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An Internship Agreement sets out the formal arrangement between an organisation and an intern, spelling out the learning goals, work duties, and conditions of the internship. In New Zealand, these agreements help protect both parties by clearly defining if the relationship falls under employment law or genuine training purposes.

The agreement typically covers key details like supervision arrangements, health and safety obligations, intellectual property rights, and confidentiality requirements. While not all internships need formal contracts under NZ law, having a written agreement helps prevent misunderstandings and ensures compliance with the Employment Relations Act when interns receive payment or other benefits.

Use an Internship Agreement when bringing interns into your New Zealand organisation, especially for placements lasting more than a few weeks or involving meaningful work responsibilities. This becomes essential when interns receive any form of payment, access confidential information, or need specific training to complete their tasks.

The timing is critical - put the agreement in place before the internship begins to protect both parties. This helps manage expectations around learning outcomes, prevents employment relationship disputes, and ensures clear boundaries around intellectual property rights. Many educational institutions now require these agreements for course credit or work placement programs.

• Internship Contract Agreement: Used for paid internships where the relationship more closely resembles employment, including salary details, work hours, and specific job duties. Often required for longer-term placements.
• Unpaid Internship Agreement: Focuses on educational benefits and learning outcomes rather than compensation. Must clearly demonstrate genuine training purpose and include structured development goals to comply with NZ labour laws.

• Host Organizations: Companies, non-profits, or government agencies that provide internship opportunities and must ensure the agreement aligns with NZ employment laws and their internal policies.
• Interns: Students or early-career professionals seeking work experience who need to understand their rights, responsibilities, and learning objectives.
• Educational Institutions: Universities and polytechnics that often facilitate internships, review agreements, and ensure they meet course requirements.
• HR Managers: Draft and implement the agreements, manage compliance, and oversee the internship program's execution.
• Legal Advisors: Review and customize agreements to protect all parties and ensure compliance with employment regulations.

• Core Details: Gather the intern's information, placement duration, work location, and supervision arrangements.
• Learning Goals: Define specific learning objectives, training plans, and how progress will be measured or assessed.
• Payment Terms: Decide if offering any payment, allowances, or benefits and document these clearly.
• Work Scope: List key responsibilities, expected hours, and any project deliverables.
• Legal Requirements: Check health and safety obligations, intellectual property rules, and confidentiality needs.
• Document Generation: Use our platform to create a legally compliant agreement that includes all essential elements for New Zealand.

• Party Details: Full names and contact information of the host organization, intern, and supervisor.
• Term and Hours: Clear start/end dates, work schedule, and any flexibility arrangements.
• Learning Objectives: Specific educational goals, training plans, and assessment criteria.
• Compensation Terms: Details of any payment, allowances, or benefits offered.
• Health and Safety: Workplace safety obligations under the Health and Safety at Work Act.
• Confidentiality: Rules about handling sensitive information and intellectual property.
• Termination Conditions: Circumstances and process for ending the internship early.
• Signatures: Space for all parties to sign and date the agreement.

An Internship Agreement differs significantly from an Advisory Agreement, though both involve bringing external expertise into an organization. Here are the key distinctions:

• Purpose and Duration: Internship Agreements focus on learning and skill development for a fixed, usually shorter term. Advisory Agreements establish ongoing professional services from experienced practitioners.
• Legal Status: Interns often have student or trainee status under NZ employment law, while advisors are typically independent contractors or consultants.
• Compensation Structure: Internships may be unpaid or offer modest allowances, focusing on educational value. Advisory roles usually involve professional fees or retainers.
• Obligations: Internships require supervision and structured learning outcomes. Advisory relationships emphasize deliverable expertise and strategic input without direct supervision.
• Liability and Risk: Advisors carry professional liability and often need insurance. Interns typically have limited liability and are covered under the organization's policies.