [company registration number]
Company registered office: [company registered office address]
Intern full name: [intern full name]
Intern home address: [intern home address]
Intern date of birth: [intern date of birth]
Commencement Date: [commencement date]
End date: [end date]
The Internship
Internship title: [internship title]
Department or team: [department or team]
Supervisor: [supervisor name and job title]
Normal place of work: [normal place of work]
Remote working address, if any: [remote working address]
Status and Hours
Status (clause 3.1 Option A or Option B): [selected status option]
Days and hours of work: [days and hours of work]
Method of recording hours: [method of recording hours]
Pay
Pay basis (clause 7.1 Option A or Option B): [selected pay option]
Rate or salary (Option A): [hourly rate or annual salary]
Pay frequency (Option A): [pay frequency]
Exemption relied on (Option B): [statutory exemption relied on for an unpaid placement]
Course and institution (Option B, course placement route): [course and institution requiring the placement]
Holiday and Leave
Leave year: [leave year]
Holiday entitlement for the Term: [holiday entitlement for the term]
Contractual sick pay above statutory, if any: [contractual sick pay above statutory]
Policies and Contacts
Disciplinary rules and procedure document: [disciplinary rules and procedure document]
Grievance procedure document: [grievance procedure document]
Person to raise a concern with, other than the Supervisor: [alternative contact for raising a concern]
Termination and Notices
Notice period: [notice period]
Company notice contact: [notice contact name at the company]
Company notice email: [notice email address of the company]
Intern notice email: [notice email address of the intern]
Parent or Guardian (only if the Intern is under 18)
Parent or guardian full name: [parent or guardian full name]
Parent or guardian email: [parent or guardian email address]
Parent or guardian signature: [parent or guardian signature]
Parent or guardian signature date: [parent or guardian signature date]
SCHEDULE 2 - LEARNING PLAN AND DUTIES
Note: Fill this in with real detail before the Internship starts. If the Internship is unpaid under Option B of clause 7, this Schedule is the main evidence that it is a training placement, so the training content matters more than the task list.
2.1 Projects and Duties
[description of the projects and duties the intern will undertake]
2.2 Learning Objectives
[skills and knowledge the intern is expected to gain]
2.3 Training, Supervision and Review
[training, mentoring and review sessions the company will provide]
2.4 Course Requirements (complete only for a course placement)
[how the placement meets the requirements of the intern's course]
2.5 Portfolio and Assessment Permissions, if any
[any permission given to the intern to use the work for a portfolio or assessment]
Note: A useful test for paragraph 2.3: could the Company describe the training an outside observer would actually see? Scheduled mentoring, review of the Intern's work, and exposure to parts of the business beyond their own tasks are what make a placement look like training rather than unpaid labour.
SCHEDULE 3 - PRE-EXISTING INTELLECTUAL PROPERTY
Note: List anything the Intern created before the Commencement Date that the Intern wants to keep outside the assignment in clause 12.3, for example a side project, an app or a portfolio of work. Write "None" if there is nothing to list. Do not leave this page blank.
[list of pre-existing intellectual property, or "none"]
Signed by the Intern: [intern signature on schedule 3]
Date: [intern signature date on schedule 3]
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