Training, Internship & Vocational Training Agreement for Libya
Download a ready-to-use internship and training contract template for employers, trainees, students and organizations in Libya.
The template can be customized for internships, workplace training, practical experience and other structured training arrangements.
Libya's Labour Relations Law No. 12 of 2010 contains a dedicated section titled "Training for Work Purposes". Articles 81 to 84 establish rules for training people to learn a profession, craft or specific type of work.
This is particularly important when a training arrangement is more than an informal internship and is designed to prepare a person for a specific occupation or job.
The terms internship, apprenticeship and vocational training are often used interchangeably in everyday conversation, but they can describe different arrangements.
An internship generally provides a student, graduate or job seeker with practical experience in a workplace. The exact legal arrangement depends on the circumstances, including whether the person is actually performing work for an employer and whether the arrangement falls within the statutory training provisions.
This is the specific category addressed by Articles 81–84 of Law No. 12 of 2010. It involves training a person to learn a profession, craft or specific work during a specified period.
Vocational training focuses on developing practical occupational skills. Libya's Ministry of Labour and Rehabilitation is currently expanding and developing vocational-training programs and training centers.
In an apprenticeship-style arrangement, the trainee learns practical occupational skills while receiving structured workplace instruction. Where the arrangement qualifies as training for employment purposes, the requirements of Articles 81–84 should be considered.
Include the employer's legal name, business address, representative and other identifying information required for the arrangement.
Include the trainee's full name, identification details, address and relevant educational or professional information.
Clearly identify the occupation, profession, craft or job for which the trainee will receive training.
Describe the practical and technical skills the trainee is expected to acquire during the program.
Article 82 requires a training contract for employment purposes to specify the duration of the training.
If the training is divided into stages, the contract should clearly describe each stage and what the trainee is expected to learn.
The contract should state the compensation applicable to each training stage.
Article 82 provides that compensation in the final stage must not be below the minimum compensation specified for the occupation or craft being learned.
State the expected daily and weekly schedule, including applicable breaks and rest periods.
Article 84 extends the relevant statutory provisions on working hours and weekly rest to training contracts for employment purposes.
Identify the location where the practical training will take place. If training occurs at multiple branches or sites, list the applicable locations.
Identify the person responsible for supervising the trainee and providing practical instruction where appropriate.
The training arrangement should address occupational health and safety requirements and the protective equipment or procedures relevant to the occupation.
Article 84 specifically applies legal provisions concerning occupational injuries, occupational diseases and occupational health and safety to training contracts.
Applicable provisions concerning leave, weekly rest and public holidays should be respected.
The agreement can establish reasonable attendance requirements, workplace conduct standards and procedures for reporting absence.
For structured training, the agreement can explain how the trainee's progress will be evaluated and how completion of the training will be documented.
Where appropriate, the employer or training institution may issue a certificate confirming completion of the training program, occupation or skills covered.
The agreement should explain how the training relationship may end, while respecting mandatory Libyan labour rules.
Under Article 83, an employer may terminate a training contract for employment purposes where the trainee is shown to be unsuitable or unwilling to properly learn the profession or craft, subject to the approval of the competent employment office. The trainee may also end the training contract by notifying the employer.
The final agreement should be signed by the appropriate parties and, where required, submitted through the applicable official procedure.
| Section | Information to Include |
|---|---|
| Employer | Legal name, address and authorized representative |
| Trainee | Full name, identification and contact information |
| Occupation | Profession, craft or job being learned |
| Training Objective | Skills and practical knowledge to be acquired |
| Start Date | Date on which training begins |
| End Date | Date on which the training is scheduled to finish |
| Training Stages | Description of each stage and its learning objectives |
| Compensation | Compensation applicable to each training stage |
| Working Hours | Daily and weekly training schedule |
| Workplace | Main training location and other applicable sites |
| Trainer | Name or position of the person supervising the trainee |
| Health & Safety | Safety procedures, equipment and workplace requirements |
| Leave | Applicable leave, weekly rest and public holidays |
| Evaluation | Training assessment and completion procedure |
| Termination | Conditions and notification requirements |
| Signatures | Employer, trainee and any required authority or representative |
Article 81 requires employers to accept a number of job seekers for training equivalent to 20% of the total number of foreign workers they employ, or to bear the costs of training them at specialized institutions, subject to the conditions and procedures established by the competent authority.
Article 82 states that a training contract for employment purposes must be written in Arabic.
It must specify:
The compensation during the final stage must not be below the minimum compensation established for the profession or craft being learned.
The employer may terminate the training contract when the trainee is found to be unsuitable or unwilling to properly learn the profession or craft, subject to approval from the competent employment office.
The trainee may also terminate the training contract by notifying the employer.
Article 84 extends provisions concerning occupational injuries, occupational diseases, occupational health and safety, working hours, weekly rest, leave and public holidays to training contracts for employment purposes.
Vocational training is an active area of labour-market policy in Libya. The Ministry of Labour and Rehabilitation has been implementing a 2026 training plan and working on the development of vocational-training programs and centers.
Current ministry initiatives include expanding training opportunities, improving training quality and aligning programs more closely with labour-market requirements.
Training programs may cover different technical and professional occupations depending on the training center and current program.
Anyone choosing a private training institution should verify that the institution is properly authorized and accredited for the training it provides.
In 2025, the Libyan Cabinet approved regulations concerning quality assurance for training in the labour market. The Ministry of Labour stated that public and private training institutions are required to obtain accreditation from the relevant quality-assurance and vocational calibration authority before conducting training activities.
Foreign nationals should not assume that an internship or training agreement automatically provides permission to work in Libya.
Immigration, work authorization and labour requirements can apply separately depending on the person's nationality, status, employer and nature of the activity.
| Feature | Internship | Training for Employment |
|---|---|---|
| Main Purpose | Practical workplace experience | Learning a profession, craft or specific job |
| Duration | Usually agreed between the parties | Must be specified in the training contract |
| Training Stages | May be included | Article 82 requires stages to be specified |
| Compensation | Depends on the arrangement and applicable law | Compensation for each stage must be specified |
| Language | Depends on the applicable arrangement | Arabic required under Article 82 |
| Health & Safety | Applicable workplace rules should be followed | Article 84 expressly applies relevant provisions |
| Working Hours | Should be clearly stated | Relevant legal provisions apply under Article 84 |
The table is a general comparison. The legal classification of an individual arrangement depends on its actual terms and circumstances.
A useful Libya internship and training template can contain the following fields:
Libya's Labour Relations Law specifically regulates training for employment purposes. Articles 81–84 establish rules for training people to learn a profession, craft or specific job. The term "apprenticeship" may be used informally for some arrangements, but the exact legal classification should be checked.
Yes, Article 82 provides that a training contract for employment purposes must be written in Arabic.
Article 82 specifically requires the training contract for employment purposes to be written in Arabic.
The contract must specify the training duration, training stages and compensation for each stage. Additional details should be included so that the rights and responsibilities of the parties are clear.
Article 82 requires compensation to be specified for each stage of a training contract for employment purposes. It also establishes a minimum rule for compensation in the final stage in relation to the minimum amount specified for the relevant occupation or craft.
Article 83 provides that the trainee may terminate the training contract provided that the employer is notified.
Article 83 provides for termination where the trainee is found to be unsuitable or unwilling to properly learn the profession or craft, subject to approval by the competent employment office.
Article 84 applies the relevant provisions concerning working hours, weekly rest and other listed labour protections to training contracts for employment purposes.
Yes. Article 84 specifically extends provisions concerning occupational injuries, occupational diseases and occupational health and safety to training contracts for employment purposes.
Foreign nationals may face additional immigration and labour requirements. An internship or training agreement should not be treated as a substitute for any required work authorization or residence procedure.
No. This website template is a general drafting resource. It should not be presented as an official government form. Where the competent authority has prescribed a particular form or approval process, that official procedure takes precedence.
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