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Free Internship Agreement Template

Create a professional UK internship agreement that clearly defines the arrangement between your organisation and the intern. Download as a PDF in minutes. This template is tailored for British employers and complies with United Kingdom employment law.

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INTERNSHIP AGREEMENT
National Minimum Wage Act 1998  ·  ERA 1996 S.1  ·  England And Wales
ORGANISATION
Brightwave Media Ltd (Company No. 09284571)
45 Soho Square, London, W1D 3QY
By: Rebecca Chen, Head of Content
INTERN
Alexander James Wright
7 Park View Terrace, London, NW1 4SQ, University College London (BA Media and Communications (Year 2))
By: a.wright@example.ucl.ac.uk
Content Marketing Intern · Content and Digital Strategy
2026-06-01 — 2026-08-31 · £2,333.33
This Internship Agreement (this "Agreement") is made between Brightwave Media Ltd (the "Organisation") and Alexander James Wright (the "Intern"). This document is the written statement of particulars required under section 1 of the Employment Rights Act 1996 (as extended to workers from 6 April 2020 by SI 2018/1378). The parties agree as follows.
1.
PLACEMENT DETAILS
The Organisation agrees to provide the Intern with a placement as Content Marketing Intern within the Content and Digital Strategy department / function, based at 45 Soho Square, London W1D 3QY (hybrid pattern: 3 days in office (Mon/Tue/Thu), 2 days remote (Wed/Fri)). The placement will start on 2026-06-01 and end on 2026-08-31, being a fixed-term arrangement which expires automatically on the end date without further notice. Working hours are 35 hours per week, Monday to Friday 09:30–17:30 (with 1-hour unpaid lunch). The Intern is a student of University College London (course: BA Media and Communications (Year 2)).
2.
STATUS AND NATIONAL MINIMUM WAGE POSITION
The parties acknowledge that the Intern meets the definition of a "worker" within section 230(3)(b) of the Employment Rights Act 1996 (personal service; mutuality of obligation; and not carrying on a business of the Intern's own to which the Organisation is a client or customer). Accordingly, the Intern is entitled to the National Minimum Wage / National Living Wage under the National Minimum Wage Act 1998 and the National Minimum Wage Regulations 2015, paid holiday under the Working Time Regulations 1998, rest breaks, protection from unlawful deductions under ERA 1996 s.13, and protection from discrimination under the Equality Act 2010. The employment-status test follows Autoclenz Ltd v Belcher [2011] UKSC 41 and Uber BV v Aslam [2021] UKSC 5 — substance over form. The Organisation confirms that, where the Intern is paid, the payment equals or exceeds the applicable NMW/NLW hourly rate taking into account any accommodation offset.
3.
REMUNERATION
The Intern shall receive £2,333.33, payable monthly in arrears on the last working day of each calendar month by BACS / Faster Payments into the Intern's nominated bank account. All payments are subject to deductions for Income Tax and Class 1 National Insurance Contributions under PAYE in accordance with the Income Tax (Earnings and Pensions) Act 2003 and the Social Security Contributions and Benefits Act 1992. The Organisation confirms that the remuneration equals or exceeds the applicable NMW/NLW hourly rate under the National Minimum Wage Regulations 2015 having regard to the Intern's age and to the Intern's actual hours worked (including time spent working, travelling between assignments and time spent on training).
4.
SUPERVISION
The Intern will be supervised by Rebecca Chen (Head of Content), rebecca.chen@brightwavemedia.co.uk, who will act as the Intern's day-to-day point of contact. The Intern shall report to the Supervisor and follow all lawful and reasonable instructions given in connection with the placement. The Organisation will provide appropriate induction, training and a safe place of work in accordance with the Health and Safety at Work etc. Act 1974 and the Management of Health and Safety at Work Regulations 1999.
5.
ROLE DESCRIPTION AND LEARNING OBJECTIVES
Role description: Supporting the Content team with social-media copywriting, briefing creative assets, monitoring campaign performance in GA4, drafting weekly editorial digests and contributing to the monthly newsletter. No line-management responsibilities..

Learning objectives: Practical grounding in B2B content-marketing funnels; proficiency with GA4 and HubSpot; confident long-form and short-form writing; exposure to agile marketing sprints..
6.
HOLIDAY, REST BREAKS AND WORKING TIME
The Intern shall accrue statutory paid holiday at the rate of 5.6 weeks per annum pro rata over the term of the placement under Working Time Regulations 1998 regs 13 (4 weeks) and 13A (1.6 weeks). A week's pay for holiday-pay purposes is calculated in accordance with ERA 1996 ss.221-224. The Intern is entitled to rest breaks and daily / weekly rest periods under Working Time Regulations 1998 regs 10-12 and the Organisation will respect the 48-hour weekly working-time limit under reg 4 unless the Intern has signed a valid opt-out.
7.
STATUTORY SICK PAY
Where the Intern is an employee earning on average at least the lower earnings limit (currently £123 per week), Statutory Sick Pay (SSP) is payable for qualifying days of sickness absence under Part XI of the Social Security Contributions and Benefits Act 1992 and the Statutory Sick Pay (General) Regulations 1982. No company sick pay is provided in addition to SSP.
8.
SUPERVISION CADENCE AND FEEDBACK
The Organisation will arrange a structured weekly check-in between the Intern and the Supervisor to review progress against the learning objectives, provide feedback, set priorities and flag any performance concerns at the earliest opportunity. The Intern is also assigned a mentor, Devon Patel (Senior Content Strategist), who will provide informal coaching outside the supervisory line. Where a placement is part of a structured academic programme, the Organisation will cooperate reasonably with the Intern's academic supervisor and provide any evidence required for assessment.
9.
DELIVERABLE AND ASSESSMENT
On or before the last day of the placement the Intern shall submit the following deliverable to the Supervisor: A 2,500-word case study analysing the performance of one owned-media campaign contributed to during the placement, with recommendations.. The Organisation will provide written assessment feedback on the following criteria: Writing quality; analytical thinking; stakeholder communication; time management; initiative..
10.
REFERENCE
On satisfactory completion of the placement, the Organisation will provide the Intern with a written reference confirming the dates of placement, role and a fair summary of conduct and performance. Any reference provided will be factual, accurate and prepared with reasonable skill and care in accordance with Spring v Guardian Assurance plc [1995] 2 AC 296.
11.
EXPENSES
The Organisation will reimburse the Intern for reasonable travel expenses in attending the place of work on production of valid receipts and in accordance with the Organisation's expenses policy. Reimbursement of genuine expenses does not constitute remuneration for NMW purposes.
12.
INTELLECTUAL PROPERTY
The Work Product shall vest in the Organisation as set out above, provided that the Intern is granted a non-exclusive, royalty-free, non-transferable licence to include the Work Product in an academic portfolio, dissertation or assessment submission associated with the course identified in clause 1, subject to the Organisation's prior written consent (not to be unreasonably withheld) and to the Intern's continuing confidentiality obligations.
13.
MORAL RIGHTS WAIVER
The Intern hereby irrevocably and unconditionally waives all moral rights arising in the Work Product under CDPA 1988 sections 77-85 (the right of paternity, integrity, and the right to object to false attribution) in favour of the Organisation and its licensees.
14.
CONFIDENTIALITY
The Intern undertakes to treat as strictly confidential all non-public information disclosed to or obtained by the Intern in the course of this placement, including business plans, client and supplier data, pricing, technical know-how, source code, algorithms and trade secrets within the meaning of the Trade Secrets (Enforcement, etc.) Regulations 2018. This obligation applies during the placement and for 12 months after it ends. The Intern may only disclose confidential information where required by law, to a court or regulator, or with the Organisation's prior written consent. On termination the Intern must return or securely destroy all confidential materials.
15.
DATA PROTECTION
Each party shall comply with the UK GDPR and the Data Protection Act 2018. The Organisation processes the Intern's personal data (identity, contact, bank, emergency contact, right-to-work evidence, performance records) on the lawful bases of performance of contract, compliance with legal obligation and legitimate interests (Art.6(1)(b), (c) and (f) UK GDPR). Where the Intern has access to personal data of third parties in the course of the placement, the Intern shall process such data only on documented instructions, maintain confidentiality and report any actual or suspected personal-data breach to the Supervisor within 24 hours.
16.
RIGHT TO WORK AND ANTI-BRIBERY
The Intern warrants that they have the right to work in the United Kingdom in the role of the placement and will provide documentary evidence of that right at commencement, in accordance with section 15 of the Immigration, Asylum and Nationality Act 2006 and the Home Office right-to-work code of practice. The Intern shall comply with the Organisation's anti-bribery policy and with the Bribery Act 2010 (ss.1, 2, 6 and the commercial-organisation offence under s.7).
17.
NOTICE AND TERMINATION
Either party may terminate this Agreement by giving one (1) week's written notice. The Organisation may terminate this Agreement with immediate effect in the event of gross misconduct, breach of confidentiality, conduct bringing the Organisation into disrepute, or dishonesty. Where the Intern is a worker under ERA 1996 s.230(3)(b), any right to statutory minimum notice under ERA 1996 s.86 and to written reasons (where applicable) is preserved. This Agreement automatically expires on the end date set out in clause 1 without further notice or liability.
18.
ADDITIONAL TERMS
Dress code: smart casual. Laptop and corporate ID pass issued on day 1. Company handbook (v4.2, March 2026) forms part of the induction.
19.
GOVERNING LAW AND JURISDICTION
This Agreement shall be governed by and construed in accordance with the laws of England and Wales. Any dispute arising out of or in connection with it shall be subject to the exclusive jurisdiction of the courts of England and Wales. Employment-related claims shall be brought in the Employment Tribunal subject to the three-month-less-one-day time limit under ERA 1996 s.111 and mandatory ACAS Early Conciliation under Employment Tribunals Act 1996 s.18A.
IN WITNESS WHEREOF, the parties have executed this Agreement as of the Effective Date first written above.
FOR AND ON BEHALF OF THE ORGANISATION
Rebecca Chen
Head of Content
Brightwave Media Ltd
Date: ____________________
INTERN
Alexander James Wright
Date: ____________________

What Is an Internship Agreement?

An internship agreement is a written document that sets out the terms of an internship arrangement between an organisation and an individual. It defines the duration of the internship, the type of work or experience to be provided, supervision arrangements, and any compensation or expenses.

In the UK, the legal status of an intern depends on the nature of the arrangement. If the intern is required to perform work and has set hours and duties, they may be classified as a worker and entitled to the National Minimum Wage. A voluntary arrangement with no obligation to work and no obligation to provide work has a different legal character.

Having a clear written agreement helps both UK parties understand the nature of the relationship and reduces the risk of disputes about employment status, pay, and obligations. British employers must ensure that any internship arrangement complies with the National Minimum Wage Act 1998 in England and Wales.

What's Covered in This Template

Our internship agreement template covers all the essential terms for a clear and fair internship arrangement.

Parties

Full details of the organisation and the intern, including contact information.

Duration

The start date, end date, and total length of the internship.

Role and Objectives

A description of the work experience, learning objectives, and key activities the intern will undertake.

Working Hours

Expected hours of attendance, including any flexibility around academic commitments.

Supervision

The name and role of the intern's supervisor and the support and guidance they will receive.

Compensation

Whether the internship is paid or unpaid, and details of any stipend, expenses, or travel reimbursement.

Confidentiality

Obligations regarding the protection of the organisation's confidential information.

Health and Safety

The organisation's responsibilities for the intern's health and safety while on the premises.

Termination

How either party can end the arrangement early and any notice requirements.

Employment Status

A clear statement regarding the intended legal status of the arrangement.

How to Create an Internship Agreement

Follow these steps to create a clear internship agreement using our template.

  1. 1

    Enter Organisation and Intern Details

    Provide the organisation's name and address, and the intern's full name, address, and any relevant educational institution details.

  2. 2

    Define the Internship

    Describe the role, main activities, learning objectives, and the department or team the intern will be placed in. Specify the start and end dates.

  3. 3

    Set Hours and Compensation

    State the expected working hours and whether the intern will be paid, receive a stipend, or be reimbursed for expenses such as travel and lunch.

  4. 4

    Add Supervision and Support Details

    Name the intern's supervisor and describe the support structure, including any training, mentoring, or review meetings that will take place.

  5. 5

    Review and Download

    Preview the completed agreement, check that all terms are accurate, and download as a PDF for both parties to sign.

Legal Considerations

The legal status of interns in the UK depends on the nature of the working relationship.

This template is for informational purposes only and does not constitute legal advice. Consult a qualified solicitor for advice specific to your situation.

Reviewed for England & Wales law

Worker Status and National Minimum Wage

If an intern is required to perform work, has set hours, and is expected to carry out specific tasks, they are likely to be classified as a worker under the UK Employment Rights Act 1996 and the National Minimum Wage Act 1998. In this case, they must be paid at least the British National Minimum Wage for their age group. The label "intern" does not determine legal status under English law — the substance of the arrangement is what matters.

Voluntary Workers

An individual who works for a charity, voluntary organisation, or statutory body in the United Kingdom and receives no more than reasonable expenses is classified as a voluntary worker and is not entitled to the National Minimum Wage. However, this exemption does not apply to private sector companies in Britain. An arrangement where the individual has no obligation to attend and the organisation has no obligation to provide work may fall outside the scope of UK employment law.

Student Placements

Students undertaking a work placement as a required part of a UK-based further or higher education course are exempt from the National Minimum Wage for up to one year. The placement must be a genuine part of the academic programme. British employers should verify that the placement meets the exemption criteria.

Health and Safety

Organisations in England and Wales owe a duty of care to interns under the Health and Safety at Work etc. Act 1974, regardless of whether the intern is classified as an employee, worker, or volunteer. This includes providing a safe working environment, adequate training, and appropriate supervision. Young persons (under 18) are subject to additional UK protections under the Management of Health and Safety at Work Regulations 1999.

Frequently Asked Questions

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