A written internship agreement protects both you and the employer by setting out exactly what’s expected on each side — duration, working hours, stipend (if any), and what happens at the end of the placement. Verbal or vague arrangements are where most internship disputes come from, so it’s worth understanding what a solid contract should include before you accept an offer.
This guide focuses specifically on the contract and your rights during an internship. For the broader question of whether unpaid internships are legal, see our guide to paid vs unpaid internships in South Africa.
What a Fair Internship Agreement Should Include
- Start and end date. A clear, fixed duration — open-ended internships with no defined end date are a red flag.
- Working hours. Standard daily and weekly hours, in line with what the Basic Conditions of Employment Act (BCEA) sets out for employees generally — typically no more than 45 hours a week.
- Stipend or salary details. The amount, frequency, and method of payment, if the internship is paid. If it’s unpaid, this should be stated explicitly rather than left ambiguous.
- Role and responsibilities. A description of what you’ll actually be doing, including any training or mentorship component.
- Leave provisions. Whether you’re entitled to any leave during the internship, including sick leave.
- Termination terms. What happens if either party wants to end the internship early, and any notice period required.
- Confidentiality and IP clauses. Common in corporate internships, particularly in law, finance, and tech — read these carefully rather than skipping past them.
- What happens at the end. Whether there’s any possibility of extension or conversion to a permanent role, even if it’s not guaranteed.
Your Rights as an Intern
Where an internship arrangement functions like employment — set hours, direct supervision, ongoing tasks that benefit the business — many of the same basic protections that apply to employees generally should also apply to you, regardless of whether you’re paid a full salary, a stipend, or nothing at all. This includes reasonable working hours, rest periods, and a safe working environment.
This is genuinely a grey area in South African law rather than a clear-cut rule, which is exactly why it matters to get things in writing upfront. For more on how the law treats paid and unpaid arrangements specifically, see our guide to paid vs unpaid internships.
UIF and Internships
Whether you’re registered for UIF (Unemployment Insurance Fund) during an internship depends on how the arrangement is classified. If you’re treated as an employee — receiving a stipend through payroll, with PAYE and UIF deductions applied — you should be registered and contributing, and would be entitled to claim under UIF rules if the internship ends. If the arrangement is genuinely unpaid and structured more like a training placement than employment, UIF registration may not apply. If you’re unsure how your specific internship is classified, ask your employer directly, and check your payslip (if you receive one) for UIF deductions.
What to Do If the Terms Aren’t Honoured
If your employer isn’t sticking to what was agreed — for example, requiring far more hours than stated, withholding an agreed stipend, or extending an internship indefinitely without discussion — you have a few practical options:
- Raise it directly first. Many issues come down to miscommunication or oversight rather than deliberate exploitation, and can be resolved with a direct, calm conversation with your supervisor or HR contact.
- Refer back to your written agreement. If you have one, it’s your strongest reference point for what was actually agreed.
- Contact the Department of Employment and Labour if the issue involves working conditions that may breach basic employee protections.
- Consult a labour law professional for anything involving unpaid stipends, unfair termination, or a dispute you can’t resolve directly.
If you don’t yet have anything in writing, it’s worth requesting a written agreement before you continue — even a short email confirming duration, hours, and stipend from your employer is far better than nothing.
Before You Sign
Once you’ve reviewed your contract, make sure you also understand the practical side of applying and interviewing — see our guides on how to apply for an internship and internship interview tips. And if you’re weighing up whether the stipend on offer is reasonable, check our guide to internship stipends in South Africa.
Browse current opportunities with clearly listed terms on our internships listings page.
Frequently Asked Questions
Do I have to sign a contract to start an internship?
It’s not always legally required, but it’s strongly recommended. A written agreement protects you if there’s ever a dispute about hours, pay, or duration, and reputable employers should be willing to provide one.
Am I entitled to UIF during an internship?
It depends on how your internship is structured. If you’re paid through payroll with PAYE and UIF deductions, you should be registered and covered. If the placement is genuinely unpaid and training-focused, UIF may not apply — check your specific arrangement.
Can my employer extend my internship without a new agreement?
They shouldn’t, at least not without discussing it with you. An internship should have a clear end date, and any extension is worth confirming in writing so both parties are clear on the new terms.
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