Need a helping hand to fulfill a large order, an important contract or simply manage day-to-day affairs? What if you called on an intern to relieve you of certain tasks. But be careful, the legislation is very strict today and you cannot do as you wish.
While any company can accommodate an intern, this is not possible for everything and anything. Thus, the legislator specifies that an internship agreement cannot be signed for:
- Replace an employee who is absent, dismissed or whose employment contract has been suspended;
- Ensure the functions of a permanent job;
- Cope a temporary increase in activity (it is then towards temporary work or fixed-term employment that we will have to turn);
- Occupy seasonal employment.
Why hire an intern then? Since most companies are not philanthropic, it is obvious that the recruitment of an intern corresponds to a real need and makes it possible to compensate for a shortage (recurring or not) in the company’s workforce.
6 questions to ask yourself before recruiting
This is why you do not recruit an intern at random: you must put a real strategy in place. Take the time to ask yourself the right questions, even if you clearly identify your needs:
- Do you have what you need to welcome him in good conditions? The smooth running of the internship often depends on the candidate’s reception.
- Do you have the time and means to train him? Because an intern remains a beginner who does not necessarily know the life of the company, your activity, your requirements or your operating method. The appointment of an internship manager or a tutor is therefore strongly recommended.
- For what duration? The longer the internship, the greater the risk for the company if the intern does not meet expectations. A duration of 2 or 3 months seems to be a good solution. And this, while knowing that an internship must be integrated into an educational curriculum and must not exceed 6 months per year of teaching.
- Do you have time to devote to him personally to advise him on his professional project, his course and his skills? Note that at the end of the internship, you will have to write a certificate describing the work carried out.
- What exact tasks will be assigned to the intern? And do they really fall within the scope of his training?
- Is he intended to stay in the company after the internship? The internship can, in many cases, be a gateway to the company.
How much does it cost?
When an internship lasts more than two months (consecutive or not), you must pay a monthly bonus to the intern. You set and enter this amount in the internship agreement as soon as it is signed.
According to the website of Public servicehere are the latest guidelines (valid for 2026):
The gratuity is obligatory when the trainee’s presence is more than 2 months during the year of school or university education, that is to say:
- More than 44 days attendance, consecutive or not, for a schedule of 7 hours per day;
- Or more than 308 hours presence, even if not continuously.
Otherwise, the bonus remains optional for the employer.
The legal calculation:
You calculate the minimum bonus by applying a rate of 15% to the Social Security hourly ceiling. In 2026, this ceiling reaches €29, which sets the minimum amount at €4.35 per hour of training.
(Calculation: $29 times 0.15 = $4.35)
- Public organizations: They cannot pay a bonus greater than the legal minimum amount under penalty of reclassification.
- Private sector: Certain professional branches set a higher amount by extended agreement. The employer must verify this in its collective agreement.
- Simulator: An online tool allows employers to calculate the exact amount owed based on actual hours.
Please note:
- The social security ceiling is modified each year on January 1st. If the internship overlaps two calendar years, the agreement must provide for the revaluation on January 1st.
- The gratification is monthly : it is due from the first day and must be paid at the end of each month.
Concrete example (2026):
For a full-time internship (7 hours/day) of 3 calendar months totaling 448 hours :
Total gratuity due = $448 text{ h} times 4.35 € = 1 948.80 €$
- Option 1 (real): Payment according to the number of hours worked each month.
- Option 2 (smoothing): Payment of €649.60 each month ($1948.80 / $3).
Attention !
The exemption from social charges on this bonus does not apply to continuing professional training trainees, beneficiaries of research training and trainees of educational associations.
To recruit or not?
Ultimately, is recruiting an intern a good idea? He maintains a special status: he is not an employee, signs an agreement rather than an employment contract and remains outside the company’s workforce (except for security). In addition, he does not benefit from the advantages of the collective agreement in the same way as employees.
However, he often fulfills crucial missions. You must therefore plan regular meetings between the trainee and his tutor in order to adjust the missions and ensure his skills increase. Above all, avoid remaining stuck in a way that does not suit anyone.
