New Paid Internship Act – What are the key changes for employers?

Employers will face significant changes starting in 2027. The new draft law aims to end the era of unpaid internships and harmonize standards in line with EU guidelines. Check out the key assumptions and learn how to prepare your company for the new regulations.

What will you learn from this article?

The draft Act on Internships of 20 April 2026 aims to streamline regulations regarding internships and align them with EU standards. Currently, internships are organized in many different forms.

Types of internships and apprenticeships in Poland:

• Internships and apprenticeships in the education system
  (e.g. vocational schools, technical schools)
• Compulsory student internships
  (organized within higher education)
• Internships in regulated professions
  (e.g. doctor, architect – required by law to obtain qualifications)
• Graduate internships
  (based on the Graduate Internships Act)
• Internships organized by labour offices
  (for unemployed people, based on an agreement with the district administrator (starosta) and the internship organizer)
• Internships on the open labour market organized by employers
  • based on a civil law contract
  • in the form of an employment contract
  • in the B2B model

Research conducted by the Ministry of Labour and Social Policy on a sample of employers showed that:

There are no consistent rules for the organisation of internships and apprenticeships, as the regulations are scattered and differ from each other, making it difficult to ensure a uniform level of internship quality.

The new regulations are intended, among other things, to eliminate unpaid internships and improve their quality.

Internship as an employment contract – the most important change

The main change in the new version of the regulations is the elimination of the option to pursue an internship based on a contract of mandate. An internship is intended to become a specific form of employment contract. If the internship takes place:

• under the direction of the employer and on his behalf and,
• at the place and time indicated by employer,

will automatically be treated as an employment relationship, regardless of the name of the contract.

For employers, this means, among other things, the need to comply with most provisions of the Labour Code and greater responsibility for organizing internships. Also read: New rules for calculating seniority – changes and obligations for employers.

The end of unpaid internships – regulations will set a minimum wage

According to the project, a person undergoing an internship under an employment contract will be entitled to a benefit of no less than 65% of the minimum wage.

If the internship is carried out on a part-time basis, the amount of the internship remuneration is to be determined in proportion to the duration of the internship.

This is one of the most important changes for company budgets. Legislators justify it by citing the need to increase protection for interns’ rights, eliminate unpaid work, and encourage employment contracts. See also: Minimum wage increase in 2026: What does it mean for employers and the labour market?

Maximum duration of the internship – 6 months

The Act introduces a limit on the duration of the internship:

The purpose of introducing the limit is to prevent long-term internships instead of employment.

Mandatory written contract and internship programme

Each internship will be subject to a written agreement. The internship agreement will include, among other things:

The internship programme will need to clearly define the knowledge and skills to be acquired, the learning objectives, and be tailored to the intern’s profile.

What is the limit on the number of interns in the company?

The number of interns at a given employer will not exceed the number of employees.

Prohibition of requiring experience and the return of former employees

The new regulations introduce important restrictions:

Employers will no longer be able to require professional experience from internship candidates, and they will not be able to accept someone employed within the last 24 months for an internship. The goal is to prevent the abuse of this form of employment.

Remote internships will be legal and permissible

The project also allows for remote internships, in accordance with the remote work rules in the Labour Code. This is important information for technology companies and organizations operating in a hybrid environment, among others.

Internships for minors and funding

The Act introduces special regulations for underage interns. The most important is a minimum wage of no less than PLN 250 per month. It is also possible to receive PLN 250 per month of internship funding from the Labour Fund, provided they complete at least 120 hours of internship per month. See also: New pay rates for underage employees.

Fines for violations of up to PLN 30,000

The bill introduces sanctions against temporary employment agencies for referring people for internships to other employers. Violation of the ban carries a fine ranging from PLN 3,000 to PLN 30,000.

The aim is to reduce abuse and “rotational” internships.

How should employers prepare for the changes?

Due to the planned changes in regulations, we recommend taking the following actions:

The new Internship Act is intended to mark the definitive end of unpaid internships and the beginning of a more formalized internship system in Poland. This means increased costs for employers, but this change also brings greater regulatory transparency and greater legal certainty. Companies that prepare their processes early can gain an advantage in the labour market and more easily attract young talent.

Hand over HR and payroll responsibilities to professionals and focus on what is most important to your company.

Ask about the service

FAQ – employers’ most frequently asked questions about the new law on internships