Disclaimer: Information on this site should not be a substitute for legal advice. Summer of Tech works with employers and candidates to connect them for paid internships. We are not lawyers; anyone preparing or signing a contract should seek appropriate advice. 

Summer of Tech requires employment contracts and interns to be treated as employees, with real, fairly paid work! We often see fixed-term employment agreements because summer internships are offered as seasonal work around student availability.

We ask employers to send contracts within 1 week of an offer being accepted via the Summer of Tech platform.

Business.govt.nz has an awesome employment agreement builder. It's straightforward to customise, and there are a lot of optional clauses that you should look at and consider.

Some common approaches:

Tax

99% of the time, PAYE will be easiest for your intern. If you are hiring your intern as a contractor, please explain about invoicing monthly, the need to manage cash flow, and pay their tax. Our friends at HNRY have a great resource that might help them with this contractor basics guide.

Holiday pay

Many intern employers opt for "pay as you go" for holiday pay, which means an extra 8% on their hourly rate, and no need to calculate or pay out holiday pay if they take some days off. (Make sure you explain what that means to manage their cash flow!)

Everything else

We suggest you default to your standard employment agreement clauses. If you treat your interns as regular employees, you'll be well on the way to optimising their time with you!

Still got questions?

Contact us to chat in general about hiring interns. However, please seek professional advice about the nitty gritty of employment contracts.