Your questions answered

Employer-led placements are crucial because they ensure that the needs of both the employers and the students are met. It is an initiative driven by the demands and requirements of the industry, which makes it more effective and beneficial.

Supporting education and skills development in Greater Manchester is an investment in your organisation’s success.

By hosting a placement, you can access fresh talent, bring new ideas into your business, and contribute to the development of the next generation of professionals. It also enhances your corporate social responsibility and reputation.

Find out more about the benefits to your business.

You will be supported throughout the process to ensure you get what you need to make hosting a placement a smooth and rewarding experience.

Hosting a T Level student is like hiring temporary staff. While schools and colleges assist with administrative tasks, including health and safety compliance, you are responsible for providing a safe working environment, appropriate training, and supervision.

Yes! Hybrid placements can be arranged based on your company’s work policies.

Employers must have premises or co-working space for students in order to be eligible. This is for safeguarding purposes.

Not at all—schools and colleges minimise admin and handle legal compliance. No contracts are required.

Prep exactly as you would for any new recruit, then add the education bits:

• Work with the college to agree objectives, tasks and hours (they’ll usually provide a template).
• Check your health and safety, insurance, and any “starting requirements” like immunisations or IT access.
• Identify a line-manager and mentor, and brief the wider team so the student feels supported.
• If appropriate, arrange a pre-start visit or virtual tour to help the student get familiar with the environment.
• On Day 1, deliver your standard staff induction plus a discussion about learning goals and expectations.
• By law, employers are responsible for providing a safe working environment for students. This includes running a full workplace induction on Day 1 that covers all relevant health and safety aspects. You can find example induction checklist online to help guide this.
• As part of the induction, employers should also outline relevant workplace policies and procedures, including anything legal, commercially sensitive, or confidential that applies to the student’s role. Students may also complete any mandatory work-based training that regular employees undertake, to help them settle in.

You don’t have to figure this out alone. Providers will guide you through the setup and can offer support if anything is unclear.

Employers are responsible for conducting a full workplace induction on day one of the placement to cover all health and safety aspects of their workplace. Employers may use the induction checklist to help them know what to cover.

• Run a workplace-induction that covers health & safety, fire regs, policies, confidentiality, PPE, log-ins, site tour, introductions.
• Introduce their line-manager and a peer mentor.
• Walk through the placement agreement / learning goals so everyone’s clear on what success looks like.
• Let them shadow or do a simple starter task so they feel useful right away.

Providers can offer support if needed. If you have questions or feel unsure about what to include, don’t hesitate to check in with them, they’re happy to help.

Before a T Level student starts their placement, employers must make sure the workplace is safe, appropriate, and legally compliant. This includes:

1. Health & Safety (H&S) Risk Assessment

If the student is under 18, employers must carry out (or update) a young person’s risk assessment. This should consider:

• Lack of experience or maturity
• Supervision levels
• Use of hazardous equipment or materials
• Working hours and environment

2. Safeguarding

• The college or school remains the Designated Safeguarding Lead.
• However, employers are responsible for safeguarding students while on site.
• You must give students a safeguarding briefing and ensure your policies (e.g. supervision, lone working, reporting concerns) are appropriate for 16–19-year-olds.
• Any concerns must be reported back to the provider immediately.

3. DBS Checks

• A DBS check is not normally required if the student is supervised at all times and the role does not involve regulated activity.
• An enhanced DBS check is required only if the placement involves regulated activity, such as unsupervised work with children or providing personal care.
• If in doubt, check with the provider or use the DBS guidance.

Not sure if this applies to you? Your provider can help you assess what’s needed for your setting.

If you already have up-to-date Employer’s Liability and Public Liability Insurance, you probably won’t need any extra cover. But it’s always a good idea to check with your insurer to be sure.

• Under-18s: max 8 hrs/day, 40 hrs/week.
• No work between 10 pm – 6 am (or 11 pm – 7 am by agreement).
• 30-min rest break if working over 4.5 hrs, 12 hrs rest between shifts, two days off per week.

Your provider is available to help and support you if you have any questions around working hours or planning student schedules.

Speak to the provider about any costs you might incur, like software, PPE, specialist equipment or a DBS check if needed. In many cases, providers can cover these. Any initial outlay is usually minimal – and the benefits for your business can far outweigh the small investment.

Schools and colleges will work with you to provide reasonable adjustments where needed.

You are under no obligation to pay students but can choose to do so if you wish. This is because T Level industry placements are about providing students with high quality, meaningful training, not work. You can refer to making payments to industry placement students.

Support is always available. Providers are your partners in making placements successful. Don’t hesitate to reach out with any questions, they’re here to make the process straightforward and supportive for everyone involved.

You’ll be asked to give feedback on the student’s performance, which helps them reflect and grow. If the placement has gone well, you might also explore offering further opportunities, like apprenticeships or future employment.

No, there’s no obligation—but many businesses find great future employees through T Level placements.

T Level placements allow you to engage with potential apprentices before they finish their education—helping you spot future talent early.