If you or your business offers work experience, including 'placements' and internships, you need to consider whether the individual who will work for you is entitled to the National Minimum Wage or National Living Wage.
It is your responsibility as the employer to determine whether or not the individual is a worker for minimum wage purposes and, if they are, whether an exemption applies to them.
Failure to pay the minimum wage to someone who is entitled to it is against the law. If an unpaid individual claims that they are owed arrears of the minimum wage, the onus is on you, the employer, to prove that they are not a worker or that no arrears are owed. An individual's entitlement to it does not depend on their job title but on the contractual relationship with their employer.
This guide will help you determine if an individual on an internship or work experience is entitled to the minimum wage.