An agreement may call a placement a Pflichtpraktikum, but the useful first question is not what appears in the heading. It is whether a school or university rule actually requires the placement as part of the programme.
Find the source of the requirement
Look for the relevant examination regulations, module handbook or placement rule. Record the minimum or exact duration, the intended learning purpose and any approval the institution must give. A general wish to gain experience does not become a compulsory placement simply because employer paperwork uses that term.
For a voluntary internship, ask how long the placement lasts and what remuneration provision applies. German minimum-wage treatment can depend on both the type and duration of the internship, so avoid relying on a colleague’s different placement.
Check that the documents agree
Compare the university requirement with the agreement’s start and end dates, weekly hours, duties and named supervisor. If the employer proposes weeks beyond the required period, ask how those weeks are classified and documented. If the study rule expects a report or confirmation, establish who will sign it.
Keep classification and quality separate
A placement can satisfy a university requirement yet still leave important practical terms unclear. Supervision, working time, expenses, leave and termination deserve their own reading. Conversely, friendly and educational duties do not settle the legal classification by themselves.
Bring both documents to an assessment. The contrast between them is often where the most useful questions begin.