Internships have become an increasingly popular way for students, graduates, and career changers to gain practical work experience and improve their employment prospects. Whether it’s a summer internship between university terms or a longer placement after graduation, internships can provide valuable insight into a particular industry and help build professional networks. However, many people are unsure about their legal rights when undertaking an internship. One of the most common questions is: are internships paid?

The answer depends on the nature of the internship and the legal status of the individual carrying it out. While some may be lawfully unpaid, many are entitled to at least the National Minimum Wage and various employment rights.

In this article, we’ll explain what internships are, when interns should be paid, and the rights they’re entitled to. We will then discuss what to do if those rights have been breached.

If you have any questions or concerns about your employment rights, contact us today. Redmans Solicitors are employment specialists. Following a brief consultation, we can assess your circumstances and provide answers. Should you have an eligible claim, we could also guide you through each stage of the legal process.

To learn more about how we could help you, simply:

• Give us a call on 020 3397 3603
• Complete our online form with your details to request a callback

What Is an Internship?

An internship is a temporary period of work experience designed to give individuals practical exposure to a particular profession or industry. Internships are commonly offered by businesses, charities and professional firms, often with the aim of developing future talent.

Internships vary considerably in length and structure. Some last only a few weeks during the summer, while others continue for several months. A summer internship is particularly common among university students looking to gain experience before returning to their studies, whereas graduates may undertake longer internships to improve their employability.

Unlike apprenticeships, internships are not governed by a single legal framework. Instead, an intern’s rights depend on their legal employment status and the work they actually carry out.

Are Internships Paid?

Whether internships are paid depends on the individual’s legal status rather than the title of “intern.”

Many interns are legally classed as workers. If this is the case, they are generally entitled to receive at least the National Minimum Wage for every hour they work.

An intern is likely to qualify as a worker if they are expected to carry out specific duties, work set hours, perform tasks that benefit the organisation, or are required to attend work on particular days. Simply calling someone an intern or describing the arrangement as work experience does not remove these legal rights.

On the other hand, genuinely voluntary work or work shadowing arrangements may not attract the same entitlement. Someone who is simply observing employees, without carrying out productive work or having contractual obligations, may not be entitled to the National Minimum Wage.

Students undertaking placements that form a required part of a UK higher or further education course may also fall under specific exemptions, particularly where the placement lasts for no more than one year.

Because every internship is different, determining whether payment is legally required often depends on the reality of the working relationship rather than the description used by the employer.

What Are Unpaid Internships?

Unpaid internships are one of the most debated areas of employment law.

While unpaid internships do exist, they are only lawful in limited circumstances. If an individual is carrying out genuine work, contributing to the organisation, and meeting the legal definition of a worker, they will usually be entitled to receive at least the National Minimum Wage.

Lawful unpaid internships are more likely to include genuine volunteering opportunities, work shadowing arrangements where no actual work is performed, or certain student placements that meet the relevant legal exemptions.

Read More: Dismissed Due to Ill Health? What a £45,000 Payout Teaches Us About Unfair Dismissal for Sickness Absence

Unfortunately, some employers incorrectly classify workers as unpaid interns in an attempt to avoid paying wages. Employment tribunals will look beyond job titles and examine what the individual actually does on a day-to-day basis when determining whether legal rights apply.

What Rights Do Interns Have?

An intern’s employment rights depend on whether they are legally classified as a worker or an employee.

Many interns who qualify as workers are entitled to receive the National Minimum Wage, paid annual leave, rest breaks, and protection against unlawful deductions from wages. They are also protected by health and safety legislation and anti-discrimination laws under the Equality Act 2010.

Some interns may also be employees rather than workers. This usually depends on factors such as mutual obligations, contractual arrangements, and the level of control exercised by the employer. Employees benefit from additional rights, including statutory sick pay (where eligibility requirements are met), protection against unfair dismissal after the qualifying period, family-related rights, and redundancy protections.

Even interns who are unpaid may still have protection against discrimination, harassment, bullying, and unsafe working conditions.

What Rights Do Interns Not Automatically Have?

Not every intern enjoys the full range of employment rights.

For example, someone who is genuinely volunteering their time without any contractual obligation to perform work may not qualify for the National Minimum Wage or paid annual leave. Likewise, work shadowing arrangements where individuals are simply observing employees rather than carrying out productive work generally do not create worker status.

Similarly, interns who are workers rather than employees will not usually have access to certain rights reserved for employees. Examples include protection from unfair dismissal or statutory redundancy pay.

Determining legal status can sometimes be complex. This is particularly the case when an internship has developed informally over time or where the duties performed differ significantly from the original agreement.

What Should You Do If You Think Your Rights Have Been Breached?

If an individual believes they should have been paid during their internship or that their employer has failed to provide their legal entitlements, there are several steps they can take.

The first step is to gather evidence about the role. Keeping copies of emails, contracts and details of the work performed can help establish employment status if a dispute arises.

Individuals should also review any written agreement relating to their internship. Although a contract isn’t always necessary for legal rights to exist, written terms may help clarify the arrangement.

Where possible, individuals should then raise concerns informally with the employer. In many cases, misunderstandings about employment status or payment can be resolved through discussion.

If the issue cannot be resolved internally, however, individuals may wish to seek advice from ACAS or an employment solicitor. Depending on the circumstances, it may be possible to recover unpaid wages, holiday pay, or pursue other legal claims if one’s employment rights have been breached.

Why Understanding Your Status Matters

Many interns assume that because they agreed to an unpaid internship, they have no legal protections. In reality, employment law focuses on the substance of the working relationship rather than the label attached to it.

If an individual is expected to attend work regularly, carry out meaningful duties, follow instructions, and contribute to the organisation, they may have greater legal rights than they realise.

For employers, ensuring internships are structured correctly can help avoid costly disputes and ensure compliance with employment law. Offering paid internships where appropriate also helps widen access to opportunities. This is because it allows talented candidates from all backgrounds to gain valuable work experience.

Are Internships Paid? Our Final Thoughts

So, are internships paid? In many cases, yes. While some unpaid internships are lawful, many interns are legally entitled to receive at least the National Minimum Wage because they meet the legal definition of a worker.

Read More: Employer Refusing Annual Leave? Discover Your Rights

The rights available depend on employment status and the work actually performed, not simply the title of “intern.” Alongside pay, many interns are entitled to paid holiday, rest breaks, protection from discrimination, and safe working conditions.

If an individual believes their internship has been wrongly classified as unpaid or their legal rights have been breached, seeking early legal advice is recommended. It can help them understand their position and determine the best course of action.

Get Help with Redmans

If you believe your employer has failed to provide your legal employment rights, contact Redmans Solicitors today. Our experienced employment law solicitors can assess your circumstances, explain your legal position, and advise you on the options available. If you have grounds to bring a claim, we’ll guide you through every stage of the process.

• Call us on 020 3397 3603
• Request a callback via our online form