This has been in the news again recently, so I thought it would be worthy to comment on. Let's start with the legal position.
If you are exclusively providing training only, and not asking your intern to work on company business, there is no obligation to pay a salary (although covering travel expenses is a nice touch).
However, if any of their work is put to use, whether sold to client, or for the general benefit of your business - then you have an obligation to pay a salary. This is the question I recommend you ask yourself, on appointing an intern or work experience placement.
If you have established a salary is due, and you are based in a city, say London. I would recommend you consider a 'living wage' rather than a 'minimum wage'. The difference is small, but makes a significant statement. You could include this in your marketing, or in conversation.
Most creatives understand it's really hard to get started, so this approach really makes a statement, it also encourages social mobility. You would not wish to exclude fantastic talent, if their family could not afford a placement with you?
Have a great week folks.
@AgileNonExec (Twitter)
A useful link from the other side of the fence: http://www.internaware.org/
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