Time Tracking for Interns and Students on Work Placements
Not all placements are the same
The obligation to record the working hours of an intern or student on a placement depends on the type of placement: formative practices linked to an educational programme are not the same as an employment relationship.
Formative placements (non-employment)
External academic placements linked to studies (university or vocational training) are not an employment relationship, but a formative one. Even so, it is advisable to control attendance and formative hours for reasons of the placement agreement and the educational institution, and to protect the student.
Training contracts (employment relationship)
When there is a training contract (alternating or to obtain professional practice), there is an employment relationship and therefore an obligation to record working hours like any worker.
The key is whether there is an employment relationship: the training contract requires recording; external academic placements do not constitute an employment relationship.
Good practices in any case
- Control the hours of attendance of the intern or student.
- Respect the limits of the placement agreement or the contract.
- Document the activity for the educational institution and the company.
- Ensure the training does not conceal an ordinary job position.
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Conclusion
Time tracking is mandatory when there is an employment relationship, as in training contracts. In non-employment external academic placements, controlling the hours is still good practice for everyone.
Frequently Asked Questions
Must interns clock in?
It depends on the type of placement. In a training contract there is an employment relationship and an obligation to record; in non-employment external academic placements, not as such.
Are external academic placements an employment relationship?
No. They are a formative relationship linked to studies, not an employment relationship.
Does a training contract require recording working hours?
Yes. As there is an employment relationship, recording is mandatory like with any worker.
Is it advisable to control hours even without a legal obligation?
Yes, for the placement agreement, the protection of the student and to avoid concealing an ordinary position.
What risk is there if the placement conceals a job?
It may be considered an employment relationship, with the associated obligations and possible penalties.