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Choose the correct training arrangement and review its documentation, remuneration, supervision and termination rules.
What we help you decide
Apprenticeships, internships and young workers. We assess the relevant documents, explain the available routes and agree the scope of advice before taking further steps.
Training or ordinary work?
The actual purpose and operation of an internship or training relationship matter. A label does not determine whether minimum-wage rules or other employment protections apply. Distinguish mandatory placements, voluntary internships and regulated vocational training.
Supervision and protection
Define learning objectives, supervision, working time and assessment. Young workers have particular protective rules. Training providers should have a documented route for concerns, absence and changes to the training plan.
Ending the arrangement
Vocational training has specific probation and termination rules. Do not import a standard employee notice clause without checking the statutory regime. Disputes may also involve a competent chamber or a prescribed preliminary process.
Practical example
A business extends an internship while the individual performs routine productive work. We assess the actual arrangement and pay position before recommending an extension, employment contract or revised training structure.
Documents for an initial review
- Training or internship agreement
- Study or placement requirements
- Learning plan and actual duties
- Pay, hours and termination correspondence
Related advice
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Legal sources
Reviewed: 8 November 2026. The application of these rules depends on the facts, the relevant documents and any applicable collective arrangements.