We analyze the internship contract and the possibility for the company to apply the bonus established by Social Security
Discover one of the types of contracts in which the company, by having this type of intern, can guarantee a constant renewal of recently trained staff, and with possibilities for the workers to gain professional experience that will be very useful for their future employment, even managing to stay on staff when their internship period ends.
What are the requirements for an internship contract?
The requirements for formalizing an internship contract can be summarized in the following points, according to what the State Public Employment Service (SEPE) shares in this brochure.
- – This contract can be entered into if you have one of the following qualifications: a professional certificate, intermediate or higher vocational training (or equivalent), or a university degree. No more than 5 years can have passed since completing your studies, or 7 years if the contract is with a worker with a disability, or if the worker is under 30 years of age.
- The maximum duration of the contract cannot exceed two years, nor can it have a minimum duration of less than six months. The job must be related to the qualification for which the employment contract is being signed. Two internship contracts for the same qualification are not permitted, either with the same company or with a different one.
How can social security contributions for internship contracts be reduced?
When the contract is signed with an unemployed worker, registered as a job seeker, different reductions in social security contributions may be available.
- – If the contract is made with a person under 30 years of age, or under 35 years of age if they have a recognized degree of disability equal to or greater than 33%, they will be entitled to a 50% reduction in the employer's contribution to Social Security for common contingencies corresponding to the worker hired during the term of the contract.
- – In the event that, in accordance with the provisions of Royal Decree 1543/2011, of October 31, which regulates non-work practices in companies, and the worker is carrying out said non-work practices, at the time of the conclusion of the work contract in practice, the reduction of quotas will be 75%.
- – Bonus on the employer's social security contribution for each internship contract that becomes permanent: €500/year for 3 years, and €700/year if the employee is a woman.
- – The employee's remuneration will be that established in the collective agreement for trainees, and, failing that, may not be less than 60% or 75% during the first or second year of the contract, respectively, of the salary established in the agreement for an employee performing the same or equivalent job. It may be higher than this percentage, but never lower than the national minimum wage.
When the internship contract ends, the company must provide a certificate stating the length of time the worker has provided services under this type of contract, the position held, and the main tasks associated with the job.
Conclusion
Current regulations govern a series of contractual modalities that adapt to different needs of the company and are aimed at different groups of workers, and among them is the internship contract, which promotes the acquisition of work experience for workers with a recently completed degree and at the same time the company incorporates employees with a high professional qualification.
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A graduate in Labor Relations from the University of Barcelona, she furthered her training in this field with several specialized courses as a labor relations technician and occupational risk prevention specialist.
She began her professional career at Valeo SL as an administrative assistant. However, she has dedicated her entire career to the world of business consulting.
In 2001, she joined Àmbit Assessor as a labor consultant.
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