At Valueplacement, we are committed to creating purposeful, structured vocational placements that support both the learner’s development and the employer’s needs. This section outlines how placements should be scheduled and the legal and ethical considerations around payment.
📅 Placement Scheduling and Working Days
Vocational placements must be scheduled in a way that complements the learner’s academic responsibilities. At Valueplacement, we ask employers to remain flexible and accommodating, as student timetables vary based on subject area and study programme.
Timetable-Dependent Scheduling
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Learners can only attend their placement on days when they are not scheduled to be in class.
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The designated placement day may fall on any day during the week, depending on their individual timetable.
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Weekend placements are only permitted in special circumstances, and typically only where the nature of the business makes weekend work essential and appropriate (e.g., hospitality, events, or retail sectors).
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All placements must be planned in coordination with the student’s education provider to ensure academic studies remain the top priority.
This approach ensures that learners maintain full engagement with their course while gaining meaningful and relevant work experience in your organisation.
⏱️ Recommended Weekly Hours
To protect learner wellbeing and academic progress, Valueplacement recommends the following:
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One working day per week only
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Maximum 7.5 hours per day
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A 30-minute unpaid break must be included if the student works more than 4.5 hours
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Any additional time beyond one day per week must be pre-approved by the learner’s education provider and Valueplacement
⚖️ Why This Matters
Limiting placements to one day per week helps students to:
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Maintain a healthy study–work–life balance
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Apply academic learning without risking burnout or disengagement
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Commit meaningfully to both education and work-based learning
⚠️ Employers offering placements over weekends must ensure learners are not working unsociable hours, especially not between 10:00 PM and 6:00 AM, as per UK law for under-18s.
📝 Key Takeaways for Employers
When planning the placement day, please:
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Confirm the learner’s timetable and availability
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Be willing to adjust working hours or days to support academic obligations
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Offer meaningful and supervised work for up to 7.5 hours per week
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Ensure appropriate rest periods, breaks, and a safe working environment
This arrangement supports a positive experience for both your business and the learner, making the placement educationally valuable, legally compliant, and sustainable.
💷 Payment and Financial Support for Learners
Are Employers Legally Required to Pay Learners?
For most vocational placements—including those linked to T Level and BTEC qualifications—there is no legal requirement to pay learners, provided the following conditions are met:
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The placement is organised as part of a formal education programme
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The role is designed as unpaid work experience
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The learner is not replacing a paid employee
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The placement is time-limited and focuses on learning outcomes
In such cases, learners are not classified as ‘workers’ under UK employment law, so the National Minimum Wage does not apply.
✔️ What You Can Offer
Although payment is not required, Valueplacement encourages employers to support learners financially, especially where placements involve significant travel or expense. Employers may consider offering:
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Travel reimbursement (e.g., fuel, public transport)
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Lunch or meal allowances
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Incentive vouchers or one-off discretionary payments
These small contributions can make a big difference to a student’s ability to participate, particularly for those from low-income households.
🚫 What to Avoid
Even in unpaid placements, employers must not:
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Use students to cover staff shortages or replace paid staff
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Assign tasks that would normally be carried out by a paid employee
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Extend placements beyond the agreed schedule without informing the college or Valueplacement
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Offer placements where the main benefit is to the business, rather than to the learner
These situations may unintentionally establish an employment relationship, potentially triggering rights to pay, holiday, and other entitlements.
🛡️ Safeguards Against Exploitation
To ensure your placement offer remains educationally and legally appropriate, please ensure:
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The placement has clear learning objectives
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Students are given supervised, purposeful tasks
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A placement agreement is signed by all parties
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Attendance, feedback, and supervision are formally recorded
These measures protect the learner, support your business, and ensure compliance with education and employment guidelines.
📩 Need Help?
For tailored support or clarification around placement design, scheduling, or learner financial support, please get in touch:
Contact:
📧 [email protected]
Together, we can create meaningful work-based learning experiences that benefit learners and businesses across every vocational sector.