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An Internship Agreement sets out the terms between a Swiss company and an intern, covering essential details like work duties, training goals, and compensation. Under Swiss employment law, these contracts help protect both parties by clearly defining the internship's educational purpose and distinguishing it from regular employment.

Swiss employers must include specific elements in these agreements: duration (typically 3-12 months), working hours, salary or expense allowances, insurance coverage, and confidentiality obligations. The agreement ensures compliance with cantonal labor regulations while giving interns documented proof of their professional development program.

Use an Internship Agreement before bringing any intern into your Swiss organization - ideally at least two weeks before their start date. This timing lets you establish clear expectations, comply with cantonal regulations, and give the intern time to review the terms properly.

The agreement becomes especially important when offering paid internships, handling sensitive company information, or creating structured training programs. Swiss employers need it to define learning objectives, document compensation arrangements, and protect intellectual property. It's particularly crucial for internships lasting over three months or involving cross-border placements within Switzerland's different linguistic regions.

• Internship Contract Agreement: The standard Swiss format covering essential elements like duration, compensation, and training goals. Can be customized for different scenarios: paid vs. unpaid positions, academic credit requirements, research-focused roles, or industry-specific training programs. Additional modifications often address remote work arrangements, language requirements for different Swiss regions, and special provisions for international students under Swiss immigration law.

• Host Companies: Swiss businesses that draft and implement the Internship Agreement, typically through their HR or legal departments. They must ensure compliance with cantonal labor laws and define training objectives.
• Interns: Students or recent graduates who review and sign the agreement. They gain protected rights and clear expectations about their role, compensation, and learning outcomes.
• Educational Institutions: Universities and vocational schools often review these agreements, especially when the internship counts toward academic credit or professional certification.
• Supervisors: Department managers who oversee the intern's work and ensure the agreement's training goals are met during the internship period.

• Basic Details: Gather intern's personal information, start/end dates, work location, and department assignment.
• Training Plan: Define specific learning objectives, skills development goals, and performance evaluation criteria.
• Compensation Structure: Determine salary or stipend amount, expense reimbursements, and any additional benefits.
• Work Parameters: Specify daily hours, break periods, and vacation allowance following Swiss labor standards.
• Legal Requirements: Check cantonal regulations, insurance requirements, and work permit needs for international interns.
• Document Generation: Use our platform to create a compliant agreement that includes all mandatory Swiss legal elements.

• Parties & Purpose: Full legal names of intern and company, clear statement of educational/training purpose.
• Duration Terms: Specific start/end dates, probation period if applicable, notice periods.
• Work Conditions: Daily/weekly hours, workplace location, supervision structure, holiday entitlement.
• Compensation Details: Salary/stipend amount, payment schedule, expense policies, insurance coverage.
• Training Program: Detailed learning objectives, evaluation methods, skill development goals.
• Confidentiality: Clear terms about handling sensitive company information and intellectual property.
• Governing Law: Reference to Swiss employment law and applicable cantonal regulations.

An Internship Agreement differs significantly from a Contractor Agreement in several key aspects under Swiss law. While both involve engaging individuals for work, their legal framework and purposes are quite distinct.

• Employment Status: Interns are considered learners under Swiss labor law, with educational objectives at the core of their role. Contractors are independent business entities providing specific services.
• Duration and Purpose: Internships are temporary, typically 3-12 months, focused on training and skill development. Contractor relationships can be ongoing and are project or deliverable-focused.
• Legal Protections: Interns receive specific workplace protections under Swiss employment law, including maximum working hours and insurance coverage. Contractors operate more independently with fewer statutory protections.
• Compensation Structure: Internships often include training allowances or modest salaries with clear educational benefits. Contractor payments are service-based, usually higher, and subject to different tax treatment.