What is the difference between an internship contract and an ordinary employment contract?

The internship contract is a professional training agreement governed by specific federal laws. It includes not only working hours at the company, but also the obligation to attend vocational school (typically 1-2 days a week). The apprentice receives lower pay than an ordinary employee, but in return acquires federally recognized skills. The duration is fixed (2-4 years), not indefinite.

What happens if the apprentice leaves the traineeship before the end?

If the trainee interrupts during the probationary period (usually 1-3 months), a short written communication is sufficient. After the trial period, the cancellation period is usually 1 month. If the company fires, it must provide a reason. In the event of an unjustified abandonment, the apprentice could lose entitlements to benefits and incur administrative penalties.

How much minimum wage is an apprentice entitled to receive in Graubünden?

There is no federal minimum wage for apprentices in Switzerland. The salary level is established by the canton, the professional sector (through collective labour agreements) and the training company. In the Canton of Graubünden, consult the Vocational Training Office for reference salaries in your industry. Typically, apprentices receive 30-60% of the salary of a skilled worker in the same sector, with progressive annual increases.

Am I required to pay health insurance while I do my internship?

Yes, health insurance (LAMal) is mandatory for all residents in Switzerland and must be taken out within 3 months of the start of the internship. Awards vary by canton and region. The Canton of Graubünden usually offers subsidies to reduce the premium if the apprentice's income is low. AVS/AI/IPG contributions (5.3%) are instead mandatory social security payments withheld directly from the gross salary.

What are the advantages of professional maturity after the internship?

The professional maturity allows direct access to professional university schools (SUP/UAS) without entrance exam, offering more advanced career paths. It is recognised throughout Switzerland and appreciated by employers as an additional qualification. In some industries, maturity allows for faster salary increases and promotions than apprenticeship certificate alone.

Apprenticeship in the Canton of Graubünden: internship and maturity (cross-border guide)

Di Redazione Frontaliere Ticino · Published on 5 September 2026

Young apprentice in Swiss vocational workshop during practical training session

Complete guide to apprenticeship in Graubünden: how to find an internship, salary with social security contributions, guaranteed minimum holidays and federal professional maturity.

Context

In brief

Swiss apprenticeship combines school teaching and company practice, regulated by AFC (federal) and cantons
Maximum hours 45-50 per week, minimum holidays 4 weeks (5 if underage)
Apprentice pays AVS/AI/IPG at 5.3%, no federal minimum wage
Professional maturity can be achieved in parallel or after, with national recognition

Key facts

What: Dual vocational training system (company + vocational school)
Who regulates: AFC (Federal Office for Vocational Education and Training), cantonal administrations, municipalities
Duration: 2-4 years according to the vocational training order
Maximum hours: 45 hours/week (industry, offices, sales), 50 hours (other sectors)
Pension contributions: AVS/AI/IPG 5.3% employee (total 10.6% with employer)
Minimum holidays: 4 weeks per year (5 for under 20)
Minimum wage: None federal, set by canton/sector/company

The federal and cantonal system

The apprenticeship in Switzerland is a vocational training path that combines school teaching and work practice in a company. It is regulated at the federal level by the Federal Office for Vocational Education and Training (AFC) and the State Secretariat for Economic Affairs (SECO), and at the cantonal level by the competent local administrations. In the Canton of Grisons, as in all cantons, the competence for vocational training remains in the hands of the cantonal administration, which authorizes the training companies and registers the apprentices with the vocational schools.

Each canton follows common national principles to ensure the federal recognition of diplomas and the mobility of workers throughout Switzerland. The general structure provides for a training contract between the apprentice, the training company, and the vocational school, typically lasting between 2 and 4 years.

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Operational details

The apprenticeship contract: essential elements

The apprenticeship contract is a legal document that regulates the relationship between the apprentice, the company, and the cantonal administration. It must contain specific information: the total duration of the apprenticeship (e.g., 3 years), the tasks and skills to be acquired, the monthly salary (gross salary), working days and holidays, the probationary period (usually 1-3 months), and early termination clauses. Both parties — the apprentice (or parent/guardian if a minor) and the company — must sign the contract in the presence of a notary or at the competent cantonal authority.

The apprentice's salary varies considerably depending on the sector (construction, healthcare, commerce, craftsmanship), the canton, and the company. Since there is no federal minimum wage for apprentices in Switzerland, the canton of residence plays a crucial role: some cantons have set regional minimum wages, while others leave it to negotiation. It is advisable to check with the cantonal office for vocational training in Graubünden for reference values and applicable collective labor agreements in your sector.

During the contract, the apprentice can benefit from protection against night work (federal laws prohibit night work for apprentices under 16, except in certain cases), and in some cantons, from financial subsidies in case of financial difficulties.

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Key points

Practical procedure: how to find an internship position

The first step is to consult the official portals that list available internship positions in the Canton of Graubünden and throughout Switzerland. The federal portal ASLAP (Federal Office for Vocational Education and Training) allows you to view offers filtered by canton and professional sector. The website of the Office for Vocational Education and Training of the Canton of Graubünden lists recognized training companies, addresses, contacts, and available training programs in the region. [nav:jobs] allows you to search for internship positions nationwide, along with platforms such as jobs.ch, indeed, and jobscout24. It is also useful to visit companies directly interested in your preferred sector and ask if they are looking for apprentices.

Application and selection

Once you have identified the target companies, prepare a professional dossier: curriculum vitae (with school experiences, internships, extracurricular activities, language skills), cover letter (explain why you want this internship and this company), school certificates (compulsory school diploma and last year's report cards), and optional references from teachers or previous employers.

Apply through the channels indicated by the company (mail, email, online form). If the application is selected, a motivational interview will follow (the company verifies motivation and suitability for the role), possible aptitude tests (some companies require tests on mathematical, linguistic, and manual skills), and a visit to the company to get to know the workplace and the team.

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Frequently Asked Questions

What is the difference between an internship contract and an ordinary employment contract?: The internship contract is a professional training agreement governed by specific federal laws. It includes not only working hours at the company, but also the obligation to attend vocational school (typically 1-2 days a week). The apprentice receives lower pay than an ordinary employee, but in return acquires federally recognized skills. The duration is fixed (2-4 years), not indefinite.
What happens if the apprentice leaves the traineeship before the end?: If the trainee interrupts during the probationary period (usually 1-3 months), a short written communication is sufficient. After the trial period, the cancellation period is usually 1 month. If the company fires, it must provide a reason. In the event of an unjustified abandonment, the apprentice could lose entitlements to benefits and incur administrative penalties.
How much minimum wage is an apprentice entitled to receive in Graubünden?: There is no federal minimum wage for apprentices in Switzerland. The salary level is established by the canton, the professional sector (through collective labour agreements) and the training company. In the Canton of Graubünden, consult the Vocational Training Office for reference salaries in your industry. Typically, apprentices receive 30-60% of the salary of a skilled worker in the same sector, with progressive annual increases.
Am I required to pay health insurance while I do my internship?: Yes, health insurance (LAMal) is mandatory for all residents in Switzerland and must be taken out within 3 months of the start of the internship. Awards vary by canton and region. The Canton of Graubünden usually offers subsidies to reduce the premium if the apprentice's income is low. AVS/AI/IPG contributions (5.3%) are instead mandatory social security payments withheld directly from the gross salary.
What are the advantages of professional maturity after the internship?: The professional maturity allows direct access to professional university schools (SUP/UAS) without entrance exam, offering more advanced career paths. It is recognised throughout Switzerland and appreciated by employers as an additional qualification. In some industries, maturity allows for faster salary increases and promotions than apprenticeship certificate alone.