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Navigating Internship Extensions

Internship extensions work best when they support both learning and business needs. A clear, simple process helps supervisors make informed decisions, set realistic expectations, and provide interns with transparency about terms, responsibilities, and outcomes after the Virtual Internship (VI) placement ends.

How do I navigate an internship extension?

When an intern has become a vital part of your team, extending their time can be a fantastic move for both your business and their career. However, because an extension takes place outside of the initial VI placement, it requires a clear, independent agreement to ensure everyone is protected and aligned.

Is an extension right for your team?

Before making an offer, run through this quick Success Audit to ensure the extension is sustainable:

  • The Performance Bar: Has the intern consistently met their deadlines and communication rhythms?
  • The Project Gap: Is there a specific project or Learning Milestone that needs more time to complete?
  • The Compliance Check: Does your local labor law or HR policy allow for a direct extension or a shift to a part-time/full-time role?

Defining the New Terms

Once you decide to move forward, treat the extension like a fresh start. You should define:

  1. The Role Type: Is this a continued internship, or are you moving them into a Part-Time/Full-Time position?
  2. The Timeline: Set a clear start and end date, along with the weekly hour commitment.
  3. The Value Exchange: Will there be a change in compensation (stipend, salary, or bonus)?
  4. The Finish Line: What happens when the extension ends? (e.g., A formal recommendation letter or a seat at the table for future permanent roles).

Understanding the Transition Line

It is important to understand where VI's role ends and yours begins:

  • The VI Cut-off: Our formal placement and support (including your PSA) end on the original internship end date.
  • Your Agreement: Any extension is a direct contract between your company and the intern. You will be responsible for managing payroll, compliance, and documentation.
  • Documentation: Because VI does not mediate these agreements, we strongly recommend putting the offer in writing and getting a signed acceptance from the intern.

Moving the Intern to Your Systems

As the intern transitions to your independent agreement, remember to:

  • Update your HR and Payroll records.
  • Review and extend software access and permissions.
  • Clarify who their point of contact is if they are moving to a different department or team.

When should I reach out?

While we don’t manage the extension agreement itself, we love to hear about these successes!

  • Notify Us: Let your Placement Success Aadvisor know at support@virtualinternships.com if you are extending. We use this to track the success of our placements.

  • The Final Review: Ensure the intern completes their final VI evaluations before the original end date so they receive their VI Certificate of Completion.