The Department for Education describes three patterns that work experience for 16-19 year old study programmes are expected to follow .
Experiential work experience is ‘one or two short periods of work experience or other work-related learning to test out vocational ideas connected to future study or employment options, such as study visits, projects and engagement with local enterprise’
The vocational model is ‘focused on a particular vocational area to contribute directly to a study programme’
Finally, the extended model focuses on “developing employability skills, with maths and English covering the majority of the study programme time” and will apply to students on a traineeship, who need additional support to prepare them for apprenticeships or a Supported Internship
Workfinder services refers to the first type of work experience and it complements the other programmes referred to.
This is the current list of most frequently applied for roles offered by companies on work experience placements. It’s really up to you - we just want the young people to find out what it is like in a real workplace - so if you don’t like any of these roles, feel free t suggest other ones to us!
No. Much the same way that parental consent is not needed for Google or other apps, parental consent is not needed to use Workfinder.
No. The requirement to obtain parental consent in order to transmit an application to an employer is dependant on the type of personal data being transmitted.
Where the data is used for any of the following, it is advised that parental/guardian consent is obtained:
disclosure of the child's name to a third party;
use of the child's details for marketing;
publication of the child's image on a website that anyone can see; or
the collection of personal data about third parties, for example where a child is asked to provide information about his or her family members or friends
In order to protect students from inadvertent discrimination, Workfinder does not transmit the applicant's name or personal data to the employer, nor do we use their details for any marketing activity, or to display pictures on any public website, and we do not collect information about the students’ families and friends.
Much the same way that Royal Mail does not have an obligation to read a letter between a young person and a CEO, and BT does not have the obligation to listen to the dialogue between a young person and a business employer, we also don’t have the obligation to monitor this transaction.
We collect the date of birth after the student has applied for work experience. The date of birth is then used to determine if the student needs parental consent before accepting the offer of a work placement.
This is related to the age at which a person has the legal capacity to enter into a contract under English Law: As such, the answer is as follows:
18 years old in England:
If the applicant is under 18, we ask them to share the job offer they have received with their parent or guardian for ‘signoff’.
This is related to the processing of personal data under English Law. As such, the answer is as follows:
If the applicant is over the age of 18: No
If the applicant is 16 or 17: No
If the applicant is under 16: Yes
After the user has clicked on the ‘apply icon’ Workfinder asks them for their date of birth so that we can let the employer know the age of the applicant in order to be able to make an ‘indicative offer’ subject to parental permission being gained by the student.
We then contact the student with the offer subject to parental permission (given their age) and seek the email address of the person the child needs permission from.Note: the request for work experience does not contain any information from the student that would allow them to be identified.
Yes. If organisations already employ young people, risk assessments won’t need to be repeated for work experience students. Employers with fewer than 5 employees won’t need a written risk assessment. For more information, visit the Health and Safety Executive’s website and read the guidance on work experience here. http://www.hse.gov.uk/youngpeople/workexperience/index.htm
Provided the company holds employer’s liability insurance and the insurer is a member of the Association of British Insurers or Lloyds (the vast majority are) then it automatically includes young people on work experience and treats them as employees for the duration of their placement. The Health and Safety Executive advise that employers inform their insurer that they will have students on placements but they should be automatically covered.
There are very few work activities a young person cannot do due to health and safety law. However, it’s important to remember that the employer has the primary responsibility for the health and safety of the student and should be managing any significant risks. This can be done by explaining the risks and how they are controlled when inducting any individual undertaking work experience, checking that they understand what they have been told and know how to raise health and safety concerns.
If required by the permission grantor, we can ask the employer to upload a photo of their certificate or a link to the policy on their website to our system in order to validate the voucher. This certificate would be available on the company profile we refer permission grantor’s to.
We ask the employer to confirm that they have a child protection policy currently operating in our terms and conditions and we provide links on our employer briefings to child protection policies operated by other employers who offer work experience placements. Some of the best advice can be find here:
If required by the person the student needs to get permission from in order to accept the job offer, we ask the employer to upload a photo of their certificate or a link to the policy on their website to our system in order to validate the voucher. This content is available to view by the permission grantor via the company profile page.
Founders4schools protects the data of the applicants in the following way:
All communication with the Workfinder app and platform is secured using encrypted HTTPS transport protocols, so that data cannot be read in transit
We work to the guidelines laid down by the Health and Safety Executive and the Department for Education. There are no restrictions relating to whether a child is over or under 16.
We ask the employer to confirm that they have employer’s liability insurance in our terms and conditions and this is indicated in the employer briefing we make available to the student and their parent guardian (if consent required).
we provide links on our website to other liability policies operated by other employers who offer work experience placements.
If required by the person the student seeks permission from, we can ask the employer to upload a photo of their certificate to our system in order to validate the voucher.
Provided the company holds employer’s liability insurance and the insurer is a member of the Association of British Insurers or Lloyds (the vast majority are) then it automatically includes young people on work experience and treats them as employees for the duration of their placement.
The Health and Safety Executive advises that employers inform their insurer that they will have students on placements but they should be automatically covered. Please see HSE advice: http://www.hse.gov.uk/youngpeople/workexperience/placeprovide.htm
The following guidelines from ABI reinforce this:
Workfinder accepts no liability for risk assessments, : but we enable the counterparties to validate the claims made by the other.
In order to make the offer, the employer has stated that they have employer’s liability insurance. This is shown on the offer of a work placement.
We provide links on our employer briefings to risk assessment policies operated by other employers who offer work experience placements.
There is no requirement to DBS check employees although some schools prefer to avoid students working with a sole trader. The responsibility is that of the applicant or the person giving permission to the student to accept the work placement on offer.
If the student or the person the applicant seeks the permission from asks for a DBS check in order to grant permission,their permission to the student to accept the job offer, they can indicate this byin the messaging to the employer, outliningalong with the reason. If the employer does not provide what the consent-provider needs, then the job offer will lapse and the voucher will remain valid.
Applicants have 7 days to accept the job offer and this includes time to get permission from a parent or guardian.
If the employer already has a valid DBS check, then they can upload a photo of this to the employer dashboard which we share with the applicant so they can view it or share it with the person they are seeking permission from in order to accept the offer after the offer is made.
No. It is not a legal requirement.
If an inspection is required for the ‘approver’ to give their permission, then they may request a site visit from the employer. If the employer has had a site visit recently, then they will be able to upload the relevant document to their dashboard which we will share with the person requesting it.
f you would like more information, please follow the link below:
The student’s contact information is passed on to the employer after the student accepts their offer of employment. We understand that offers of employment are subject to the student producing proof of age and ability to work in the UK which the employer examines as part of the on-boarding procedure.
Our service allows both the young person and the employer to agree the dates of work experience placement. The placement is up to the applicant and employer, not the infrastructure provider.
No.The students search where-ever they like and we don’t ask them if they are at home or school or anywhere else. No location tracking takes place.
The full terms and conditions for the work experience placement service can be found on our website at the following URL [link to specification document here]
but we summarise the most important points for employers:
I agree to take full responsibility of the student when you are hosting them
I have Employer’s Liability Insurance and can provide proof of this
I have ensured all health and safety issues are addressed for a person this age
I will provide an induction into your company on the first day of the placement
I will contact workfinder if there are any issues
I will provide feedback to the student after the work experience placement ends