At the end of the summer, many companies announce programmes for students, while universities prepare the compulsory placements for the new academic year. In advertisements, the terms “placement”, “internship” and “part-time job” are sometimes used as if they meant the same thing. They do not. The distinction matters directly: it can determine whether there is a contract, a minimum allowance, recognised length of service, a limit on working hours and a document you can use later when applying for a job.
The simple rule is this: a placement is linked to the curriculum; an internship is a programme regulated by a special contract and is paid; and a job generally involves an individual employment contract and clearly defined productive duties. Before accepting, ask in writing what form the arrangement will take and request the documents that support it.
At a glance: how to identify each option
| Type | Main purpose | Key document | Payment | Length of service |
|---|---|---|---|---|
| School or university placement | Applying knowledge from a course of study | Agreement or framework contract between the educational institution and the placement provider | There is no general minimum allowance set in the same way for all placements | Does not arise automatically from the placement alone |
| Internship | Acquiring skills and experience in an organisation | Written internship contract | Yes, at least 50% of the gross minimum wage, in proportion to the hours worked | Yes, the period counts as length of service and, where applicable, service in the relevant field |
| Part-time or full-time job | Performing work for an employer | Individual employment contract | Negotiated salary, in compliance with applicable minimum-wage rules | Yes |
1. Compulsory placement: part of your studies, not automatically a job
Placements for pupils and students are activities carried out to test and apply what they have learned in theory. They are organised in accordance with the curriculum and are based on an agreement or framework collaboration contract between the school or university and the placement provider.
The duration, timing, assessment and credits are determined by the educational institution. For a student, a compulsory placement may be a condition for progressing. This is why the first document to check is the regulations of the faculty or study programme: these should state the number of hours, how to find a placement, the end-of-placement documents and the contact person.
Important: the fact that a placement is described as “practical training” does not automatically make it a paid internship. The law governing placements does not introduce a general minimum allowance comparable to the one expressly provided for internships. Some organisations may offer a scholarship, transport reimbursement, meals or payment, but these should be clarified in advance, not assumed.
A serious placement should include tasks suited to your field of study, a supervisor, a predictable schedule and a method of assessment. If you are asked to do, without guidance, exactly the work of an employee missing from the team, it is worth asking whether the arrangement should not be classified differently.
2. Internships: contract, allowance and clear limits
Internships are separately regulated by Law No. 176/2018. They may be undertaken by people aged 16 or over and are intended to provide practical training, develop skills and familiarise participants with the host organisation’s activity. It is not merely an appealing label in an advertisement: to qualify as an internship within the meaning of the law, there must be an internship contract.
The contract must be concluded in writing, in Romanian, no later than the day before the programme begins. Do not accept an arrangement such as, “You start on Monday and we will sign the paperwork a few days later.” The law penalises an organisation that does not conclude the contract before the activity starts.
How much must an intern be paid in August 2026?
The internship allowance cannot be lower than 50% of the national gross minimum basic wage and must be paid in proportion to the time actually worked. From 1 July 2026, the national gross minimum wage is 4,325 lei. Therefore, for a full-time internship programme, the minimum threshold is 2,162.50 lei gross per month; if the programme involves fewer hours, the amount is calculated proportionately.
Do not confuse the gross amount with the amount actually left after taxes and contributions. The offer and contract must clearly state the amount of the allowance, the number of hours, the duration and the planned activities.
Maximum working time and duration
- an internship programme may last no more than 720 hours, over a maximum of 6 consecutive months;
- for an adult intern, the schedule may be no more than 40 hours per week;
- for an intern under 18, the limit is no more than 30 hours per week and no more than 6 hours per day;
- overtime beyond these limits is prohibited;
- a supervisor may oversee no more than three interns at the same time.
Since 11 December 2025, the law has also provided for paid rest days, granted in direct proportion to the duration of the internship programme. If they are not requested during the contract period, they are not compensated in money at the end. This is a useful detail particularly for programmes lasting several months, which may seem “temporary” but still have their own rules.
3. What you should receive at the end of an internship
At the end of the programme, the supervisor must carry out an assessment. The assessment report includes the activities performed, the skills acquired and the rating awarded. The organisation must then issue an internship certificate, confirming the period, activities and rating obtained.
Keep the certificate, contract and internship record. They are useful for your CV, interviews and demonstrating experience when applying for a junior role. In addition, time completed under an internship contract counts as length of service and, depending on the activity, may also count as service in the relevant field.
However, experience should be translated into concrete results. Rather than the vague wording, “I did an internship at company X,” note what you learned, which tools you used, which project you supported and what you delivered. This complements the recommendations in the guide to CVs and your first job interview.
4. When an offer should be a job, not an internship
The law expressly prohibits using an internship contract to avoid concluding an individual employment contract. In other words, a company should not call an ordinary role an “internship” simply to pay less or avoid the rules that apply specifically to employees.
No single question resolves every situation, but the following signs warrant a serious discussion before you accept:
- you do not receive a contract before your first day;
- there is no named supervisor or activity plan;
- you are assigned tasks that do not appear in the internship record;
- you are single-handedly replacing an employee, have sales targets or consistently deliver routine work with no genuine training component;
- the schedule exceeds the legal limits;
- the company says the internship is unpaid while claiming to organise it under Law No. 176/2018;
- you are asked to continue after the period expires without a new contractual framework.
An internship can involve real activities and deadlines, but the difference is that training must be visible: tasks are defined, there is feedback, you have a supervisor and you can show which skills you acquired. If the role is in fact permanent or repetitive, ask directly why an individual employment contract is not being offered.
5. Checklist before your first day
- Ask what type of arrangement it is. A university placement, an internship contract or an individual employment contract?
- Request the documents before starting. For an internship, the contract must be signed no later than the day before the start date.
- Check the hours and duration. Do not rely on verbal promises about flexibility.
- Read the activity record. It should state specifically what you will do and how the activity relates to your training.
- Identify the supervisor. Ask for their name, role and how you will receive feedback.
- Clarify the money. For an internship, ask about the gross amount, payment date and whether the programme is full-time or part-time.
- Ask what document you will receive at the end. For internships, the certificate is mandatory; for placements, make sure you obtain the documents required by your faculty.
- Save the advertisement and correspondence. They may be useful if there are differences between the initial offer and what you are subsequently asked to do.
6. How to choose a placement that genuinely helps your career
Do not choose solely based on the company’s name or the promise that it “looks good on a CV”. A good placement answers three questions: what will you learn, who will teach you and what will you be able to demonstrate at the end?
Compare offers using simple criteria: relevance to your field of study, the specific activities, the quality of mentoring, a schedule compatible with your studies, payment and a realistic chance of continuing in a suitable role. A smaller placement with consistent feedback and clearly defined projects may be more valuable than one at a well-known organisation where you are left without relevant tasks.
For students, practical experience delivers better results when it is built step by step: a university project, relevant volunteering, a compulsory placement, then an internship or part-time job. Ideas for organising this path are also useful in the guide to building a career while studying.
If problems arise
Start with a calm, specific written request to the supervisor or human resources representative: ask for the contract, payment of the allowance, compliance with the schedule or clarification of the duties. Keep messages, timesheets and documents you receive. The Labour Inspectorate, through the territorial labour inspectorates, is responsible for monitoring compliance with rules on internship contracts, payment and working time.
The practical conclusion: do not accept a label without documents. A placement helps you pass an exam, an internship can provide paid experience and recognised length of service, and a job means an employment relationship. When you know what you are signing and what you will receive at the end, you can make a better choice and avoid a situation in which your work is presented as “a learning opportunity” without the rights that should accompany it.
Frequently asked questions
Can an internship be unpaid in Romania?
If it is organised under Law No. 176/2018, an internship must be paid at least 50% of the national gross minimum wage, in proportion to the number of hours. A placement included in a curriculum is subject to a different regime and does not automatically benefit from the same minimum allowance.
How long can an internship contract last?
An internship programme can comprise no more than 720 hours, carried out over a maximum period of six consecutive months. An internship contract cannot be extended beyond the maximum duration provided by law.
Does an internship count as length of service?
Yes. Time completed under an internship contract counts as length of service and, depending on the activity performed, may also count as service in the relevant field.
What document should I receive at the end of an internship?
The host organisation must issue an internship certificate. This confirms the duration of the programme, the activities performed and the rating obtained in the final assessment.
Can a minor pupil undertake an internship?
Yes, from the age of 16. For interns under 18, working time is limited to a maximum of 30 hours per week and no more than six hours per day.
Sources consulted
- Law No. 176/2018 on internships, updated version
- Law No. 258/2007 on placements for pupils and students, updated version
- Government Decision No. 146/2026 setting the national gross minimum wage
- Emergency Ordinance No. 89/2025, measures applicable to the minimum wage in 2026
For more information on the labour market, you can also consult Artificial Intelligence: Global Impact and Development in Romania, which provides complementary details on this topic.
