Do interns get paid for their work?

Internships are not paid by the company. Interns are unofficially hired laborers and are usually paid on a daily basis. Unlike regular workers, they are not guaranteed a pension or a monthly minimum wage.

Internships are not paid by the company, and interns are hired on an informal basis, usually on a daily basis. Unlike regular laborers, interns are not guaranteed a pension and a monthly minimum wage. If an intern is a student, he or she does not have insurance. Students cannot sign a labor contract, they do not have the qualifications stipulated by laws and regulations, and the relationship between students and enterprises belongs to internships, not labor relations. Internships are part of the learning content stipulated in the syllabus, so they can not sign a labor contract and do not pay social insurance, but during the period of internship, they do not record attendance and do not bear the enterprise's labor quotas. Once the intern obtains the diploma, the employer must sign a labor contract with the worker and start paying social security in accordance with relevant laws.

The ratio of the five insurance policies is as follows:

1. Pension insurance, 21% for the unit and 8% for the individual;

2. Medical insurance, 9% for the unit and 2%+3 yuan for the individual;

3. Unemployment insurance, 2% for the unit and 1% for the individual;

4. Workers' compensation insurance, 0.5%;

5. Maternity insurance, 1%;

5. 1%;

6, housing provident fund, the employer handles the payment of housing provident fund according to 12% of the salary, the unit and the individual are 12% of the salary.

I hope the above can help you, if you have other questions please consult a professional lawyer.

Legal basis:

Article 4 of the Employer shall establish and improve the labor regulations in accordance with the law, to ensure that workers enjoy their labor rights and obligations. In formulating, amending or deciding on rules and regulations or major matters directly affecting the interests of workers, such as labor remuneration, working hours, rest and vacation, labor safety and health, insurance and welfare, employee training, labor discipline, and management of labor quotas, the employer shall, after discussion by the workers' congress or by all the workers, put forward proposals and opinions, and determine them through consultation on an equal footing with the trade unions or the representatives of the workers. In the process of implementing the rules and regulations and deciding on major matters, if the trade union or the employees consider them to be inappropriate, they have the right to propose them to the employer and have them revised and improved through consultation. The employer shall publicize the rules and regulations and decisions on important matters directly affecting the immediate interests of the workers, or inform the workers.

Article 17: An employment contract shall contain the following provisions:

(1) the name, domicile, and legal representative or principal person in charge of the employing unit;

(2) the worker's name, address, and number of his or her resident's identification card or other valid identification document;

(3) the duration of the employment contract;

(4) the content of the work and the place where the work is to be performed;

(5) the number of workers who are to be employed; and (6) the number of workers who are to be employed, and the number of workers who are to be employed. place;

(v) working hours and rest and vacation;

(vi) remuneration for labor;

(vii) social insurance;

(viii) labor protection, working conditions and protection against occupational hazards;

(ix) other matters stipulated by the laws and regulations to be included in the labor contract.

In addition to the necessary provisions of the labor contract stipulated in the preceding paragraph, the employer and the worker may agree on other matters such as probationary period, training, confidentiality, supplementary insurance and welfare benefits.