Whether you’re launching your first internship program or refreshing one you’ve run for years, here’s something every employer should know: calling someone an intern doesn’t make them one!
Specific factors decide whether an unpaid internship is legitimate. Get the structure wrong, and those interns are legally employees. That means minimum wage, overtime, and a headache you didn’t ask for. In this video, we break down what the Fair Labor Standards Act (FLSA) actually says about unpaid interns, why the “intern” label alone won’t protect you, and the 7-factor Primary Beneficiary Test courts use to decide.
From there, we walk through how to apply each factor to your own program and what to avoid before your interns walk through the door. When it’s done right, a compliant internship program is a real business asset: a strong talent pipeline, a reputation as a company that invests in its people, and a team that grows with you. Watch the full video and build a program that works for your business and your interns!