It’s well-known that practical experience is essential for landing a job as a recent graduate. To increase their chances of employment, many students and graduates participate in internships and training programs to explore a profession of interest and gain practical experience for their resumes. Additionally, the chances of securing a job with that employer increase, especially if it is a large organization that recruits many graduates.

Since the end of August, a law regulating the legal framework for organizing internship programs by employers and the conditions that must be met has come into effect. One of the most important changes introduced by this legislation is the requirement to pay young people who enroll in such programs. Young people aged at least 16 can now engage in paid internships for companies or public entities under internship contracts for a maximum period of six months within the same company. Even 15-year-olds can participate in these programs, but only with parental or legal guardian consent. Interns will be entitled to a monthly allowance of at least half of the gross minimum wage, calculated in proportion to the number of hours worked.

Employers, on the other hand, are required to complete and submit the details of the internship contract to the electronic registry by the last working day before the internship program begins. Although internship programs have existed in various forms for 10-15 years in Romania, the introduction of compensation may incentivize and motivate young people more. Moreover, by the time they graduate from university, they may have already gained their first practical experience, which is a step closer to integrating into the job market.

The benefits don’t stop there for diligent young people willing to gain practical experience during their studies. The period during which they worked under an internship contract counts as work experience and, where applicable, as specialized experience, depending on the type of activity. However, the number of internship positions available is limited and is determined for each company as a percentage of the total number of employees. According to the law, the number of interns cannot exceed 5% of the total number of employees. This limitation can ultimately be seen as a deterrent against using internship contracts as a substitute for employment contracts.

To further this aim, the law states that only one internship contract can be concluded between an intern and an employer over six consecutive months. Multiple such contracts are permitted only if they involve different internship programs. Employers also benefit at the end of internship programs. If an employment contract is signed within the first 60 days after the internship contract ends, the company can request a bonus of approximately 1,000 euros from the unemployment insurance budget for each person hired this way. However, there is a condition: the employment contract must be maintained for an uninterrupted period of at least 24 months.

The program will be conducted based on the activities specified in the internship contract, following the internship description. At the end of the probationary period, the intern will receive a certificate confirming the duration of the internship, the type of activities performed, and the grade received upon evaluation. The intern will work within the company under the guidance of a coordinator who can train up to three interns at the same time. However, not all professions are suitable for this form of professional training, and activities involving unskilled labor do not allow for internship programs, for obvious reasons.