This factsheet outlines key developments in 2025 affecting workforce management. In particular, the proposed Employment Rights Bill (2024) will drive significant changes, anticipated to start late 2025.<\/p>\n <\/div>\n \n\nDownload Now<\/a> <\/section>\n <\/div>\n\n\n\n\n Specific sectors like sports and arts often have voluntary workers who participate out of passion. These individuals are not under contract, and their involvement is entirely voluntary. However, their role must not resemble an employment relationship<\/a> with an expectation of regular, structured work. <\/p>\n\n\n\n Job trials<\/a> are a grey area in employment law. A short, unpaid trial period can be legal if it genuinely assesses the candidate\u2019s suitability for the role and is agreed upon by both parties. However, these trials should be brief, and the tasks should be limited to what is necessary for evaluation. Extended trials or those involving productive work that benefits your business should be paid.<\/p>\n\n\n\n Sometimes, individuals might enter voluntary agreements to work without pay, especially in family businesses or startups with limited resources. While these agreements can be legal, they must be voluntary, without coercion or expectation of future payment. <\/p>\n\n\n\n To avoid misunderstandings, it is wise to have an explicit, written agreement outlining the voluntary nature of the work.<\/p>\n<\/div>\n\n\n\n Ensuring compliance with employment laws is crucial to avoiding legal issues and maintaining a fair working environment. It is important that you regularly review any unpaid work arrangements at your business and ensure that you are complying with employment laws. Aside from this, some practices that you should aim to implement include: <\/p>\n\n\n\n Key Statistics<\/p>\n Sources:<\/em><\/p>\n \n <\/ol>\n <\/p>\n<\/div>\n\n\n\n\n\n Continue reading this article below the form\n <\/i>\n<\/a>\nVoluntary Workers in Specific Sectors <\/h3>\n\n\n\n
Job Trials and Recruitment Processes <\/h3>\n\n\n\n
Voluntary Agreements <\/h3>\n\n\n\n
Compliance and Best Practices <\/h2>\n\n\n\n
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Work Experience and Internships <\/h3>\n\n\n\n
Work experience placements and internships can also be legally unpaid, but specific conditions must be met. For example: <\/p>\n\n\n\n
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- School work experience:<\/strong> Students aged 16-18 who participate in work experience as part of their education can legally work without pay. These short-term placements provide students with exposure to the working world.<\/li>\n\n\n\n
- Higher education internships:<\/strong> Internships that are part of a higher education course can be unpaid if arranged through the educational institution and are, at most, one year long. These internships offer students practical experience related to their field of study. <\/li>\n\n\n\n
- Voluntary internships:<\/strong> Interns who choose to work for an organisation without expecting payment or a contract implying employment can legally work unpaid. However, if interns perform tasks paid employees would otherwise do, or if regular work is expected, they may be entitled to the National Minimum Wage. <\/li>\n<\/ul>\n\n\n\n
Work Shadowing<\/h3>\n\n\n\n
Work shadowing is another situation where unpaid work may be legal. This involves observing professionals performing their duties and giving insights into specific job roles without actively participating. Since work shadowing does not include actual work or contribute to business operations, it is not considered employment and does not require payment. <\/p>\n\n\n
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\n \n 2025 Key UK Employment Law Changes<\/div>\n\n\n- Clear communication:<\/strong> It is essential to always communicate with your volunteers, interns, and work experience students about the nature of their role and the absence of financial compensation. This practice prevents misunderstandings and ensures a transparent working relationship. <\/li>\n\n\n\n
- Written agreements:<\/strong> Have written agreements<\/a> that outline the terms of unpaid work, ensuring that all parties understand their rights and obligations. You should use volunteer or internship agreements to clarify the nature of your relationship but avoid contractual language.<\/li>\n\n\n\n
- Limit unpaid work:<\/strong> Keep unpaid work periods short and ensure they genuinely benefit the individual, such as providing educational or career development opportunities. <\/li>\n<\/ul>\n\n\n\n
\n- \u00a326 billion:<\/strong> The estimated annual value of unpaid overtime worked by UK employees, highlighting the significant extent of uncompensated labour in the workforce.<\/li>\n
- 59%: <\/strong>More than half of employers report offering internships, up from 48% in 2018. In London it is 80%.<\/li>\n
- 35%:<\/strong> Around one-third of graduates overall have completed an \u2018unpaid or underpaid\u2019 internship, up from 27% in 2018.<\/span><\/li>\n<\/ol>\n\n
- Trades Union Congress, UK workers put in \u00a326\u202fbillion worth of unpaid overtime\u202fduring the last year\u202f- TUC analysis<\/em>, February 2024.<\/li>\n \n
- The Sutton Trust, Unpaid and underpaid internships<\/em>, January 2025.<\/li>\n \n
- The Sutton Trust, Unpaid and underpaid internships<\/em>, January 2025.<\/li>\n
- Higher education internships:<\/strong> Internships that are part of a higher education course can be unpaid if arranged through the educational institution and are, at most, one year long. These internships offer students practical experience related to their field of study. <\/li>\n\n\n\n