Students and business are well served with the mutual agreement during an unpaid internship. Personal and professional opportunities for both parties can be enhanced through the hands-on, practical application during an educational semester or during a spring or summer break. Businesses need support and fresh perspectives to sustain and grow their business in a large group of business needs. Students need the experience of working in a business setting, completing tasks with deadlines, and moving toward short and long term goals while utilizing the skills and knowledge gained in their education.
Yes, unpaid internships are legal. According to the United States Department of Labor, the Fair Labor Standards Act (FLSA) defines an internship further:
"Courts have used the “primary beneficiary test” to determine whether an intern or student is, in fact, an employee under the FLSA. In short, this test allows courts to examine the “economic reality” of the intern-employer relationship to determine which party is the “primary beneficiary” of the relationship. Courts have identified the seven factors as part of the test." For review of the test or other questions regarding an unpaid internship, please follow this link to the United States Department of Labor page for internships defined under this act.