Document Chunk
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Section : Unpaid trials
Domain : Human Resource Management
Classification : Not Identified
Context
This chunk is part of the section discussing "Unpaid work" within the "Employing young workers best practice guide." It specifically addresses the legality and conditions surrounding unpaid trials for potential employees, outlining when such trials may be considered unlawful and providing practical advice for employers on assessing candidates.
Text Content
Sometimes an employer might ask a person to do an unpaid trial while they evaluate them for a vacant job. This is used to determine if the person is suitable for the job by getting them to demonstrate their skills and is sometimes called a work trial. Unpaid work trials may be unlawful where:
- it isn't necessary to demonstrate the skills required for the job, or the unpaid trial has continued for longer than needed. This will be dependent on the nature and complexity of the work, but could range from an hour to one shift
- it involves more than only a demonstration of the person's skills, where they are directly relevant to a vacant position, or
- the person is not under direct supervision for the trial. Any period beyond what is reasonably needed to demonstrate the skills required for the job must be paid at the appropriate minimum rate of pay. PRACTICAL TIP: If you want longer to assess someone's suitability for a role, you can employ them as a casual employee and/or on a paid probation period. In either case, the employee will need to be paid the appropriate amount for all hours worked.
- What is the purpose of an unpaid work trial according to the text?
- Under what conditions might unpaid work trials be considered unlawful?
- How long can an unpaid trial last, and what factors determine this duration?
- What must happen if the trial period exceeds what is reasonably needed to demonstrate skills?
- What is a practical tip provided for employers who want to assess a candidate's suitability for a longer period?
- What are the implications for an employer if a work trial involves more than just skill demonstration?
- Why is direct supervision important during an unpaid work trial?
- What is the minimum requirement for payment during an unpaid trial according to the text?
- How can an employer legally extend the assessment period for a potential employee?
- What are the potential risks for employers conducting unpaid work trials without adhering to the guidelines mentioned?