Internship Or Exploitation? Attorney Warns NJ Youth About 5 ‘Red Flags’

As thousands of students and recent grads across New Jersey embark on summer internships, attorney Brian Chase of Bisnar Chase recently sounded an alarm for eager-to-please young people: some internships aren’t stepping stones – they’re “legal minefields in disguise.”

According to Chase, internships have long been considered a rite of passage for young professionals, especially in competitive industries. But the rise of unpaid or vaguely defined roles has raised concerns – not just among career advisors, but for legal experts too.

“In the eyes of the law, there’s a difference between shadowing a team and becoming a free extension of it,” Chase explained. “If you’re generating content, managing client accounts, or working unsupervised on high-stakes tasks, you’re not interning: you’re working.”

Chase shared a list of “five red flags that could signal a problem” with an internship:

• No clear job description – “A legitimate internship should have a defined learning plan. If you’re told to ‘wear many hats’ or ‘figure it out as you go,’ beware.”
• Unpaid with no structured learning – “Labor laws allow unpaid internships only under specific conditions, including that the experience benefits the intern more than the employer. If you’re doing repetitive, menial work or lack mentorship, that balance is likely off.”
• You're doing the job of a regular employee – “Interns can support teams, not replace them. If you're writing proposals, handling customers, or being left in charge, it’s not legal unless you’re paid.”
• Lack of mentorship or real guidance – “If no one’s checking in on your progress or offering feedback, that’s a problem. Interns should have someone to turn to, ask questions, and learn from. Being left to ‘figure it out’ might sound empowering, but in reality, it usually means the company isn’t invested in your development.”
• Unreasonable time demands or vague promises – “Being asked to stay late, work weekends, or put in extra hours to ‘prove yourself’ can be a sign that the role is more about filling gaps than supporting your growth. If you're working like a full-time employee without the pay – or a clear path to something more – it’s worth reconsidering the arrangement.”

“Interns are often told to be grateful for the experience,” Chase said. “But too often, they’re delivering real value to a company and getting nothing in return – not even proper training.”

“That’s not an internship,” Chase added. “That’s exploitation.”

NEXT STEPS

If you’re in an internship that seems questionable, Chase recommends documenting everything: dates, tasks, communications and expectations.

“Interns often feel powerless, but they do have rights – especially if the company is benefiting significantly from their work,” Chase said.

He also suggests bringing concerns to a school advisor or career services office if the internship was arranged through an academic program.

“Some schools have policies that forbid students from participating in internships that don’t meet minimum educational or legal standards,” Chase added.

At the end of the day, Chase says the goal is to shift the narrative around internships from “vague, unpaid rites of passage” to “structured, mutually beneficial experiences.”

“Interns deserve clarity, respect, and an actual learning opportunity,” he said. “If a company isn’t offering that, then it’s not just unethical – it may be unlawful.”

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