“It’s Just a Part-Time Job” … Until It Isn’t

Employment issues students should be aware of…

For many of us, part-time work is simply part of student life. It helps cover rent, food, and everyday costs, and for most people it is smooth sailing. However, a significant number of students experience employment problems that are not always easy to identify at first. What makes these situations difficult is that students often do not know what they are entitled to, or where to check whether what they are experiencing is acceptable or lawful.

“We’ll Just Pay You Cash”

Being paid in cash can sound convenient, especially in student-heavy sectors such as hospitality or retail. Informal arrangements are often presented as normal, particularly where work starts quickly and paperwork is minimal. For many, part-time work is essential to cover University living costs, as a result, these informal arrangements are rarely questioned.

Problems tend to arise when cash payment is combined with:

• no written contract,

• no payslips,

• and only verbal agreements about pay or hours.

While payment in cash is not automatically unlawful, UK employment law expects a level of clarity around working terms. Workers are entitled to written information about key aspects of their role, such as pay and hours. Guidance onemployment status and written terms is clearly explained by ACAS.

Understanding what employers are expected to provide helps students recognise when an arrangement is becoming risky rather than merely informal.

When Pay Becomes a Problem

Pay-related issues are among the most common concerns faced by students. These include:

• being paid below the National Minimum Wage,

• wages being paid late or inconsistently,

• not being paid for all hours worked.

These practices are sometimes dismissed as “just how student jobs work”. In reality, minimum wage protections apply regardless of student status, and workers are entitled to receive payslips showing how their pay is calculated.

Responsibility for enforcing minimum wage law lies with HMRC, which publishes current minimum wage rates, these should be checked often as they change, and investigates complaints of underpayment . Knowing that pay rules are actively enforced can empower students to question arrangements that feel unfair.

“But I Can’t Prove I Work There”

Employment issues often escalate when a student raises concerns and is told they were “just helping out” or that their shifts were informal or temporary. This is particularly common where there was no written contract, payslips, or clear record of hours worked.

A common misconception is that employment rights only exist if there is a written contract. In practice, work arrangements can be agreed verbally or implied by conduct. However, where work is informal, the lack of documentation can make it harder for students to show that they worked for an employer or to demonstrate what was agreed.

For this reason, it is important to keep your own records where possible. This may include:

• messages confirming shifts or pay,

• screenshots of rotas or schedules,

• bank statements or payment records,

• emails or messages from managers.

Awareness around evidence is particularly important in informal working arrangements. Keeping personal records can be particularly helpful if a student later seeks guidance or needs to explain their situation to an advice service. General support on workplace problems and raising concerns can be found through organisations such as Citizens Advice.

International Students and Working Hour Pressures

International students often face additional challenges linked to their visa conditions. Some report being encouraged to work beyond their permitted hours, often reassured that it is unlikely to be noticed.

Working limits for international students are set by UK visa and Immigration Policies, and responsibility for complying with these conditions rests with the student. Breaching visa conditions can have major consequences, even where pressure comes from an employer.

Specialist guidance on working during studies is also provided by UKCISA, which explains work limits in a student-focused and accessible way. Being aware of these rules helps students recognise when an employer’s request crosses an important boundary and should raise Red Flags.

Knowing When to Seek Support

Many employment problems faced by students are not the result of dramatic misconduct, but of uncertainty, informality, and lack of awareness. Knowing where reliable information can be found is often the first step towards addressing concerns early.

Students who are unsure about their situation may benefit from contacting Citizens Advice or their university Students’ Union advice service, both of which can offer confidential guidance and signposting.

Part-time work should support students’ education, not place them at risk. Improving awareness of rights and recognising when to seek guidance can make a meaningful difference.

Till Next Time ;)

Christine Onafowokan