Text · Opinion parliamentary committee
On the proposal for a directive of the European Parliament and of the Council on improving and enforcing working conditions of trainees and combating regular employment relationships disguised as traineeships (‘Traineeships Directive’)
Full title
On the proposal for a directive of the European Parliament and of the Council on improving and enforcing working conditions of trainees and combating regular employment relationships disguised as traineeships (‘Traineeships Directive’)
Document CULT-AD-767866 · COM(2024)0132 – C100004/2024 – 2024/0068(COD)
- Kind
- Opinion parliamentary committee CULT-AD-767866
- Date
- 8 April 2025
- Committee
- Committee on Culture and Education
- Rapporteur
- Nicola Zingaretti
- Dossier
- 2024-0068
More facts (3)
- Formats
- Official page PDF Word
- Subject matter
- EFPJ, EMPL
- Reference
- COM(2024)0132 – C100004/2024 – 2024/0068(COD)
In short
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The Committee on Culture and Education proposes amendments to the proposed directive on improving and enforcing working conditions of trainees and combating regular employment relationships disguised as traineeships. The amendments add quality criteria for traineeships, including a learning and training component, a supervisor or mentor, validation of skills, and a written agreement. They require equal treatment with comparable regular employees on pay and social protection, and measures against discrimination and harassment. They set a time limit for excessive duration of traineeships, require information in vacancy notices, and ban requiring previous work experience. They require Member States to collect uniform data, ensure access to dispute resolution, and involve social partners in implementation.
Position. The Committee on Culture and Education proposes amendments to the lead Committee on Employment and Social Affairs, adding quality criteria, equal treatment provisions, access measures and data collection requirements to the proposed directive.
Key points
- The 2014 Recommendation's 21 principles should cover quality, accessibility and inclusiveness of traineeships, with a high quality learning and training component.
- Member States should take the 2014 Recommendation into account when implementing the directive, mainly supporting young people at risk of exclusion.
- Labour shortages exist in many occupations, in particular in Science, Technology, Engineering, Art and Maths (STEAM) careers, and in green, digital and other emerging sectors.
- Traineeships should be accessible to all young people, including those Not in Education, Employment or Training (NEETs), and should not replace regular employment.
- The absence of pay for traineeships exacerbates inequalities and lowers chances of securing a stable job.
- The directive should apply to trainees undertaking a traineeship on the basis of a contractual relationship, irrespective of its nature or designation by the parties.
- Member States should simplify and speed up validation and recognition of degrees, diplomas, qualifications and skills, moving towards mutual recognition without increased administrative burden.
- A learning and training component covering skills such as communication, analytical and organisational skills should be agreed by the trainee and provider by the beginning of the traineeship.
- Member States should ensure economic, social and educational measures to improve access to traineeships, particularly for people with fewer opportunities.
- Member States should ensure that pay includes the possibility to cover a subsistence allowance for costs such as travel, food and accommodation.
- Member States should put in place mechanisms to improve wellbeing and safety of trainees and to prevent, address, and report harassment or discrimination.
- Member States should ensure that traineeships are recognised as valid work experience in recruitment processes, including cross-border recognition within the Union.
Who is affected
- Trainees in the Union, who gain rights to equal treatment, quality criteria, dispute resolution and protection from harassment.
- Employers and traineeship providers, who must provide information, learning components, supervision and written agreements.
- Member States, which must implement measures on access, data collection, inspections and social dialogue.
- Micro, small and medium-sized enterprises and non-governmental organisations, which should receive support to meet quality standards.
- People with fewer opportunities, including those with disabilities, who should have equal access and adapted workplaces.
Figures and deadlines
- 21 principles for traineeships recommended in the 2014 Recommendation.
- Young people under the age of 30 should receive an offer within four months of becoming unemployed or leaving education.
- A reasonable maximum duration of traineeships should not exceed six months.
- Member States shall communicate information to the Commission by 3 years after the date of transposition.
Text
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The Committee on Culture and Education submits the following to the Committee on Employment and Social Affairs, as the committee responsible:
| Text proposed by the Commission | Amendment |
|---|---|
| (1) In March 2014, the Council adopted the Recommendation for a Quality Framework on Traineeships (‘2014 Recommendation’) to provide Union-wide quality standards for traineeships. It recommends 21 principles for traineeships to improve the quality of traineeships, in particular to ensure high quality learning and training content and adequate working conditions to support education-to-work transitions and increase the employability of trainees. The 2014 Recommendation covers all traineeships except for those that are part of curricula of formal education and training and those regulated under national law and completion of which is a mandatory requirement to access a specific profession. | (1) In March 2014, the Council adopted the Recommendation for a Quality Framework on Traineeships (‘2014 Recommendation’) to provide Union-wide quality standards for traineeships. It recommends 21 principles for traineeships to improve the quality, accessibility and inclusiveness of traineeships, in particular to ensure high quality learning and training component and adequate working conditions to support education-to-work transitions and increase the employability of trainees. The 2014 Recommendation covers all traineeships except for those that are part of curricula of formal education and training and those regulated under national law and completion of which is a mandatory requirement to access a specific profession. |
| Text proposed by the Commission | Amendment |
|---|---|
| (3) The reinforced Youth Guarantee4 aims at ensuring that young people under the age of 30 receive a good quality offer of employment, continued education, apprenticeship or traineeship within a period of four months of becoming unemployed or leaving education. The 2014 Recommendation is an important reference point to measure the quality of traineeships offers under the reinforced Youth Guarantee. | (3) The reinforced Youth Guarantee4 aims at ensuring that young people under the age of 30 receive a good quality offer of employment, continued education, apprenticeship or traineeship within a period of four months of becoming unemployed or leaving education, mainly supporting young people at risk of exclusion from the labour market. The 2014 Recommendation is an important reference point to measure the quality of traineeships offers under the reinforced Youth Guarantee and Member States should take that into account in implementing this Directive. |
| 4 Council Recommendation of 30 October 2020 on A Bridge to Jobs – Reinforcing the Youth Guarantee and replacing the Council Recommendation of 22 April 2013 on establishing a Youth Guarantee 2020/C 372/01 (OJ C 372, 4.11.2020, p. 1). | 4 Council Recommendation of 30 October 2020 on A Bridge to Jobs – Reinforcing the Youth Guarantee and replacing the Council Recommendation of 22 April 2013 on establishing a Youth Guarantee 2020/C 372/01 (OJ C 372, 4.11.2020, p. 1). |
| Text proposed by the Commission | Amendment |
|---|---|
| (4) Labour shortages exist in many occupations and at all skills levels. They are expected to increase with the projected decline in the working age population and increasing demand for several occupations relevant for the green and digital transition. The lower labour market participation of young people contributes to these shortages. Quality traineeships can be a useful up- and/or reskilling pathway for persons of any age to acquire practical skills on the job to enter the labour market or take their career in a new direction. | (4) Labour shortages exist in many occupations and at all skills levels, in particular in Science, Technology, Engineering, Art and Maths (STEAM) careers. They are expected to increase with the projected decline in the working age population and increasing demand for several occupations relevant for the green and digital transition and other emerging sectors. The lower labour market participation of young people contributes to these shortages. Quality traineeships can be a useful up- and/or reskilling pathway for persons of any age to acquire practical skills on the job to enter the labour market or take their career in a new direction. |
| Text proposed by the Commission | Amendment |
|---|---|
| (5) Traineeships can help young people gain practical and professional experience, improve their employability, and facilitate their transition into stable employment. As such, traineeships constitute an important pathway to the labour market. For employers, traineeships provide opportunities to attract, train and retain young people. They can reduce the cost of searching for and recruiting skilled staff, when trainees are offered a regular position after their traineeship. However, this can only be achieved if traineeships are of good quality and offer decent working conditions. | (5) Traineeships have the purpose of helping young people gain practical and professional experience, acquiring new skills, improving their employability, and facilitating their transition into stable employment. As such, traineeships constitute an important educational experience that contributes to the professional development of young people, preparing them for a pathway for the labour market. For employers, traineeships provide opportunities to attract and train young people. They can reduce the cost of searching for and recruiting skilled staff, and the cost of hiring new employees, when trainees are offered a regular position after their traineeship. However, this can only be achieved if traineeships are of good quality, provide a strong learning component and offer decent working conditions. Traineeships should be accessible to all young people, including those Not in Education, Employment or Training (NEETs). |
| Text proposed by the Commission | Amendment |
|---|---|
| (5a) Traineeships serve as a means of acquiring practical knowledge and experience. Their purpose is to complement formal education with hands-on learning, not to replace regular employment. Facilitating the transition from education to stable employment strengthens the connection between academic qualifications and the needs of the labour market. This approach ensures that graduates enter the workforce with the requisite skills. It is essential to distinguish between regular employment and traineeship relationships. While both should be paid, the role of trainees is focused on learning and training. A traineeship should always be time-limited and clearly separate from a regular employment relationship, ensuring that the nature of the arrangement is understood by both parties. |
| Text proposed by the Commission | Amendment |
|---|---|
| (8) Evidence shows that a significant proportion of trainees are subject to less favourable working conditions compared to regular employees, including regarding working hours, leave entitlements, and access to equipment as well as pay. | (8) Evidence shows that a significant proportion of trainees are subject to less favourable working conditions compared to regular employees, including regarding working hours, leave entitlements, and access to equipment as well as pay. Moreover, the absence of pay for traineeship exacerbates inequalities, lowering the chances of securing a stable job and causing divisiveness among young people, in particular people with fewer opportunities. |
| Text proposed by the Commission | Amendment |
|---|---|
| (15) Considering the persisting challenges regarding the problematic use of traineeships in the Union, further action is needed to combat regular employment relationships disguised as traineeships and to ensure that the relevant Union and national law applicable to workers is fully implemented and enforced in relation to trainees. This Directive addresses these challenges by laying down minimum requirements to improve and enforce the working conditions of trainees in the Union and to combat employment relationships disguised as traineeships, by establishing a common framework of principles and measures necessary to ensure equal treatment and to implement and enforce Union and national law applicable to workers more effectively. | (15) Considering the persisting challenges regarding the problematic use of traineeships and lack of common approach in the Union, further action is needed to combat regular employment relationships disguised as traineeships and to guarantee high-quality standards for traineeships, while ensuring that the relevant Union and national law applicable to workers is fully implemented and enforced in relation to trainees. This Directive addresses these challenges by laying down minimum requirements to improve and enforce the working conditions of trainees in the Union and to combat employment relationships disguised as traineeships, by establishing a common framework of principles and measures necessary to ensure equal treatment and to implement and enforce Union and national law more effectively. |
| Text proposed by the Commission | Amendment |
|---|---|
| (15a) Most traineeships across the Union can be divided into the categories comprising: open-market traineeships, traineeships in the context of active labour market policies, traineeships that are part of professional training and traineeships that are part of academic or vocational curricula. |
| Text proposed by the Commission | Amendment |
|---|---|
| (16) This Directive should apply to trainees in the Union who have an employment contract or employment relationship as defined by the law, collective agreements or practice in force in the Member States, with consideration to the case-law of the Court of Justice of the European Union. In its case law, the Court of Justice has established criteria for determining the status of a worker, which is to be based on a case-by-case-analysis. | (16) This Directive should apply to trainees in the Union undertaking a traineeship on the basis of a contractual relationship, irrespective of its nature or its designation by the parties involved, as defined by the law, collective agreements or practice in force in the Member States, with consideration to the case-law of the Court of Justice of the European Union. In its case law, the Court of Justice has established criteria for determining the status of a worker, which is to be based on a case-by-case-analysis. |
| Text proposed by the Commission | Amendment |
|---|---|
| (16a) In order to avoid divergences between Member States and to ensure the mobility of trainees, it is essential to simplify and speed up the validation and recognition of degrees, diplomas, qualifications and skills among Member States. It is therefore necessary to move towards a system of mutual recognition that does not entail an increased administrative burden. |
| Text proposed by the Commission | Amendment |
|---|---|
| (19) Traineeships which are employment relationships can be distinguished from ‘regular’ employment relationships in that they are limited in time, they include a significant learning and training component and that they are undertaken in order to gain practical and professional experience with a view to improving employability and facilitating transition to employment or accessing a profession. | (19) Traineeships which are employment relationships can be distinguished from ‘regular’ employment relationships in that, even if paid, they are limited in time, they include a significant learning and training component aligned with the trainee's qualifications as identified according to the European Qualifications Framework and that they are undertaken in order to gain practical and professional experience with a view to improving employability and facilitating transition to employment or accessing a profession. |
| Text proposed by the Commission | Amendment |
|---|---|
| (19a) To ensure a quality traineeship, a learning and training component covering skills, such as communication, interpersonal, analytical and organisational, decision-making, ICT, project management and teamwork, should be agreed by the trainee and the traineeship provider by the beginning of the traineeship. Since it is often difficult for the trainees to prove their skills, their acquired competences should be assessed and validated, recognised, and made portable through certificates, micro-credentials, or other forms at the end of the traineeship. Tasks and responsibilities should be aligned with the learning component to foster the trainee’s professional development benefiting both the company and the trainee. A supervisor or mentor should be assigned for the full duration and the rights and obligations of both parties, including confidentiality and intellectual property, should be clearly defined. The traineeship agreement should outline the duration and potential for renewal, and include provisions for pay, working conditions and social protection. A written agreement covering all those criteria is essential to constitute a quality traineeship. |
| Text proposed by the Commission | Amendment |
|---|---|
| (20) The principle of non-discrimination is suitable to combat abuses of traineeships, such as granting trainees less favourable working conditions or lower pay compared with regular employees without appropriate justification, and to ensure the sustainability of traineeships as a pathway to stable employment opportunities. It can also help make traineeships more accessible to groups of workers in a vulnerable situation. | (20) The principle of non-discrimination is suitable to combat abuses of traineeships, such as granting trainees less favourable working conditions, including leave entitlements and the right to disconnect, or lower pay compared with regular employees without appropriate justification, and to ensure the sustainability of traineeships as a pathway to stable employment opportunities. It can also help make traineeships more accessible to groups of workers in a vulnerable situation. |
| Text proposed by the Commission | Amendment |
|---|---|
| (20a) Member States should ensure economic, social and educational measures to improve access to traineeships, particularly to people with fewer opportunities for economic, social, cultural, geographical or health reasons, due to their migrant background, or for reasons such as disability or educational difficulties or for any other reason, including a reason that could give rise to discrimination under Article 21 of the Charter of Fundamental Rights of the European Union. |
| Text proposed by the Commission | Amendment |
|---|---|
| (20b) Member States should ensure that, when applicable, the concept of pay includes the possibility to cover a subsistence allowance to support the potential costs incurred by trainees in participating in the traineeship, as well as related living expenses such as travel, food and accommodation. |
| Text proposed by the Commission | Amendment |
|---|---|
| (22) Member States should therefore ensure that, in respect of working conditions including pay, trainees are not treated in a less favourable manner than comparable regular employees in the same establishment, unless different treatment is justified on objective grounds. The sole fact of being a trainee cannot constitute grounds for less favourable treatment compared to regular employees in the same establishment. At the same time, different tasks, lower responsibilities or work intensity in relation to comparable regular employees may constitute objective grounds for different treatment, where relevant, with regard to the employment condition at issue. The extent of different treatment should, however, be proportionate to those grounds. | (22) Member States should therefore ensure that, in respect of working conditions, including pay and social protection, trainees are not treated in a less favourable manner than comparable regular employees in the same establishment, unless different treatment is justified on objective grounds. The sole fact of being a trainee cannot constitute grounds for less favourable treatment compared to regular employees in the same establishment. At the same time, different tasks, lower responsibilities, or work intensity in relation to comparable regular employees may constitute objective grounds for different treatment, where relevant, with regard to the employment condition at issue. The extent of different treatment should, however, be proportionate to those grounds. Member States should put in place mechanisms to improve wellbeing and safety of trainees and to prevent, address, and report harassment or discrimination during traineeships. |
| Text proposed by the Commission | Amendment |
|---|---|
| (24) Member States should have appropriate measures in place to combat regular employment relationships disguised as traineeships with the effect of granting lower levels of protection, including working conditions and pay, than the worker concerned would be entitled to under Union or national law, collective agreements or practice. | (24) Member States should have appropriate measures in place to combat regular employment relationships disguised as traineeships with the effect of granting lower levels of protection, including learning and training component, working conditions and pay, than the worker concerned would be entitled to under Union or national law, collective agreements or practice. |
| Text proposed by the Commission | Amendment |
|---|---|
| (25) It is necessary to ensure effective controls and inspections conducted by competent authorities as they are essential to protect the rights of trainees and to combat regular employment relationships disguised as traineeships. They should be targeted to avoid the substitution of regular employment by disguised traineeships and to protect workers’ rights. | (25) It is necessary to ensure uniform and comparable data collection as well as effective controls and inspections conducted by competent authorities, as they are essential to protect the rights of trainees and to combat regular employment relationships disguised as traineeships. Such data collection, controls and inspections should be targeted to avoid the substitution of regular employment by disguised traineeships to protect workers’ rights and ensure the quality of traineeships. All collected data should be shared in accordance with the principles of Directive (EU) 2019/1024 of the European Parliament and of the Council1a to identify trends, ensure transparency and inform future policy improvements. |
| 1a Directive (EU) 2019/1024 of the European Parliament and of the Council of 20 June 2019 on open data and the re-use of public sector information (recast) (OJ L 172, 26.6.2019, p. 56, ELI: ELI: http://data.europa.eu/eli/dir/2019/1024/oj). |
| Text proposed by the Commission | Amendment |
|---|---|
| (27) Requiring previous work experience for a traineeship in the same or similar field of activity may not indicate a regular employment relationship disguised as a traineeship if the employer provides justification such as an equivalent period of previous work experiences being an alternative to having a degree in a certain field of activity or expertise. | (27) Previous work experience for a traineeship in the same or similar field of activity should not be requested and may not indicate a regular employment relationship disguised as a traineeship if the employer provides justification such as an equivalent period of previous work experiences being an alternative to having a degree in a certain field of activity or expertise. In order to ensure that traineeships effectively facilitate the transition to regular employment and prevent repeated or consecutive traineeships with the same or different employers, Member States should ensure that traineeships are recognised as valid work experience in recruitment processes including cross-border recognition within the Union. |
| Text proposed by the Commission | Amendment |
|---|---|
| (29) Member States should have appropriate measures in place to facilitate the assessment of whether a purported traineeship genuinely constitutes a traineeship. This should include a time limit indicating excessive duration of a traineeship and of repeated, including consecutive, traineeships with the same employer. A reasonable maximum duration of traineeships should, in principle, not exceed six months, as stipulated in the 2014 Recommendation. However, Member States may provide that a longer duration can be justified if it is based on objective grounds. Examples of such exceptions could be traineeships whose completion is a mandatory requirement to access a specific profession, the trajectory of which to acquire the necessary knowledge, competences and experience warrants a longer traineeship experience. Certain traineeships that are part of active labour market policies aimed at the integration of persons in a vulnerable situation could also benefit from a longer duration. Some traineeships that are part of curricula of formal education or vocational education and training may have a longer duration for reasons linked to the curricula. | (29) Member States should have appropriate measures in place to facilitate the assessment of whether a purported traineeship genuinely constitutes a traineeship. This should include a time limit indicating excessive duration of a traineeship and of repeated, including consecutive, traineeships with the same employer, and the quality criteria. A reasonable maximum duration of traineeships should, in principle, not exceed six months, as stipulated in the 2014 Recommendation. However, Member States may provide that a longer duration can be justified if it is based on objective grounds. Examples of such exceptions could be traineeships whose completion is a mandatory requirement to access a specific profession, the trajectory of which to acquire the necessary knowledge, competences and experience warrants a longer traineeship experience, the integration of people with fewer opportunities into the labour market. Some traineeships that are part of curricula of formal education or vocational education and training may have a longer duration for reasons linked to the curricula. |
| Text proposed by the Commission | Amendment |
|---|---|
| (30) The obligation for employers to include information on the expected tasks, working conditions, including pay, social protection, learning and training elements in the vacancy notices and advertisements for traineeships could be fulfilled by including a link to a website containing this information. | (30) The obligation for employers to include comprehensive and accessible information in the vacancy notices and advertisements for traineeships on the expected tasks and responsibilities, working conditions, including pay, social protection, learning and training components, further career and recruitment opportunities, could be fulfilled by including a link to an accessible website containing this information. |
| Text proposed by the Commission | Amendment |
|---|---|
| (30a) Employers should be encouraged to assign a supervisor or a mentor to each trainee for the full length of the traineeship, offering support, monitoring the progress, and facilitating access to career development opportunities, ensuring the traineeship is a valuable educational experience. |
| Text proposed by the Commission | Amendment |
|---|---|
| (33) Trainees should have access to effective and impartial dispute resolution and a right to redress, including adequate compensation. Trainees should be informed about the redress mechanisms for the purpose of exercising their right to redress. Having regard to the fundamental nature of the right to effective legal protection, trainees should continue to enjoy such protection even after the end of the traineeship giving rise to an alleged breach of rights under this Directive and other relevant Union law applicable to workers. | (33) Trainees should have access to effective and impartial dispute resolution and a right to redress, including adequate compensation. Trainees should be informed at the start of the traineeship about the redress mechanisms for the purpose of exercising their right to redress. Having regard to the fundamental nature of the right to effective legal protection, trainees should continue to enjoy such protection even after the end of the traineeship giving rise to an alleged breach of rights under this Directive and other relevant Union law applicable to workers. |
| Text proposed by the Commission | Amendment |
|---|---|
| (39) In implementing this Directive Member States should avoid imposing unnecessary administrative, financial and legal constraints, in particular if they hold back the creation and development of micro, small and medium-sized enterprises. Member States are therefore encouraged to assess the impact of their transposition measures on those enterprises in order to ensure that they are not disproportionately affected, paying particular attention to microenterprises and to the administrative burden, to publish the results of such assessments, and to provide support to those enterprises as necessary. | (39) In implementing this Directive Member States should avoid imposing unnecessary administrative, financial and legal constraints, in particular if they hold back the creation and development of micro, small and medium-sized enterprises, and non-governmental organisations. Member States are therefore encouraged to assess the impact of their transposition measures on those enterprises and organisations, in order to ensure that they are not disproportionately affected, paying particular attention to microenterprises and to the administrative burden, to publish the results of such assessments, and to provide financial and administrative support to those traineeship providers as necessary to meet the quality standards. Member States are encouraged to use European funds, such as the European Social Fund Plus, the Regional Development Fund and other relevant resources for this purpose. |
| Text proposed by the Commission | Amendment |
|---|---|
| (39a) Member States should take into account the specific needs and frameworks regarding liberal and regulated professions, as well as existing protection mechanisms at national level in implementing this Directive. |
| Text proposed by the Commission | Amendment |
|---|---|
| (39b) Member States should provide incentives for the establishment of traineeships that lead to potential employment with the same employer, while also establishing clear pathways for transitioning from training to permanent employment, thereby promoting talent retention and career opportunities for young professionals. |
| Text proposed by the Commission | Amendment |
|---|---|
| (39c) In implementing this Directive, Member States are encouraged to assess the impact of their transposition measures on the liberal professions and regulated professions provided for in Directives 2005/36/EC1a and 2006/123/EC1b of the European Parliament and of the Council, which require traineeships as a mandatory part of professional training. | |
| 1a Directive 2005/36/EC of the European Parliament and of the Council of 7 September 2005 on the recognition of professional qualifications (OJ L 255 30.9.2005, p. 22, ELI: http://data.europa.eu/eli/dir/2005/36/2024-06-20). | |
| 1b Directive 2006/123/EC of the European Parliament and of the Council of 12 December 2006 on services in the internal market (OJ L 376, 27.12.2006, p. 36, ELI: http://data.europa.eu/eli/dir/2006/123/oj). |
| Text proposed by the Commission | Amendment |
|---|---|
| This Directive lays down a common framework of principles and measures to improve and enforce the working conditions of trainees and to combat regular employment relationships disguised as traineeships | This Directive lays down a common framework of principles and measures to improve the quality and accessibility of traineeships, as well as the working conditions of trainees, ensuring that traineeships are structured and conducive to their professional development, and in order to combat regular employment relationships disguised as traineeships. |
| Text proposed by the Commission | Amendment |
|---|---|
| (a) ‘traineeship’ means a limited period of work practice which includes a significant learning and training component, undertaken to gain practical and professional experience with a view to improving employability and facilitating transition to a regular employment relationship or accessing a profession; | (a) ‘traineeship’ means a limited period of work practice which includes a significant learning and training component, undertaken to gain practical and professional experience with a view to expanding the educational experience, as well as vocational skills, improving employability and facilitating transition to a regular employment relationship or accessing a profession; |
| Text proposed by the Commission | Amendment |
|---|---|
| (b) ‘trainee’ means any person undertaking a traineeship who has an employment contract or employment relationship as defined by the law, collective agreements or practice in force in every Member State with consideration to the case law of the Court of Justice; | (b) 'trainee’ means any person undertaking a traineeship on the basis of a contractual relationship, irrespective of its nature or its designation by the parties involved; |
| Text proposed by the Commission | Amendment |
|---|---|
| (da) ‘learning and training component’ means the learning outcomes that will be acquired by the end of the traineeship with the aim to obtain skills, knowledge and competences, leading to their validation, recognition, portability and certification; |
| Text proposed by the Commission | Amendment |
|---|---|
| (db) ‘traineeship provider’ means an undertaking, public employment service or other public, private or not-for-profit entity that provides traineeships. |
| Text proposed by the Commission | Amendment |
|---|---|
| Member States shall ensure that, in respect of working conditions including pay, trainees are not treated in a less favourable manner than comparable regular employees in the same establishment, unless different treatment is justified on objective grounds, such as different tasks, lower responsibilities, work intensity or the weight of the learning and training component. | Member States shall ensure that, in respect of working conditions, including pay and social protection, trainees are not treated in a less favourable manner than comparable regular employees in the same establishment, solely because they are undertaking a traineeship, unless different treatment is justified on objective grounds, such as different tasks, lower responsibilities, work intensity or the weight of the learning and training component, without prejudice to the quality criteria set out in Article 5a. |
| Text proposed by the Commission | Amendment |
|---|---|
| Member States shall ensure that measures are put in place to combat traineeship discrimination, ensure equal access to traineeships, particularly to people with fewer opportunities. |
| Text proposed by the Commission | Amendment |
|---|---|
| Member States shall ensure that workplaces are adapted and accessible to trainees with disabilities. |
| Text proposed by the Commission | Amendment |
|---|---|
| Where there is no comparable regular employee in the same establishment, the comparison shall be made by reference to the applicable collective agreement, or where there is no applicable collective agreement, in accordance with national law or practice. | Where there is no comparable regular employee in the same establishment, the comparison shall be made by reference to the applicable collective agreement, or where there is no applicable collective agreement, in accordance with national law or practice and relevant Union law. |
| Text proposed by the Commission | Amendment |
|---|---|
| Assessment of regular employment relationships disguised as traineeships | Assessment of regular employment relationships disguised as traineeships and quality of traineeships |
| Text proposed by the Commission | Amendment |
|---|---|
| 1. In order to determine whether a purported traineeship constitutes a regular employment relationship, competent authorities shall make an overall assessment of all relevant factual elements. That assessment shall take into account, among others, the following indicative elements: | 1. In order to determine whether a purported traineeship constitutes a regular employment relationship and in line with the quality criteria set out in Article 5a, competent authorities shall make an overall assessment of all relevant factual elements. That assessment shall take into account, among others, the following indicative elements: |
| Text proposed by the Commission | Amendment |
|---|---|
| (a) the absence of a significant learning or training component in the purported traineeship; | (a) the absence of a significant learning and training component in the purported traineeship; |
| Text proposed by the Commission | Amendment |
|---|---|
| (fa) the presence of the quality criteria listed in Article 5a. |
| Text proposed by the Commission | Amendment |
|---|---|
| (c) the working conditions, including pay, tasks and responsibilities of purported trainees and of regular employees at comparable positions; | (c) the working conditions, including pay, social protection, tasks and responsibilities of purported trainees and of regular employees at comparable positions; |
| Text proposed by the Commission | Amendment |
|---|---|
| (a) define a time limit indicating excessive duration of a traineeship and of repeated, including consecutive, traineeships with the same employer; | (a) define a time limit, except where a longer duration of a traineeship is duly justified on objective grounds; |
| Text proposed by the Commission | Amendment |
|---|---|
| (b) require employers to include information on the expected tasks, working conditions, including pay, social protection, learning and training elements in the vacancy notices and advertisements for traineeships. | (b) require employers to include comprehensive and accessible information in the vacancy notices and advertisements for traineeships on the expected tasks, responsibilities, working conditions, including pay, the learning and training components and further career and recruitment opportunities, where applicable; |
| Text proposed by the Commission | Amendment |
|---|---|
| (ba) ensure equal access to traineeships by not requiring previous work experience and by acknowledging the recognition of traineeships as work experience; |
| Text proposed by the Commission | Amendment |
|---|---|
| Chapter IIIa | |
| Quality Criteria | |
| Article 5a | |
| Quality criteria | |
| Member States shall use the following criteria to assess the quality of a traineeship: | |
| (a) the assignment of a supervisor or a mentor to each trainee for the full length of the traineeship; | |
| (b) a learning and training component jointly agreed between the trainee and traineeship provider (and any other parties involved); | |
| (c) the regular evaluation of the learning and training component provided both by the trainee and the traineeship provider; | |
| (d) the validation, recognition and portability of the learning and training component acquired during the traineeship by means of a certificate, micro-credentials or other forms; | |
| (e) the alignment of the tasks and responsibilities of the trainee with the learning and training component aiming to enhance the trainee’s professional development; | |
| (f) the agreement and clear communication of the rights and obligations of the trainee and the traineeship provider, including with regard to the confidentiality and the ownership of intellectual property rights’ policies, if applicable; | |
| (g) an agreement on the duration of the traineeship and any provisions for renewal of the traineeship; | |
| (h) the pay, working conditions and social protection provided to the trainee; | |
| (i) the presence of a written agreement including all the relevant criteria listed in this paragraph. |
| Text proposed by the Commission | Amendment |
|---|---|
| (b) develop guidance for employers of trainees regarding the legal framework for traineeships, including relevant labour law and social protection aspects; | (b) develop guidance for employers of trainees regarding the legal framework, including relevant labour law and social protection aspects, as well as best practices on quality traineeships and skills certification; |
| Text proposed by the Commission | Amendment |
|---|---|
| (fa) ensure, in collaboration with the competent authorities, the collection and sharing of uniform and comparable data, including the ratio of traineeships having led to regular employment relationships in the field related to the traineeship over a relevant reference period, in accordance with the principles of Directive (EU) 2019/1024. |
| Text proposed by the Commission | Amendment |
|---|---|
| Member States shall ensure that trainees, including those whose employment relationship has ended, have access to effective and impartial dispute resolution and a right to redress, including adequate compensation, in the case of infringements of their rights arising from this Directive or from other Union law applicable to workers. | Member States shall ensure that trainees, including those whose traineeship has ended, have access to effective and impartial dispute resolution and a right to redress, including adequate compensation in the case of infringements of their rights arising from this Directive or from other Union law applicable to workers. |
| Text proposed by the Commission | Amendment |
|---|---|
| Members States shall put in place mechanisms to improve the wellbeing and safety of trainees, including to prevent psychological or sexual harassment. |
| Text proposed by the Commission | Amendment |
|---|---|
| Member States shall ensure that representatives of workers may engage in any relevant judicial or administrative procedure to enforce the rights and obligations arising from this Directive or from other Union law applicable to workers. They may act on behalf or in support of one or several trainees in the case of an infringement of any right or obligation arising from this Directive or from other Union law applicable to workers, with that trainee’s or those trainees’ approval. | Member States shall ensure that representatives of workers may engage in any relevant judicial or administrative procedure to enforce the rights and obligations of trainees arising from this Directive or from other Union law applicable to workers They may act on behalf or in support of one or several trainees in the case of an infringement of any right or obligation arising from this Directive or from other Union law applicable to workers with that trainee’s or those trainees’ approval. |
| Text proposed by the Commission | Amendment |
|---|---|
| 4. Member States shall take the necessary measures to ensure that, when trainees referred to in paragraph 3 establish, before a court or other competent authority or body, facts from which it may be presumed that there has been such a dismissal or equivalent measures, it shall be for the employer to prove that the dismissal or equivalent measures were based on grounds other than those referred to in paragraph 2. | 4. Member States shall take the necessary measures to ensure that, when trainees referred to in paragraph 3 establish, before a court or other competent authority or body, facts from which it may be presumed that there have been reprisals as a result of trainees’ exercise of their rights as provided for in this Directive or other provisions of Union law, in particular an interruption of the traineeship, dismissal or equivalent measures, it shall be for the employer to prove that the dismissal or equivalent measures were based on grounds other than those referred to in paragraph 2. |
| Text proposed by the Commission | Amendment |
|---|---|
| 4. Member States shall, in accordance with their national law and practice, take adequate measures to ensure the effective involvement of the social partners and to promote and enhance social dialogue with a view to implementing this Directive. | 4. Member States shall, in accordance with their national law and practice, take adequate measures to ensure the effective involvement of the social partners and other relevant stakeholders and to promote and enhance social dialogue with a view to implementing this Directive. |
| Text proposed by the Commission | Amendment |
|---|---|
| 5a. Member States shall promote the use of European funds and other relevant resources and incentives to provide support for small and medium enterprises and non-governmental organisations to offer traineeships. |
| Text proposed by the Commission | Amendment |
|---|---|
| 1. By [5 years after the date of transposition], Member States shall communicate to the Commission all information concerning the implementation of this Directive that is necessary for the Commission to draw up a report. That information shall include data on traineeships for the purposes of allowing the proper monitoring and assessment of the implementation of this Directive. | 1. By [3 years after the date of transposition], Member States shall communicate to the Commission all information concerning the implementation of this Directive that is necessary for the Commission to draw up a report. That information shall include uniform, comparable and comprehensive data on traineeships for the purposes of allowing the proper monitoring and assessment of the implementation of this Directive. |
Back matter, 1
Parts that accompany the text rather than belong to it: explanatory statement, annexes, opinions appended by other committees. Collapsed.
Annex: entities or persons from whom the rapporteur has received input 4 blocks
Pursuant to Article 8 of Annex I to the Rules of Procedure, the rapporteur for the opinion received input from the following entities or persons in the preparation of the opinion, prior to the adoption thereof in committee:
| Entity and/or person |
| Organising Bureau of European School Student Unions OBESSU CISL CGIL UIL |
Where natural persons are identified in the list by their name, by their function or by both, the rapporteur for the opinion declares that he has submitted to the concerned natural persons the European Parliament's Data Protection Notice No 484 (https://www.europarl.europa.eu/data-protect/index.do), which sets out the conditions applicable to the processing of their personal data and the rights linked to that processing.
Procedure pages and committee votes
How the committees handled the text and how their members voted on it. Collapsed.
Procedure – committee asked for opinion 1 block
| Title | Improving and enforcing working conditions of trainees and combating regular employment relationships disguised as traineeships (‘Traineeships Directive’) | |
| References | COM(2024)0132 – C10-0004/2024 – 2024/0068(COD) | |
| Committee(s) responsible | EMPL | |
| Opinion by Date announced in plenary | CULT 13.11.2024 | |
| Rapporteur for the opinion Date appointed | Nicola Zingaretti 18.12.2024 | |
| Discussed in committee | 30.1.2025 | |
| Date adopted | 8.4.2025 | |
| Result of final vote | +: –: 0: | 25 3 2 |
| Members present for the final vote | Nikolaos Anadiotis, Zsuzsanna Borvendég, Laurence Farreng, Gabriela Firea, Sunčana Glavak, Catherine Griset, Hannes Heide, Lara Magoni, Eleonora Meleti, Hristo Petrov, Giusi Princi, Sabrina Repp, Diana Riba i Giner, Nela Riehl, Manuela Ripa, Joanna Scheuring-Wielgus, Malika Sorel, Marco Squarta, Zala Tomašič, Ivaylo Valchev, Annamária Vicsek, Bogdan Andrzej Zdrojewski | |
| Substitutes present for the final vote | Carolina Morace, Marcos Ros Sempere, Anthony Smith, Hélder Sousa Silva, Brigitte van den Berg, Nicola Zingaretti | |
| Members under Rule 216(7) present for the final vote | Maravillas Abadía Jover, Mathilde Androuët |
Final vote by roll call by the committee asked for opinion 3 blocks
25 · For
- ECR
- Lara Magoni, Marco Squarta, Ivaylo Valchev
- No group
- Nikolaos Anadiotis
- EPP
- Maravillas Abadía Jover, Sunčana Glavak, Eleonora Meleti, Giusi Princi, Manuela Ripa, Hélder Sousa Silva, Zala Tomašič, Bogdan Andrzej Zdrojewski
- Patriots
- Malika Sorel
- Renew
- Laurence Farreng, Hristo Petrov, Brigitte van den Berg
- S&D
- Gabriela Firea, Hannes Heide, Sabrina Repp, Marcos Ros Sempere, Joanna Scheuring-Wielgus, Nicola Zingaretti
- The Left
- Carolina Morace
- Greens
- Diana Riba i Giner, Nela Riehl
Connections
The dossier, the decisions on this text and its other versions.
No connections found for this item.
Sources & citation
Where the facts on this page come from, and how to cite it.
- Data source
- Licensed CC BY 4.0.
- Retrieved
- 25 September 2026
Cite as
European Parliament (2025). “OPINION on the proposal for a directive of the European Parliament and of the Council on improving and enforcing working conditions of trainees and combating regular employment relationships disguised as traineeships (‘Traineeships Directive’)”. Text, 8 April 2025. docId CULT-AD-767866. EU Parl Watch Research. https://news.eu-parl.st-solutions.dev/texts/CULT-AD-767866 (retrieved 25 September 2026). Data: EP Open Data API: document record, https://data.europarl.europa.eu/api/v2/documents/CULT-AD-767866 (CC BY 4.0).
BibTeX
@misc{epw-text-cult-ad-767866,
author = {{European Parliament}},
title = {{OPINION on the proposal for a directive of the European Parliament and of the Council on improving and enforcing working conditions of trainees and combating regular employment relationships disguised as traineeships (‘Traineeships Directive’)}},
year = {2025},
date = {2025-04-08},
howpublished = {\url{https://news.eu-parl.st-solutions.dev/texts/CULT-AD-767866}},
url = {https://news.eu-parl.st-solutions.dev/texts/CULT-AD-767866},
urldate = {2026-09-25},
publisher = {EU Parl Watch Research},
note = {Text. docId CULT-AD-767866. Data: EP Open Data API: document record (CC BY 4.0)}
}