Living Wages for Interns, Trainees and Other Young Workers?
Do you pay a young person or a trainee less than full-time employees? And is Living Wage realistic for an intern? Our Global Lead of Living Wages, Paulien Osse, and Director of Data, Daniela Ceccon, discuss this.
Paulien: Dani, firms sometimes ask funny, but philosophical, questions, gently pushing back on Living Wage commitments by saying, “We employ many young people. Should they also expect a Living Wage?” How do you respond to that?
Dani: It’s a fair question, because it goes straight to the core of what a Living Wage is for. It’s not just about age or career stage; it’s about meeting basic needs. Young people have to pay rent, buy food, and cover transport just like everyone else. If a wage isn’t enough to live on, then it’s not a Living Wage—no matter how “temporary” the role is.
Paulien: So if young people should also earn a Living Wage, isn’t it more “efficient” to hire someone with more experience instead of, as some say, “just an extra pair of hands”?
Dani: That’s a business question—and I get it: if you’re paying a Living Wage, you want a return on that investment. But here’s the thing: if your model depends on underpaying people just because they’re young or new, that’s not a sustainable or fair approach.
Young workers bring fresh energy, adaptability, and are often learning fast on the job. They do create value. And paying them fairly is part of developing the next generation of skilled workers. It’s not about choosing between experience and fairness—it’s about building a system where even “extra hands” can afford to live and grow.
Paulien: And what about interns? Are internships meant to be for free, or should interns also be paid a Living Wage?
Dani: Internships can be a great way to learn, but they shouldn’t be seen as a way to avoid fair pay. If someone is contributing real work, adding value, then yes, I think they should be paid fairly. That doesn’t always mean a full Living Wage right away—but unpaid internships should be the exception, not the norm.
I would suggest to think in 'steps': Is the internship short-term, strictly educational, and genuinely optional? Or is it doing the job of an entry-level role? The closer it is to real work, the closer it should get to a real wage. And where internships are part of a recruitment pipeline, offering a Living Wage could also be a way to attract diverse talent, not just those who can afford to work for free.
Paulien: So, they should be paid a bit? How should we address interns at WageIndicator?
Dani: For us, internships are not just a formality—they are a core part of how we contribute to the growth of young talent. Our MoUs with universities require us to offer internships to a select number of their top students, primarily scholarship recipients. These universities focus on providing their students with real-world learning experiences, and we fully align with that vision.
Some of our university partners have explicitly stated that these internships are meant for learning, not financial compensation. While we respect that, we also recognize and hire top-performing interns who often stay with us for the long term.
More than anything, we invest our time, effort, and energy into mentoring these students, ensuring they gain valuable skills and hands-on experience. For us, the real value lies in shaping future professionals, not just in financial considerations.
Paulien: And the ILO, do they have an opinion about interns or young people and wages?
Dani: Owing to the lack of experience and productivity, young workers (and interns/apprentices/trainees) can be paid a lower or reduced minimum wage. While there is no clear standard on minimum wages for interns, the ILO Quality Apprenticeships Recommendation, 2023 (No. 208) does require "that apprentices: (a) receive adequate remuneration or other financial compensation, which may be increased at different stages of the apprenticeship to reflect the progressive acquisition of occupational competencies." These standards could be used for setting minimum wages as well as enterprise level wage rates for interns and trainees.
Paulien: Our Minimum Wage data base has some countries where young people get paid differently, doesn't it?
Dani: According to the database, Minimum Wages are notified for young workers in Australia, Barbados, Belgium, Chile, France, India (Mizoram), Ireland, Luxembourg, Malta, Netherlands, the UK, and some states in the USA.
Paulien: And what do labour laws say about this? How many countries let children work from the ages of 13 or 14?
Dani: According to the Labour Rights Index (covering 145 countries), minimum age for employment is as follows:
1. 1 country allows children under 14 to start full-time employment.
2. 22 countries have set the minimum age for full-time employment as 14 years.
3. 66 countries set the minimum age for full-time employment as 15 years.
4. 56 countries set the minimum age for full-time employment as 16 years or higher.
For even younger workers, countries may allow persons 13 to 15 years of age to do light work which is (a) not likely to be harmful to their health or development and (b) does not negatively impact their attendance at school, their participation in vocational orientation or training programmes.” In countries where the minimum age for employment is 14 years, the minimum age for light work could be 12 years.
Paulien: And what about trainees? Dani, should they get a full Living Wage?
Dani: I would say yes, in most cases, because trainees are usually working full time, learning on the job, and contributing to the business—so it makes sense they should earn enough to cover their basic needs. That’s what a Living Wage is about.
That said, some structured traineeships might start with a slightly lower wage if there’s a clear timeline, real training, and a guaranteed path to a full Living Wage. Again, I would advise to think "in steps", in this case. But we have to remember that trainees aren’t just “in learning”, they’re often doing real work, and they deserve to be treated—and paid—accordingly.
April 2025
