Managing an intern remotely

Tips and practicalities when managing an intern remotely.

Successful internships are planned well, whether they are in‑person, hybrid or fully remote. Offering your intern the option to work remotely for some or all of their hours can help you make good use of space and resources, widen who can take part, and give students experience of a common way of working. 

The tips below are designed to help you plan, manage and support a remote or hybrid internship so that both you and your intern have a positive experience. 

  • Make sure your intern has the equipment they need before they start. You may need to arrange a delivery or a collection from your office if the role is fully remote. 
  • Ask whether they might face any barriers to working remotely. For example, are they in a different time zone, sharing space, or juggling caring responsibilities? Be clear about what you can be flexible on and what will not be possible. 
  • If you will not meet the intern in person before they start, sort out legal documents and contracts as early as possible in the onboarding process. Printing, scanning and postal delays can easily push back a start date. 
  • Ask if they use any assistive technology or need adjustments to work effectively from home (for example, captions on video calls, flexible timing for appointments, or specific software or equipment). 
  • Check that the key systems and documents they will need are accessible and easy to use (for example, clear fonts, compatible with screen readers, straightforward sign in). 
  • Carry out the relevant health and safety checks so you can make any necessary adjustments before they begin. The government guidance linked below is a useful starting point. 

Home working - HSE


A strong team culture does not have to depend on being in the same room. With a bit of care and planning, interns can feel part of the organisation and understand how their work fits in. 

  • Allocate a buddy or mentor in addition to the line manager, so the intern has someone they can go to with everyday questions. 
  • Providing some branded items such as a pen and or notepad can go a long way in creating a feeling of belonging. 
  • Explain your organisation’s values, aims and objectives, and show how their project contributes to these.  
  • Include them in virtual team meetings and social activities, so they can get a feel for how the team works together. 
  • Add them to relevant staff email lists and communication tools such as MS Teams or Slack. 
  • Arrange short introductions with colleagues they may not work with directly. This helps them understand the wider organisation, explore possible career paths and start building a network. Encourage the intern to set up their own follow‑up conversations, as informal chats happen less naturally when working remotely. 

Clear communication and structure help interns feel supported and able to do their best work, particularly when they are not in the office. 

  • Agree how you will communicate. Video calls can be useful in the early stages to build rapport and pick up on body language. Consider carefully whether to use personal phone numbers, as this can blur the line between work time and personal time. 
  • Plan regular check‑ins. The first couple of weeks will usually involve more contact for induction and getting the project underway. After that, you can move to less frequent meetings, but make sure you are still checking in consistently. 
  • Be clear about working hours and flexibility. Let the intern know: 
    • when they are expected to be available for calls or messages 
    • which meetings or sessions they must attend 
    • how you expect them to build in regular breaks 
  • Talk openly about managing workload and work–life balance, especially if this is their first experience of full‑time or remote work. Encourage them to take regular breaks and, where possible, to have a defined workspace at home, even if it is temporary. 
  • Set clear deadlines and ask for brief, regular updates so you can spot any issues early and offer support. 
  • Ensure they know how to use and share their electronic calendar so you can schedule meetings easily and avoid clashes. 
  • Explain how they should store and share work. For example, ask them to use your agreed systems and not personal email for documents that contain confidential or sensitive information. 
  • Make sure they know what information is confidential and what is appropriate to discuss in shared spaces at home, on public transport or online. 
  • Agree some learning goals at the start of the internship so you and the intern are clear about the skills and experience they will gain by the end. 
  • Encourage the intern to keep a simple record of what they are working on and learning. This can help with progress reviews and future applications. 
  • Celebrate success. Let the intern know when they are doing well and share their achievements with colleagues where appropriate. 

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