Fall Internships: Preparing Staffing Firms for Seasonal Workers’ Comp Challenges
By T2 Insurance Solutions on September 11, 2025
Fall signals a wave of opportunity for staffing firms, especially those placing seasonal interns and temporary workers during the academic semester. Internships remain a valuable stepping stone for future professionals, but they also introduce unique risks that staffing companies can’t afford to ignore. From short-term contracts to unclear employment classifications, fall interns often land in gray areas when it comes to workers’ comp for staffing agencies. Tightening your strategy now helps protect your firm and clients from costly surprises.
The Seasonal Surge of Interns
Fall internship programs remain strong in industries ranging from tech and healthcare to logistics and manufacturing, and staffing agencies are often on the front lines of placement. Many organizations align internships with the academic calendar, creating increased demand in September and October.
According to the National Association of Colleges and Employers 2025 Internship & Co-Op Report, over 70% of organizations expect to increase or maintain intern hiring for the 2024–2025 cycle. Nearly half will hold steady with last year’s levels, while close to a quarter plan to bring in even more interns. While the largest employers may scale back slightly, small to midsized businesses continue to rely on staffing agencies for flexible talent solutions in the fall.
But with those opportunities come serious liability concerns. Interns, often young and inexperienced, may lack the safety awareness or supervision that full-time staff receive. If workers’ comp for staffing agencies hasn’t been structured to reflect these placements, a single injury or misclassification can snowball into a compliance nightmare. Planning ahead is essential — and so is working with a wholesale partner who understands the seasonal cycles of fall interns and holiday staffing demands.
Are Interns Covered by Workers’ Comp?
Coverage depends largely on whether the intern is paid. According to the U.S. Department of Labor’s Fact Sheet #71, an unpaid intern must meet specific criteria to remain exempt from compensation. Most states, however, require paid interns to be treated like regular employees for workers’ comp purposes. If interns are receiving a paycheck this fall, they likely qualify for the same protections under state labor laws as full-time hires.
For example, if a paid intern at a warehouse slips while handling inventory, a lack of proper workers’ comp for staffing agencies could result in denied claims, potential litigation, and strained client relationships. It’s a situation no staffing agency or broker wants to face.
Risk Considerations Specific to Interns
Fall interns represent a distinct risk category due to:
- Inexperience on the job: Most are new to the workforce, raising accident potential.
- Limited training and inconsistent supervision: Temporary roles may lack robust oversight if managers are overwhelmed or temps won’t speak up.
- Varied job duties: Interns may perform varied tasks, ranging from office support to warehouse work, creating inconsistent exposures.
Because interns straddle multiple job classifications, workers’ comp for staffing agencies must remain flexible, responsive, and regularly reviewed.
Best Practices for Staffing Companies Placing Interns
To reduce exposure and strengthen compliance, staffing agencies should adopt proactive steps when placing fall interns.
- Define employment status clearly: Confirm whether interns are W-2 employees or independent contractors.
- Prioritize safety training: Provide concise, role-specific orientation.
- Document duties and risk level: Maintain written records of tasks and environments.
- Partner with a specialist: A wholesaler like T2 Insurance Solutions can review or custom-tailor workers’ comp for staffing agencies to ensure adequate protection for interns.
What Brokers Need To Know About Intern Placements
Brokers should treat intern onboarding as a strategic risk conversation. Ask staffing clients whether they expect fall interns and in what capacity.
Carrier appetite is another key factor — some insurers limit or rate differently for seasonal or temporary roles. And classification codes must match intern duties precisely to avoid costly audits and uncovered claims.
Avoid Surprises With Proper Workers’ Comp for Staffing Agencies
Fall interns may have short-term roles, but the liability they carry is very real. As the season progresses into the holiday months, staffing firms also face heightened demand for temporary workers in retail, logistics, and hospitality. Each of these placements brings unique exposures that require careful classification and coverage.
With proper documentation, clear role definitions, and a partner like T2 Insurance Solutions, staffing agencies can stay compliant and ready for both fall interns and the upcoming winter hiring surge. From classification to compliance support, we provide audit-ready solutions designed to keep staffing agencies protected throughout every season.
Schedule a consultation with T2 Insurance Solutions to review your workers’ comp strategy — and make sure your firm is fully prepared for fall and holiday staffing demands.
About T2 Insurance Solutions
T2 Wholesale Insurance Brokers is a reliable expert in workers‘ compensation insurance. With a century of combined experience, T2’s founders bring unparalleled insight and understanding to the table. Specializing in catering to the unique demands of workers‘ compensation insurance, T2 prides itself on its ability to craft comprehensive and competitive insurance solutions that address the diverse requirements and challenges faced by all industries.
