Internship compensation: what you need to know
28 October 2025 · 4 min reading time
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See job offersDoing an internship is often an essential step in a training program, whether to validate a diploma, discover a professional environment, or prepare for entry into the job market. But one question keeps coming up: what remuneration do interns receive?
In France, internship compensation is regulated by law. It depends on the duration of the internship, the number of hours of actual presence by the intern, and the type of host company.
This article provides a complete overview of the rules on remuneration, how to calculate the amount to be paid, the intern’s rights and the employer’s obligations, with concrete examples.
What is the minimum remuneration for an intern in 2025?
In France, internship pay, legally referred to as a gratification, becomes mandatory as soon as the internship lasts more than two consecutive months, i.e. 44 days at 7 hours per day, or 309 hours of actual presence by the intern, even if the internship is split over the same academic year.
Since January 1, 2024, the minimum hourly rate has been set at €4.35, i.e. 15% of the Social Security hourly ceiling. This amount corresponds to the minimum internship compensation that every company must pay when the legal thresholds are met.
This amount is a legal baseline. Some companies, particularly in competitive sectors such as finance, engineering or communications, choose to offer higher pay to recognize interns’ skills and boost their attractiveness.
How is internship compensation calculated?
Internship compensation is calculated from the number of hours of actual presence by the intern within the company. It does not depend on the level of study or the job role, but on the actual time present.
The calculation is as follows:
Monthly compensation = number of hours of presence × €4.35 (2025 minimum hourly rate)
Thus, an intern present 7 hours per day, five days per week, over 22 business days in the month, totals 154 hours of presence, i.e. a minimum monthly compensation of €669.90 gross.
When the internship is part-time, interrupted, or carried out over several periods, the compensation is adjusted pro rata to the number of hours actually completed.
The internship agreement must specify the payment conditions: frequency (monthly in most cases), payment method, and planned amount. Payment is made at the end of each month, as for an employee, but it is not an employment contract.
Do you have to pay for an internship of less than two months?
An internship lasting less than or equal to two months, i.e. 308 hours of actual presence by the intern, does not entitle the intern to mandatory compensation. However, the company may decide to pay one on a discretionary basis, to acknowledge the intern’s commitment or to offset certain expenses, such as transportation costs.
This decision often depends on the organization’s internal policy or the applicable industry agreement. Some internship agreements provide a minimum amount even for short periods, particularly in sectors where interns take on technical or creative functions.
It is therefore recommended to check the legal texts as well as the agreement signed with the educational institution. In all cases, any optional compensation must be mentioned in the internship agreement, even when it is voluntary.
What is the maximum duration of an internship and what rules apply?
An internship in a company cannot be indefinite. The maximum duration of the internship is six months per academic year in the same company. This represents about 924 hours of actual presence by the intern over the year. This limit is intended to preserve the educational nature of the internship and to prevent it from replacing a permanent job.
If an intern leaves a company and a new intern takes the same position, a waiting period must be observed before any new agreement. This waiting period is equal to one-third of the duration of the previous internship. For example, after a six-month internship, the company must wait two months before taking someone back in the same position.
Companies must also comply with a maximum quota of simultaneous interns: three for organizations with fewer than 20 employees, and up to 15% of the workforce for larger companies. These rules ensure proper supervision and quality training for each intern.
Finally, each internship must be formalized by an agreement signed by the student, the educational institution and the host company. This document specifies the duration of the internship, the educational objectives, the amount of compensation and the working conditions.
Social exemption and contributions
Internship compensation benefits from a light social security regime. As long as its amount does not exceed the legal threshold of €4.35 per hour of presence, it is exempt from social contributions. This means that no employer or employee contributions are due on the amount paid to the intern.
When the compensation exceeds this threshold, only the excess portion is subject to contributions. The company must then declare and pay them to the relevant bodies, in the same way as for an employee.
This exemption does not change the intern’s protection scheme. In the event of an accident at the workplace or during the commute, the intern benefits from health coverage and workplace accident insurance, covered by the educational institution or the company depending on the case.
This contribution allowance, set by the Labor Code and Social Security, aims to ease the financial burden on companies while ensuring a minimum level of social protection for the intern.
Intern rights and working conditions
Even though an intern does not have the same status as an employee, they benefit from a clear legal framework that guarantees safety and good working conditions. The objective is to ensure a learning experience without abuses or drift toward disguised employment.
During the internship, the intern must be treated as a full member of the team, while receiving appropriate supervision. They have a company mentor designated by the employer, responsible for monitoring progress and ensuring that the assignments are consistent with the training program.
The intern is covered in the event of a workplace or commuting accident and benefits from minimum social protection. Their working conditions (hours, lunch break, public holidays) must comply with the Labor Code and the company’s internal practices.
The company must also ensure a safe work environment, particularly in technical facilities, construction sites or laboratories. In case of difficulty, the intern can alert their mentor or the educational institution, which have a duty of care.
Finally, an internship in a professional setting must always remain linked to a training program. It cannot replace a full-time job, nor be used to avoid hiring. The Labor Code sets precise rules to avoid any confusion with a standard employment contract.
End of internship and documents to provide
At the end of the internship, the company must provide the intern with a certificate of internship. This document indicates the intern’s actual duration, the assignments carried out and, where applicable, the total amount of compensation received. It officially certifies the period spent in the company and may be requested for future employment or enrollment in another training program.
The intern, for their part, submits a final report to the company or their school to assess the skills acquired. This feedback is often mandatory to validate the internship within the training program.
When an intern is hired by the same company at the end of the internship, certain rules simplify the transition. Part of the internship may be deducted from the probationary period
, and the time completed is taken into account when calculating seniority.
Finally, the company may, if it wishes, issue a letter of recommendation to highlight the intern’s work and facilitate future professional integration.
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