Understanding Spain's Internship Framework: A Guide for Global Employers

Spain offers two distinct internship arrangements that serve different educational and employment purposes. Understanding the distinction between these frameworks is essential for international companies seeking to establish compliant internship programs in the Spanish market.

Internship Agreement vs. Internship Contract

The Internship Agreement (convenio de práctica) represents a tripartite arrangement involving the educational institution, the student, and the host company. This framework is designed primarily for educational purposes, targeting students who are still enrolled in academic programs. Key requirements include valid health insurance coverage for the intern and financial capacity documentation.

Conversely, the Internship Contract (contrato de trabajo en prácticas) functions more like a standard employment agreement. This arrangement applies to graduates who have completed their studies and seek professional experience. It includes detailed provisions regarding job responsibilities, working hours, and compensation structures.

The Tripartite Agreement System in Spain

Spain's educational internship system operates through mandatory three-party agreements. Students cannot directly negotiate internship terms with companies—the educational institution must participate in the agreement process. This ensures alignment between the internship content and the student's academic level while maintaining educational oversight.

Companies like SailGlobal have successfully implemented these tripartite agreements, ensuring compliance while providing valuable learning experiences. The hosting organization or educational institution typically covers social security contributions during the internship period.

Temporary Degree Certificates and Employment Contracts

Graduates holding provisional degree certificates (Certificación Supletoria Provisional del Título) possess full legal standing to enter into formal employment contracts. These documents, issued after completion of all academic requirements, carry the same legal weight as final diplomas. The processing time for provisional certificates ranges from several days to one month, facilitating swift workforce integration.

Spanish labor law permits six-month fixed-term contracts for candidates with provisional certificates, though employers must adhere to specific regulatory conditions. While indefinite contracts represent the standard, temporary contracts require justification under legally defined circumstances.

Permissible Scenarios for Fixed-Term Contracts

Contract Type	Purpose	Maximum Duration
Production Circumstances Contract	Address unpredictable production fluctuations	6 months (extendable to 12 months)
Replacement Contract	Substitute temporarily absent employees	Until original employee returns

Compliance Considerations for Temporary Contracts

Employers must exercise caution when utilizing fixed-term arrangements. Spanish authorities actively monitor contract compliance, with penalties reaching €10,000 for improper use. Common compliance issues include:

Insufficient justification for temporary contract needs
Failure to adhere to specified contract durations
Patterned use of temporary contracts to avoid permanent hiring obligations

International companies should consult with local legal experts, such as those at SailGlobal, to navigate Spain's complex labor regulations effectively. Proper documentation and clear business justifications remain critical for maintaining compliance.

Spain Internship Regulations: Complete Guide to Contracts and Compliance