Concise and to the point with ALRUD (№ 9)

Stay up-to-date with key upcoming changes to labour legislation regarding how internships are organized. It is crucial to take these changes into account when recruiting young specialists, developing HR procedures and updating local policies.

Updated Rules for the Organization of Internships

On March 1, 2027, amendments to the Labour Code of the Russian Federation regulating the procedure for setting up internship programmes will come into force.

Under the new regulations, a new legal status of “intern” has been introduced, requirements to internship conditions and registration have been established, and the specific rules for fixed-term employment contracts have been clarified. Employers must ensure full compliance with the newly introduced statutory duties.

Key points:

• A new statutory ground to conclude a fixed-term employment contract for internship purposes with an individual currently undergoing or having completed training in the relevant discipline. The employment contract may be concluded within 1 year of graduation. This shall be tolled, inter alia, during periods of conscription, temporary incapacity, maternity leave, child-care and parental leave.

• The terms of the employment contract shall not exceed 6 months.

• The objectives of the internship are to gain initial professional experience, develop practical skills and assimilate into the working environment in line with the profession, specialty or qualification currently being pursued or already obtained.

• Employer’s duties: to provide mentorship throughout the internship, to set out internship procedures within local policies, outcome assessment criteria, the permissible scope of the intern’s autonomous work, etc.

• No probation period shall be set where an employment contract is concluded upon completion of the internship.

Please note that the new rules shall not apply to workplace training covered by the occupational health and safety legislation, nor to internships required for admission to specific types of professional activity falling under special legislation. Furthermore, they shall not apply to state and municipal employees.

What employers should pay attention to:

• Aligning the local policies: internal corporate regulations governing internship arrangements must be brought into compliance with the new statutory requirements.

• Updating HR documents: employers should draft and implement a template for fixed-term internship employment contracts and incorporate the “intern” status into relevant job titles.

• Assessing additional expenses: it is advisable to evaluate and budget for potential incremental costs associated with the internship programme, including mentorship allowances and other expenses.