How to read an internship agreement
What an internship agreement should say about pay, hours, learning outcomes, IP and certificates — and the clauses that turn an internship into unpaid labour.
The short answer
An internship agreement should make three things clear: what you will learn, what you will be paid (or that you will not be), and what you receive at the end. Internships go wrong when the document is silent on hours, when the work has nothing to do with the stated learning outcomes, or when a certificate is promised verbally and never written down.
Paid, stipend, or unpaid
The document should say plainly which of the three this is, and unpaid internships are restricted or unlawful in many countries when the intern is doing the work of a regular employee.
If there is a stipend, check whether it is fixed monthly, per day worked, or performance-based, and when it is paid.
Hours and the actual work
An internship agreement should state expected hours per week and the duration in weeks or months. 'Full-time as required' in an unpaid internship is a warning sign.
Compare the listed duties against the stated learning objectives. If the objectives mention research and analysis but the duties are entirely administrative, ask about it before you start rather than in month two.
What you take away
Interns often need documented proof for university credit, visa records or future applications. Get it in the agreement, not in a message.
- A completion certificate, and who signs it.
- A written reference or evaluation, if promised.
- Confirmation that hours count towards academic credit, if relevant.
- Whether you may describe the work publicly, e.g. on a CV or portfolio.
IP and confidentiality for interns
Confidentiality obligations are normal — you will see internal information and should not share it.
IP assignment deserves a second look for students. If your internship overlaps with a thesis, capstone or personal project, an unrestricted assignment clause can create a real conflict with your university's own rules. Raise it early; it is usually easy to carve out.
Sample clause language
Illustrative wording, written for this guide — not copied from any real contract.
The Intern shall assist the Company as required for the duration of the internship. The internship is unpaid. A certificate may be issued at the Company's discretion subject to satisfactory performance.
No hours, no duties, no learning objectives, and a discretionary certificate. Nothing here is enforceable in your favour.
The internship runs for twelve (12) weeks at twenty (20) hours per week. The Intern will support market research and report drafting under the supervision of the Research Manager, with the learning objectives set out in Schedule 1. A monthly stipend of [amount] is payable on the last working day of each month. On completion, the Company will issue a signed completion certificate and written evaluation.
Duration, hours, supervisor, learning objectives, pay date and end deliverables are all fixed.
Red flags to look for
- No stated hours, or hours 'as required' in an unpaid role.
- Duties that are indistinguishable from a paid junior employee's job in an unpaid internship.
- A certificate or reference described as discretionary with no criteria.
- Blanket IP assignment covering academic work created during the same period.
- A non-compete or long post-internship restriction on a short unpaid placement.
- Any requirement to pay the company a fee, deposit or 'training cost' to intern.
What to ask for
- Ask for weekly hours and total duration to be written in.
- Ask for the learning objectives and supervisor to be named.
- Ask for the completion certificate to be an obligation, not a discretion.
- Ask to exclude academic and pre-existing work from any IP clause.
- Ask for permission to describe the work on your CV and portfolio.
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Frequently asked questions
Is an unpaid internship legal?
It depends entirely on the country and on what work you actually do. Many jurisdictions allow genuinely educational placements but treat interns doing regular productive work as employees entitled to minimum wage. If in doubt, check your local labour authority's guidance.
Can an internship agreement stop me taking a job elsewhere afterwards?
Some try, through non-compete or non-solicitation clauses. Whether that is enforceable varies widely, and it is unusual to accept a long restriction after a short placement. Ask for it to be removed or shortened.
Should I sign an NDA for an internship?
A confidentiality obligation is normal and reasonable. Read the duration and make sure it covers the company's confidential information rather than everything you learn, including your own general skills.
Related guides
This guide is general educational information about how these clauses usually work. It is not legal advice, and contract law differs by jurisdiction. For a decision that matters, speak to a qualified lawyer.