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Internship Agreement UK: What to Include (2025)

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Part ofUK Employment Law Guide for Employers (2025)

Written by Brad Askew Solicitor (non-practising)
Brad is on the roll of solicitors of England & Wales but does not hold a practising certificate and does not provide legal advice.
Updated June 2026 · England & Wales
Bringing an intern into your business can be genuinely useful for both sides. The intern picks up real-world experience, and you get a fresh pair of eyes on your work. But the arrangement sits in a tricky corner of UK employment law, and getting the paperwork right matters more than people realise. An Internship Agreement is the document that sets out the terms of the placement in writing, covering what the intern will do, how long they will be there, and what both parties can expect from each other. It is not the same as an employment contract, and treating it like one can create problems further down the line. This guide walks through what these agreements cover, when they are appropriate, and the legal points you need to keep in mind before taking someone on.

What this document is

An Internship Agreement is a written arrangement between a business and an individual joining on a short-term basis to learn about a particular industry or role. It records the purpose of the placement, the dates it runs for, the tasks the intern will be involved in, and the expectations on both sides.

The key distinction from an employment contract is the nature of the relationship. An intern is typically there to observe, learn, and gain exposure rather than to perform the same work as a paid member of staff. This affects whether statutory rights such as the national minimum wage apply.

Whether someone is genuinely an intern or in reality a worker depends on what they actually do day to day, not on the label used in the paperwork. If an intern is carrying out work the business relies on, HMRC may treat them as a worker regardless of what the agreement says. A well-drafted Internship Agreement reflects the true nature of the arrangement and helps both sides understand where they stand.

How to use this document

  1. Decide what the placement is really for. Before drafting anything, be clear on whether this is a genuine learning opportunity or a role you need filled. If the intern will be doing work the business depends on, they are likely a worker entitled to the minimum wage. Honest self-assessment at this stage prevents costly problems later.
  2. Set the length and structure of the internship. Most genuine unpaid internships in the UK are short, often only a few weeks. Longer placements, especially those involving set hours and real responsibility, sit closer to worker status. Decide on start and end dates, expected hours, and how the placement fits around the intern's other commitments such as studies.
  3. Draft the written agreement. Put the arrangement in writing, covering the purpose of the placement, the activities the intern will take part in, who supervises them, expected conduct, confidentiality, and how either side can end the placement early. Spell out whether any payment, expenses, or benefits are provided, and if so, on what basis.
  4. Address intellectual property and confidentiality. If the intern will see commercial information or contribute to any creative work, the agreement should cover who owns what they produce and how they must handle sensitive information. These clauses matter even for short placements and protect the business once the intern moves on.
  5. Review, sign, and keep a copy. Both parties should read the agreement, ask questions about anything unclear, and sign before the placement starts. Keep a signed copy on file. If circumstances change during the internship, update the document in writing rather than relying on informal conversations.

Common questions

If you're dealing with this kind of situation, speak to an experienced legal adviser who can walk you through it — from £89.

Common questions

Q Does an intern have to be paid the national minimum wage?
It depends on the reality of the arrangement, not the label. If the intern is classed as a worker, meaning they have set hours and carry out work the business relies on, the minimum wage usually applies. Genuine work shadowing, short student placements, and voluntary roles with registered charities may fall outside these rules. You can check the current position on gov.uk before taking someone on.
Q How long can an unpaid internship last?
There is no fixed legal limit, but the longer and more structured a placement becomes, the more likely the intern is actually a worker entitled to pay. Short placements of a few weeks, focused on observation and learning rather than doing the job, are generally safer. If you need someone for a longer period to contribute real work, treating them as a paid worker is usually the right approach.
Q Is an Internship Agreement legally binding?
Yes, once both parties sign, it creates obligations on each side. However, it cannot override statutory employment rights. If the arrangement looks in practice like worker employment, a tribunal or HMRC can disregard the label in the agreement and treat the intern as a worker regardless. The document reflects the relationship rather than determining its legal character on its own.
Q Can I cover expenses without creating a worker relationship?
Reasonable expenses such as travel and lunch are generally accepted for genuine unpaid internships and do not by themselves trigger worker status. The risk arises when payments look more like wages, for example fixed daily amounts that are not linked to actual costs. Keep receipts, reimburse actual costs, and document the basis for any payments made.
Q What happens if an intern is injured during the placement?
Businesses taking on interns still have health and safety responsibilities toward them, similar to those owed to employees. Your employer's liability insurance should cover interns in most cases, but it is worth checking with your insurer before the placement begins. Carry out a basic risk assessment and make sure the intern understands any relevant safety procedures on day one.
Q Can either side end the internship early?
A well-drafted agreement will set out how either party can bring the placement to an end, usually with a short notice period or immediately in certain circumstances such as serious misconduct. Without clear termination terms, disagreements become harder to resolve. Building this into the document from the start gives both sides a clear route if the arrangement is not working.
Q Do I need an Internship Agreement for a one-day work shadow?
For very short work shadowing, a simple letter confirming the arrangement and covering confidentiality may be enough. Longer placements benefit from a fuller written agreement. Either way, having something in writing avoids misunderstandings and gives both sides a reference point if questions come up about what was agreed.
If you're dealing with this kind of situation, speak to an experienced legal adviser who can walk you through it — from £89.

Sources

This guide is based on primary UK law and official guidance.

Brad Askew, Solicitor (non-practising)

Written & reviewed by

Brad Askew Solicitor (non-practising)

Brad is on the roll of solicitors of England & Wales but does not hold a practising certificate and does not provide legal advice. LegalDocuments.co.uk is not a law firm and does not provide regulated legal advice.

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Legal disclaimer
This article is for general information only. It is a tool to help you find your way — not legal advice, and not a substitute for speaking to a qualified adviser about your situation.