On 26 July 2026, Federal Law No. 246-FZ dated 26 July 2026 “On Amendments to the Labor Code of the Russian Federation” (the “Law”) was adopted, introducing regulation of the employment internships into the Labor Code of the Russian Federation (the “Labor Code”).
The Law defines an employment internship as work performed under a fixed-term employment contract concluded between an employer and an intern for the purpose of acquiring initial professional experience, practical skills and/or adapting to working life. According to the explanatory note of the State Duma Committee on Labor, Social Policy and Veterans’ Affairs, employment internships are intended to bridge the gap between completion of education and beginning of full-fledged professional activity, because the lack of practical experience remains one of the principal reasons why employers are not interested in hiring graduates.
An intern may be a person who, as at the date of conclusion of the fixed-term employment contract, is studying or has already completed:
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secondary vocational education, higher education or supplementary professional education under a professional retraining programme;
- vocational training under vocational training programmes for workers’ professions and employees’ positions, or retraining programmes for workers and employees.
The position for which the intern is hired must correspond to the profession, speciality or field of study already completed or currently studied by the intern, or to the new qualification already obtained or currently being acquired, so that the intern may gain initial professional experience, practical skills and/or adapt to workplace. Since the mere lack of previous work experience is insufficient to justify entering into a fixed-term employment contract, the employer will be required to establish a link between the duties associated with the relevant job function, the intern’s education and qualifications, as well as to request documents confirming that the candidate is continuing or has completed the relevant course of study.
If the intern has already completed one of the above-mentioned educational programmes, a fixed-term employment contract for an internship may be concluded no later than one year after completion of the relevant education. The Law provides for the suspension of this one-year period during:
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a period of conscription for military service, including mobilisation; assignment to serve in the National Guard Troops of the Russian Federation upon mobilisation; performance of military service under a contract concluded during mobilisation, martial law or wartime; or performance of a contract for voluntary assistance in carrying out tasks assigned to the Armed Forces of the Russian Federation or the National Guard Troops of the Russian Federation;
- a period of temporary incapacity for work;
- maternity leave;
- parental leave;
- a period of caring for an ill family member in accordance with a medical certificate;
- any other periods provided for by federal legislation.
A fixed-term employment contract for an internship may be concluded for a period of no more than six months. The Law does not specify a minimum internship period, consequently, the employer will be entitled to determine its duration independently, taking into account the complexity of the profession, the content of the relevant educational programme and the time required for the intern to acquire practical skills.
The employee’s status as an intern must be expressly reflected in the title of their position, profession or speciality specified in the fixed-term employment contract. The explanatory note cites “procurement specialist-intern” as an example. Employers will need to take this requirement into account when preparing the employment contract, hiring order, staffing schedule and employment history records.
The employer must organize mentoring throughout the entire internship period. Its purpose is to assist the intern in mastering the work performed in a production environment and/or at a workplace in accordance with the profession and qualification already obtained or currently being acquired. Article 351.8 of the Labor Code currently provides that mentoring duties may be assigned to an employee only with their written consent. The content, duration and form of such duties must be specified in the mentor’s employment contract or in a supplementary agreement thereto. The amount and terms of payment for mentoring must likewise be established in the employment contract or a supplementary agreement, taking into account the remuneration system applicable at the employer.
Consequently, an employment internship will require not only the costs of remunerating the intern, but also additional costs associated with mentoring. The procedure for completing the internship, assessing its results and determining the permissible scope of the intern’s independent work must be established by employer’s internal regulations.
In the case of a new employment contract is concluded with the employee following completion of the internship, a probationary period may not be imposed, since the employer will already have had an opportunity during the internship to assess the intern’s professional and business qualities. An additional probationary period following completion of the internship would unjustifiably prolong the period of uncertainty for the employee.
At the same time, the Law does not require the employer to offer the intern permanent employment. The employer retains the right to decide whether to continue the employment relationship, taking into account the internship results, the availability of vacant positions and the company’s staffing needs.
The amendments will enter into force on 1 March 2027.