Overcoming Barriers for Under-16s for parents/carers and employers

1. "Our insurance doesn't cover students under 16/18"

According to the Association of British Insurers (ABI), most existing Employers’ Liability Insurance policies automatically treat work experience students as employees.

• No extra cost: You generally do not need to purchase additional insurance.
• No extra admin: For low-risk or clerical placements, you typically do not even need to notify your insurer.

2. "The risk assessment for younger children is too complex"

The Health and Safety Executive (HSE) confirms that if you already have risk assessments for your employees, you do not need a separate, "heavy-duty" assessment for a student.

• Low-Risk Environments: In offices or similar settings, you simply apply your existing risk management.
• Induction: A brief 10-minute briefing upon arrival—covering fire exits, first aid, and basic safety (e.g., handling hot drinks)—is sufficient to meet requirements.

3. "A student in the office will be too disruptive to operations"

The KS3 program is designed as a "passive" observation model, often referred to as "fly on the wall" shadowing.

• Zero Productivity Loss: Students observe workflows and meetings rather than performing tasks that require supervision
• Short Duration: To minimise impact, sessions can be restricted to a focused 4-hour window or a 9:30 AM – 2:30 PM schedule to avoid peak travel and work times.

4. "How do we handle confidentiality and data protection with minors?"

Professionalism is maintained through standard corporate protocols adapted for younger visitors.

• NDAs: Both the student and parent can sign a simplified Non-Disclosure Agreement (NDA).
• Clear Boundaries: Students are prohibited from taking photos of screens or documents and are excluded from meetings involving sensitive HR or financial data.

5. "What is the actual business value of hosting someone so young?"

Engaging students at ages 11–14 (KS3) is a strategic move for ESG (Environmental, Social, and Governance) and CSR (Corporate Social Responsibility) goals.

• Talent Pipeline: It showcases your brand to the next generation before they make critical academic choices.
• Social Mobility: Early intervention helps bridge the gap between education and the workplace.
• Employee Retention: Supporting "Parent Shadowing" shows that the company values work-life integration and fosters employee pride.

6. "Don't staff need an enhanced DBS check to host students?"

• Official Guidance: DfE guidance confirms that enhanced DBS checks are not required for staff who are simply hosting or supervising a student in an open-plan office environment during a short-term placement.
• Supervision: As long as the student is in a public or open-plan area and not in a "regulated activity" (1-on-1 unsupervised long-term care), a DBS is not a legal necessity.

7. "We aren't set up for a full two-week placement"

Modern guidance encourages flexibility over duration.

• The Shift: National policy is moving away from traditional two-week blocks toward flexible "insight days" and project-based learning.
• Flexible Duration: Low-Impact, High-Value: 
  • Half-Day Sessions: A focused 4-hour window (e.g., 9:30 AM – 1:30 PM) ensures the student gains insight without requiring a full day of oversight.
  • Full-Day Insight: A standard 9:30 AM – 2:30 PM schedule avoids peak commute times and late-afternoon fatigue for the student.
  • Flexible "Insight Days": Recent DfE guidance encourages moving away from rigid two-week blocks toward these shorter, more manageable "insight days" or project-based learning.
  • Zero Productivity Loss: Regardless of length, the student operates as a "fly on the wall," observing meetings and workflows rather than requiring active supervision from the host.

8. Why should we change our policy now?

National standards and corporate reporting requirements have changed.

• The Guarantee: The DfE "Work Experience Guarantee" aims for every young person to have 10 days of meaningful work experience by the end of Year 11.
• Environmental, Social, and Governance (ESG) Value: Hosting students directly supports your metrics in ESG reporting by fostering social mobility and building a diverse talent pipeline.
• Why not partner with the school: Employers and Partners

9. "I have a placement, what do I do now?"

1. Ensure that this information is entered on Unifrog https://www.unifrog.org/student/placement
2. Unifrog will then email your employer and then your parents
3. Begin your Work Experience on the given date
4. Your employer will be asked to complete the Employer Placement Feedback Form via Unifrog
5. You will then complete a Student Placement Feedback Form via Unifrog.

For help on how to use Unifrog, see our dedicated page

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To support you and your child, we have prepared an email template for you to send to employers.