Hey goddesses! Who gets this?! Just stepping into society or still in school, confused about internship vs. probation? Feels like both are just working for money, what’s the diff?! Aren’t they both just temporary roles before becoming full-time?! đ€Ż
Let me tell you! These two look similar, but their core is miles and miles apart! If you don’t get it straight, at a minimum you might lose a little money, at worst it could impact your career development or even make it impossible to defend your rights! Today! Your “One Move Solve Blogger” is BACK! đ„ Spend a few mins on this post, guarantee you’ll âšinstantly get it, never fall into traps during interviews or contract signing again! đ
Your One Move Solve Breakdown Incoming! âš
Let’s dive straight into the core differences, listed point-by-point for crystal clarity!
1. Nature and Purpose: Are You Here to “Learn” or Be “Assessed”? đ€
- â  Internship: The core purpose is to ăLearn and Practiceă and ăGain Experienceă. You might be a student, recent graduate, or someone changing careers, coming to a company to experience the real work environment and combine your theoretical knowledge with practice. Companies hire interns often for talent pipelines, to reduce recruitment costs, or handle auxiliary tasks. The relationship leans more towards a practical collaboration between a school/individual and the company.
- â  Probation Period: The core purpose is ăFormal Assessmentă and ăMutual Selectionă. Your status during the probation period is that of a ăFormally Employedă ăProspective Employeeă. The company uses this phase to evaluate your ăWork Ability, Attitude, Suitability for the Role, and Cultural Fită. At the same time, you are also evaluating if the company and role are right for you. This relationship is part of a ăLabor Relationshipă protected by the Labor Contract Law of China.
Simply put: Internship is like a “Trial Camp,” Probation is like an “Internal Beta Test”!
2. Legal Status: Are You a “Contracted Worker” or “Temporary Helper”? đ
- â
 Internship: In most cases, there is ăNOă legal ăLabor Relationshipă between an intern and the company, in the legal sense. Instead, it’s a ăService Relationshipă or other civil relationship (like an internship agreement relationship). This means that most provisions of the Labor Contract LawăDO NOT APPLYă to interns.
- Key Point:Â Many articles regarding working hours, overtime pay, economic compensation, and even certain labor safety protections, DO NOT APPLY to interns! (Unless the company’s internal rules or the agreement specifically state otherwise, or in rare cases where full-time employment interns are identified as having a labor relationship).
- â
 Probation Period: During your probation period, you ARE a ăFormal Employeeă already! This period is just for assessment. You have a clear ăLabor Relationshipă and are fully protected by the ăLabor Contract Lawă!
- Key Point:Â Don’t think you can be easily pushed around during probation! The company cannot dismiss you arbitrarily; you enjoy almost the same labor protections and rights as full employees! Dismissal requires valid legal reasons (like not meeting hiring conditions, severe misconduct, etc.), otherwise, compensation must be paid!
Simply put: Probation has “Legal Status,” Internship has “No Status” (under Labor Law).
3. Agreement Signed: Are You Signing for “Just for Fun” or “Protected”? âïž
- â  Internship: Usually, you sign an ăInternship Agreementă or ăService Agreementă. The content of this agreement is relatively flexible, mainly outlining internship duration, tasks, compensation, mutual rights, and obligations. It is NOT a labor contract regulated by the Labor Contract Law.
- â
 Probation Period: You MUST sign a ăLabor Contractă with the company! The labor contract must clearly define the contract duration, job duties, work location, labor compensation, social insurance, and other key items, and must INCLUDE a ăProbation Clauseă. Without a labor contract, there is no legal probation period!
- Key Point:Â Many irregular companies like to have you start “probationary” without signing a labor contract. This is ILLEGAL! The probation period is included within the labor contract term; you must sign the labor contract FIRST before agreeing on a probation period! What’s the maximum probation length? For contracts of 3 months or more but less than 1 year, probation cannot exceed 1 month; for 1 year or more but less than 3 years, it cannot exceed 2 months; for fixed-term contracts of 3 years or more and open-ended contracts, probation cannot exceed 6 months. The same employer can only have ONE probation period with the same employee!
Simply put: Internship signs an “Agreement,” Probation signs a “Contract,” and Contracts are strictly governed by law!
4. Compensation & Benefits: Are You Getting “Pocket Money” or “Salary & Benefits”? đ°đ„
- â
 Internship: You receive an ăInternship Allowanceă or ăService Feeă. This is not considered wage/salary in nature. The amount is usually much lower than a formal employee in the same role, and there’s no statutory minimum standard (some cities have guiding standards, but less binding than minimum wage). Companies are ăNOT MANDATEDă to pay ăFive Social Insurances and One Housing Fundă (äșé©äžé – Social Insurance & Housing Fund) for interns. Most companies don’t.
- Key Point:Â If you get injured during your internship, it’s usually treated as personal injury compensation, NOT work-related injury (unless specially recognized). The compensation you get from the company might be very limited, posing high risk!
- â
 Probation Period: You get a ăSalaryă! This is part of the labor contract agreement. Your probation salary ăSHALL NOT BE LOWER THANă the ăMinimum Wage Standardă in the company’s location, AND also ăSHALL NOT BE LOWER THANă ă80% of the post-probation salaryă for the same position! What’s more, the company ăMUSTă pay your ăFive Social Insurances and One Housing Fundă according to law! From your very first day of employment! This is a legal obligation!
- Key Point:Â The importance of Five Social Insurances and One Housing Fund needs no explanation, right? Healthcare, pension, unemployment, work injury, maternity, plus the housing fund for buying property! These are your most basic safeguards and rights as a formal employee! If a company doesn’t pay your äșé©äžé during probation, it’s a clear illegal act!
Simply put: Interns get “Allowance” with no benefits, Probationers get “Salary” with Social Insurance (äșé©äžé)! This is ONE OF THE MOST CRITICAL DIFFERENCES!
5. Ending the Relationship: Can You “Walk Away Easily” or “Follow Procedures”? đââïžâĄïž
- â Â Internship:Â Ending the relationship is relatively simple and casual. Usually, as per the internship agreement, both parties can propose termination quite flexibly (e.g., giving a few days’ notice). Companies can dismiss interns with almost no legal threshold (apart from agreement terms), and interns can also leave easily.
- â
 Probation Period: If the company dismisses a probationary employee, they ăMUST HAVE A LEGAL REASONă! For instance, proving you don’t meet hiring requirements or have committed serious misconduct. They cannot just dismiss you because they “don’t feel it’s a good fit.” If the company terminates you illegally, you are entitled to ăEconomic Compensationă, or even ăDamagesă (twice the amount of economic compensation). If YOU want to resign, you need to ăGive the company 3 days’ noticeă.
- Key Point:Â Probation is not a “free labor period” for companies to use and discard as they please! The law provides more protection for probationary employees than you might think!
Simply put: Saying goodbye is easy for interns,ćæBreakups during probation are more regulated by law!
6. Duration: Is it “Flexible Customization” or “Limited Cap”? đ
- â Â Internship:Â The duration is typically very flexible, ranging from a few weeks to a year or even longer, depending on individual needs, school requirements, and company arrangements.
- â  Probation Period: Has a clear ăLegal Capă! Determined by the labor contract duration (as mentioned in point 3: 1, 2, or 6 months). It can ăNEVER EXCEED 6 MONTHSă! And a company can only use a probation period once for the same person.
Simply put: Internship length is flexible, Probation length has a legal limit!
đĄăOne Move Solve Blogger’s Exclusive Pro Tips!ăđĄ
- First trick to avoid being fooled: Look carefully at what you signed! Is it an ăInternship Agreementă or a ăLabor Contractă? This is the most direct difference!
- Second trick to avoid being fooled: Ask clearly if they provide äșé©äžé (Social Insurance & Housing Fund)! If it’s a probation period, they MUST provide it! Not doing so is illegal! This is your barometer for protecting your rights!
- Recent Grads Pay Attention! Many companies like to onboard fresh graduates as ăInternsă, having them do the job duties of formal employees while signing ăInternship Agreementsă, not providing Five Social Insurances and One Housing Fund, and paying allowances significantly lower than the post-probation salary! This is clearly ăUsing the name of Internship to practice Probationă to save costs! If you encounter this, communicate clearly, strive to sign a ăLabor Contractă and enjoy the rights you deserve during probation! If negotiation fails, at least be clear about the damage such an “internship” does to your rights and be prepared. After graduation, your status is that of a laborer, and in most cases, a labor relationship should be established.
- Don’t be tricked by endless “probation periods”! The law specifies the maximum probation length; it must end with conversion to full employment or legal termination of the labor contract. If a company keeps you on “probation” past the maximum legal period, or agrees on an overly long probation period, it’s illegal!
My Real Rant/Experience:
I’ve seen classmates intern for half a year, doing core business tasks, even more than full employees, but didn’t get a single cent of social insurance paid. When they left, the company just gave them a small allowance amount and sent them off! Cried rivers! đ But I also have friends who were clearly in their probation period, the company properly signed contracts and paid benefits, successfully converted upon expiry, and their salary and benefits jumped! âš So, recognizing your status and rightful benefits is truly too important!
Alright, ladies, this ultimate breakdown, did you get it instantly? đ§
Internship focuses more on learning and short-term experience, with relatively weaker legal protection; Probation Period is the assessment stage of a formal labor relationship, fully protected by the Labor Contract Law, with clear legal stipulations for benefits and treatment.
Next time you encounter this, don’t hesitate! Look at what contract/agreement you have? Are you getting äșé©äžé? Is the duration correct? These are the keys to knowing the truth! đ Stop letting companies blur concepts and harm your rights!
Quickly save and share with your friends, especially those looking for internships or jobs! Let’s avoid traps together and grow together! đȘ Got any questions or weird experiences? Tell me in the comments, and I’ll drop another one-move solve! đ