Students and young workers can be a popular choice for employers when hiring. This is even more transparent in University towns where students are in high numbers amongst applicants for both part-time and casual work. Although there are great advantages to employing students, and employers may feel they are saving on labour costs, there are also a number of issues for consideration.
Read on to understand more about these issues and give you ideas on how you can protect your business should any arise.
Fact: 20% of people on zero-hour contracts are in full-time education.
Source: National Statistics
Many students welcome a zero-hour contract and the flexibility that comes with it. However, it is crucial that employers use the zero-hour contract within reason regardless of the age of their employees. As an employer, if you use a zero-hour contract, you need to be aware of the employment status of your workers and the protection they have.
Foreign Students and Restriction
When employing students from outside of the European Economic Area (EEA), there are specific checks regarding limitation on the right to work in the UK that employers would need to carry out. This may include a restriction on the number of hours they can work whilst studying. Failure to carry out relevant checks can result in substantial fines and potential legal costs to a company.
Minimum Wage Bands
Whilst employers may be aware of the banding when complying with The National Minimum Wage and The National Living Wage, it is essential that the employers pick up any birthdays moving the student employees from one band to the next. There are cases when this is either missed or the correct payments are delayed as a result of system errors.
Tip: It is crucial that employers are on top of this when employing workers of any age.
If you need further advice or guidance, CoLaw Hr & Employment Law can provide the relevant tools and resources in order to ensure compliance.