Intern Status in France: Complete Guide for Employers

What should you know about intern status in France?

Legal definition of an internship according to the French Labor Code

The intern status in France follows a precise legal framework defined by the Labor Code. An internship is a temporary period of professional immersion within a host organization. This activity is part of a school or university curriculum or a professional training program. Information on the intern status appears in various decrees and articles of the Labor Code.

French law distinguishes an intern from an employee by several key criteria. An intern is not an employee and cannot replace an absent employee or perform regular tasks corresponding to a permanent job position. Their engagement aims at acquiring skills and applying knowledge acquired during their training. This intern vs. employee distinction is reflected by the absence of an employment contract and a special status regulated by law.

In what cases can you use an intern?

Hosting an intern is subject to strict conditions established by French regulations. Your company can host an intern only if they are enrolled in a higher education program, professional training, or a school curriculum. The educational institution or training organization must be a party to the internship agreement. This rule applies equally in the private sector and in the territorial public service or the hospital public service.

An intern cannot be used to fill a permanent labor need. The assigned tasks must be educational and enable skill acquisition. The main objective remains on-the-job training rather than production. The competent ministry may specify additional conditions of use in sector-specific texts.

Permitted and prohibited tasks under French law

French law strictly regulates the tasks an employer can assign to an intern. Permitted tasks must contribute to training and align with the educational project. An intern may participate in projects, observe processes, and assist colleagues in daily tasks. In the public sector, the training intern may also discover public service operations.

Certain tasks are strictly prohibited. An intern cannot work unsupervised, replace an absent employee, hold a seasonal job, or perform dangerous tasks not included in their training. These restrictions protect both the intern and the employer from the risk of reclassification. The presence of a supervising tutor or a referring teacher ensures compliance with these obligations.

What are your legal obligations towards interns?

Mandatory internship agreement in France

The internship agreement is the fundamental document governing the relationship between the employer, the intern, and the educational institution. This tripartite agreement is mandatory for any internship longer than one week. It must be signed before the start date and specify hosting conditions, tasks, duration, and remuneration terms. For students, this agreement replaces the usual employment contract.

This agreement defines the intern’s rights and the employer’s obligations. It protects the intern in case of dispute and shields the employer from reclassification risks. Failure to sign the agreement exposes the company to administrative penalties and potential reclassification of the internship into an employment contract.

Appointment of a tutor according to regulations

The employer must appoint a tutor for each intern. This employee supervises the intern, ensures compliance with internship conditions, and provides pedagogical support. The tutor must have qualifications and experience relevant to the internship’s objectives. A referring teacher from the educational institution may also participate.

The tutor’s responsibilities include welcoming the intern, presenting the company and its environment, monitoring task progress, evaluating work, and preparing the end-of-internship report. A tutor may supervise no more than three interns simultaneously.

Compliance with applicable French Labor Code provisions

Although an intern is not an employee, certain Labor Code provisions apply. The intern benefits from health and safety protection, respect for legal working hours, and prohibition of night work for minors. Working time follows the same rules as for employees, with a maximum of 35 hours per week in the private sector.

The employer must also respect non-discrimination rules and provide access to collective facilities (cafeteria, sports facilities). In the public sector, specific rules may apply according to the host administration’s status.

How to host a foreign intern in France?

European interns: Spain, Germany, United Kingdom

EU nationals benefit from a simplified procedure to intern in France. A Spanish or German intern can freely undertake an internship without prior work authorization due to the free movement of persons within the EU.

Since Brexit, a British intern must obtain a short-stay visa or a student residence permit depending on the internship duration. Formalities are more complex but remain manageable with employer and institution support.

Non-European interns: United States and other countries

An American, Canadian, or other non-EU intern must obtain a work authorization before arriving in France. This involves applying for a long-stay student visa or a short-stay visa depending on the internship duration.

The employer may need to provide a hosting certificate and information on internship conditions. These steps require several months of anticipation and coordination between the company, the educational institution, and consular services.

Administrative formalities and work authorizations

Formalities vary by nationality and internship duration. For internships under 3 months, a short-stay visa is generally sufficient. Beyond that, a student residence permit is required for non-EU nationals.

The employer must verify the intern’s authorizations before the internship starts to comply with legal obligations and avoid administrative sanctions.

Social protection and health coverage for foreign interns

Social protection depends on nationality and status. EU interns benefit from coverage from their home country via the European Health Insurance Card. Non-EU interns often need private health insurance.

The employer should ensure the intern has appropriate health coverage and assist with these arrangements to avoid complications in case of accident or illness.

How to calculate and pay intern remuneration in France?

Minimum legal amount (applicable to all)

The minimum internship remuneration in France is set at 15% of the social security hourly ceiling, approximately €4.35 per hour in 2025. This applies to all interns when the internship exceeds 2 months, consecutive or not, within the same academic year. Remuneration is based on a specific rate defined by decree, not on the minimum wage.

Calculation is based on the intern’s actual presence. Each hour worked generates this minimum remuneration. Employers may exceed this amount freely as a franchise threshold.

Payment methods and social contributions

Remuneration must be paid monthly, within 30 days after each month’s end. Employers may use bank transfer, check, or cash for amounts under €1,500. A specific payslip can document this payment, though the intern is not an employee.

Below the legal threshold, remuneration is exempt from tax and social contributions. Beyond that, employers pay contributions on the excess. Work accident contributions apply from the first euro of remuneration.

Exemptions under French legislation

French law provides exemptions to encourage hosting interns. The minimum remuneration is exempt from both employer and employee social contributions and from income tax up to the legal limit.

These exemptions reduce hosting costs and improve interns’ purchasing power, benefiting all parties and promoting quality internships.

Specifics for foreign interns

Foreign interns have the same entitlement to remuneration under identical conditions. No distinction may be made based on nationality. Travel expenses may also be covered under the same terms as employees.

Tax situations may vary by the intern’s country of fiscal residence. Employers may need to adapt declarations and respect international tax treaties.

How many interns can you host in France?

Quotas by company size

French law imposes intern quotas based on company headcount. Companies with fewer than 20 employees may host up to 3 interns simultaneously. Companies with 20–99 employees have a quota of 15% of their workforce. Companies with 100 or more employees have a 20% quota.

These quotas balance training and production, preventing the substitution of interns for permanent staff and ensuring quality supervision.

Accounting rules

All interns present simultaneously count toward the quota, regardless of internship duration. Interns under 2 months are also counted.

The reference headcount is the average of the last 12 months, smoothing seasonal variations for stable calculation.

C
arence period between two internships

A 2-month gap must exist between two internships in the same position to prevent abuse. This applies regardless of the intern.

This gap protects employees’ rights and preserves the educational purpose of internships.

What maximum duration must be respected under French law?

Legal duration per academic year

The maximum duration of an internship is 6 months per school or university year with the same host, including renewals, unless specific legal exceptions apply.

The academic year generally runs from September to August. These limits preserve the training purpose and prevent substitution for permanent employment.

Consecutive internships in the same position

Multiple consecutive internships in the same position may not exceed a cumulative 6 months, even with different interns. The 2-month gap rule also applies.

Exceptions by study level

Certain programs have exceptions. Engineering final-year internships may last up to 12 months. Apprenticeship programs also have specific rules. These exceptions require prior validation by the educational institution and relevant ministry.

What rights must you grant to the intern in France?

Leave and absences

An intern is entitled to leave and absences similar to employees. For internships over 2 months, they accrue 2.5 paid days off per month. Leave may be paid or unpaid according to company policy.

Interns may also be absent for illness, exams, or civic duties. Employers may require justification. Remuneration may be maintained or suspended per the agreement terms.

Social protection and insurance

Interns are covered for work accidents and occupational diseases from day one, including home-to-work travel. Employers must report accidents within 48 hours.

Interns retain health insurance rights through their student or general social security scheme, covering medical expenses during the internship.

Access to collective benefits

Interns must have access to public transport passes, company cafeteria, and social, cultural, and sports facilities under the same conditions as employees.

They may receive meal vouchers and negotiated discounts, improving internship conditions and integration.

How to manage the end of the internship in France?

Mandatory administrative formalities

The end of the internship requires administrative steps. The employer must issue an internship certificate detailing duration, tasks, and evaluation. This document supports further academic or job applications.

The educational institution must evaluate the internship and validate acquired skills, which may affect diploma or training validation. The referring teacher plays a crucial role in this final assessment.

End-of-internship certificate

The internship certificate is an official document provided to the intern, specifying dates, tasks, acquired skills, and a general appraisal. It replaces a payslip to document the intern’s professional experience.

This certificate may include hiring prospects and serve as a recommendation, enriching the intern’s resume and facilitating job market entry.

Evaluation and hiring consideration

The end-of-internship evaluation assesses skills and performance and may lead to a job offer if a suitable position is available, respecting the gap period.

Proposing an employment contract acknowledges training investment and retains identified talents.

What risks do you face for non-compliance?

Administrative sanctions

Failure to comply with internship regulations exposes employers to administrative penalties. Labor inspectors can audit internship conditions and impose fines up to €2,000 per intern.

Authorities may also ban hosting interns for a set period, severely impacting relations with educational institutions and training capacity.

Reclassification as an employment contract

The main risk is reclassification. Non-compliant internships may be reclassified as an employment contract, with retroactive payment of wages, social contributions, and indemnities.

Best practices to avoid disputes

To mitigate risks, employers should strictly follow regulations, train tutors, carefully draft agreements, and regularly monitor interns. Legislative monitoring and professional support further secure processes.

FAQ – Frequently Asked Questions about Intern Status in France

Questions on duration and conditions

What is the maximum duration of an internship under French law? The maximum duration is 6 months per academic year with the same host, protecting interns and preserving educational purpose.

Is there a gap period between two consecutive internships in the same position? Yes, a 2-month gap is required to prevent abuse.

Can a professional training intern exceed 6 months? Some programs allow longer internships under specific texts and with prior validation.

From what education level can you host an intern? Interns can be hosted from secondary education onwards, with special protections for minors.

Questions on remuneration and contributions

Is the internship remuneration amount the same for all interns? The legal minimum applies to all interns after 2 months, with no upper limit for additional payments.

What social contributions must the employer pay for an intern? Below the legal threshold, no contributions are due; above it, contributions apply to the excess.

Can a professional training intern combine remuneration and unemployment benefits? Possible under certain conditions; consult relevant agencies.

Is remuneration subject to income tax? Up to the legal limit, it is tax-exempt; excess is taxable.

Questions on rights and obligations

Does an intern have the right to company meal vouchers? Yes, interns receive the same collective benefits as employees.

What are the employer’s responsibilities in case of a work accident? Report within 48 hours and ensure coverage under the same rules as for employees.

Does the employer have to issue an end-of-internship certificate? Yes, it is mandatory and must detail duration, tasks, and evaluation.

Questions on supervision and agreement

Is signing an internship agreement always mandatory? Yes, before the internship starts, by the employer, intern, and educational institution.

Who can be assigned as a tutor? A qualified employee who can supervise up to three interns simultaneously.

What sanctions does an employer face for non-compliance? Fines up to €2,000 per intern, hosting bans, and reclassification to an employment contract with retroactive obligations.

International FAQ – Foreign Interns in France

Questions on administrative formalities

Does a Spanish intern need a work permit? No, EU nationals benefit from free movement and only need valid ID.

What steps for hosting a German intern? Check ID validity and comply with the same obligations as for French interns.

How to obtain a student residence permit for an American intern? Apply at the French consulate with training, hosting, and financial proof.

Does a post-Brexit British intern need a specific visa? Yes, short-stay visa for under 3 months or student permit for longer internships.

Questions on international social protection

How does health coverage work for an Italian intern? Using the European Health Insurance Card, they receive French healthcare coverage.

Can a Canadian intern access French social security? Usually requires private health insurance; no specific bilateral agreement for short internships.

What liability insurance for a Japanese intern? Civil liability insurance covering third-party damage, taken out in Japan or France.

Are Swiss interns’ health costs covered in France? Bilateral agreements may apply; check with competent bodies.

Questions on international remuneration and taxation

Does the French minimum remuneration apply to all interns? Yes, equally to all interns regardless of nationality.

How to declare remuneration for a non-resident intern? Depends on tax status and treaties; may require specific certificates.

Can a Norwegian intern be exempt from certain social contributions? Same rules as for French interns; possible bilateral provisions.

What are the tax obligations for a Dutch intern? Must comply with French tax rules; bilateral treaties may modify obligations.

Questions on international agreements

Are there Franco-German agreements for internships? The Franco-German Youth Office (OFAJ) facilitates exchanges and specific programs.

How does the Erasmus+ program work for European interns? Provides financial support and administrative facilitation, complementing employer remuneration.

Can foreign higher education institutions sign agreements with French companies? Yes, subject to recognition and regulatory compliance.

Differences with internships abroad

Specificities of French internship law

French law mandates remuneration from 2 months and strict quotas, unlike many countries where internships remain unpaid and unlimited in number.

Advantages of the French legal framework

Extended social protection, accident coverage, collective benefits, and leave rights make France attractive for interns.

Key considerations for international companies

Multinational firms must adapt global procedures to French rules. HR teams need training to avoid legal risks. Administrative, tax, and social complexities often require dedicated expertise.

Mastering these specifics can turn compliance into a competitive advantage by attracting top talent and strengthening employer branding.