F-1 Curricular Practical Training (CPT)

Curricular Practical Training (CPT) is temporary employment authorization which allows F-1 students to gain practical experience in their field of study prior to graduation. Both paid and unpaid work requires prior authorization. According to immigration regulations, the work performed must be directly related to the student's major field of study and considered either required or integral to their academic program. For work that is related to the student’s field of study, but does not have a curricular component, the student must apply for Optional Practical Training (OPT).

How Do I Apply for CPT?

You will need to follow some steps to apply for your CPT, such as submit a CPT Request, and provide a job offer letter.

Learn how to apply to CPT

Am I Eligible for CPT?

An F-1 student must meet ALL of the below criteria to be considered eligible for CPT work authorization from Illinois State University:

Is currently in valid F-1 status
Is currently in a declared undergraduate or graduate degree program. Students currently enrolled in Academic English or Pathway Programs are not eligible for CPT.
Has been enrolled at a US institution for at least two consecutive full-time semesters (Fall and Spring) immediately preceding the semester during which the CPT will take place*
*NOTE:
- If you began your program online, you cannot count time spent studying while outside of the U.S. towards meeting this requirement. Your clock will starts when you enter the U.S. and are officially in F-1 status.
- Time spent studying at another U.S. institution can only count towards the one-year enrollment requirement if the student has transferred their SEVIS record to ISU from the previous institution.
- Time spent in an Academic English program (ESL classes) cannot count towards the one-year enrollment requirement. However, time spent in your Pathway Program (credit-bearing courses) can count towards the one-year enrollment requirement.
- If you are enrolled in graduate studies and your program requires IMMEDIATE participation in practical training, the enrollment requirements can be waived.
- Students whose F-1 status has been reactivated after a period of authorized leave can count time spent studying at ISU prior to their leave toward meeting the one-year enrollment requirement.
Has an offer letter for employment that is directly related to their program of study.
Has been making normal progress towards degree completion and is in good academic standing
Will continue to be enrolled full-time during curricular practical training
Will receive course credit for the work performed in the curricular practical training

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Employment while on CPT

CPT is a type of work authorization for F-1 students, but the primary purpose of CPT is educational. The work you perform can be paid or unpaid, but must be considered required or integral to your program of study and occur prior to completion of your coursework.
You must receive credit for the work performed on CPT. The specific course and number of credits varies by department and is determined by your Academic Advisor.
You must complete the course associated with your CPT and receive a grade that appears on your transcript.
Any employer while on CPT is required to provide hands-on supervision and mentorship to enhance the employee's academic experience.
CPT is available only before completion of your degree program and should not delay the completion of your program.
While on CPT, you must continue to be enrolled full-time in your academic program.
CPT is considered part of your curriculum and is therefore authorized based on academic semester. If your employment dates will span across more than one semester, you must submit a CPT application for each semester.
If authorized for CPT, you may only work for the specific employer at the specific location and for the specific dates listed on page 3 of your I-20.
Any work that begins prior to your authorized CPT start date or after the CPT end date is considered unauthorized employment and could jeopardize your legal status. This includes any training or orientation provided by the employer, even if unpaid.
If there are any changes to your CPT employment, you must contact ISSS prior to the change. You will be required to submit updated documentation. ISSS cannot retroactively change your CPT authorization after your employment start date.
Part-time CPT authorization is 20 hours per week or less. Full-time CPT is more than 20 hours per week.
You may use as much CPT authorization as is required for your degree program. However, if you accumulate 12 months or more of full-time CPT authorization, you will not eligible for Optional Practical Training (OPT) authorization. Part-time CPT does not affect OPT eligibility.
If you do not already have a Social Security Number (SSN), you will need to apply for one in order to be paid. See the Social Security page of our website for further details.

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Will I Need CPT for Un-Paid Internship

An unpaid internship is not the same as volunteering. Depending on the nature of the internship, you may be considered an employee and would therefore require employment authorization prior to beginning the internship.

According to the DOL Fact Sheet found here, the following seven factors consitute a "primary beneficiary" test used to determine whether you are considered an intern or an employee:

The extent to which the intern and the employer clearly understand that there is no expectation of compensation. Any promise of compensation, express or implied, suggests that the intern is an employee—and vice versa.
The extent to which the internship provides training that would be similar to that which would be given in an educational environment, including the clinical and other hands-on training provided by educational institutions.
The extent to which the internship is tied to the intern’s formal education program by integrated coursework or the receipt of academic credit.
The extent to which the internship accommodates the intern’s academic commitments by corresponding to the academic calendar.
The extent to which the internship’s duration is limited to the period in which the internship provides the intern with beneficial learning.
The extent to which the intern’s work complements, rather than displaces, the work of paid employees while providing significant educational benefits to the intern.
The extent to which the intern and the employer understand that the internship is conducted without entitlement to a paid job at the conclusion of the internship.

ISSS highly recommends that all F-1 students request CPT authorization for all internships (paid or unpaid) that meet the CPT eligibility requirements. If you choose not to obtain CPT authorization, we highly recommend that you obtain confirmation in writing from your internship supervisor that the position meets the DOL requirements for unpaid internships and that you will not receive any compensation in any form during your internship. If the work you performed is later deemed by U.S. labor laws to constitute employment, then you would have worked without employment authorization. Unauthorized employment can impact your legal status and future visa applications and your employer could be at risk for substantial fines.

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Curricular Practical Training FAQ

Can I work full-time on CPT during the Fall or Spring semester?

Yes. However, your academic advisor must confirm that you can manage both your academic and employment obligations as part of the CPT approval process. You must be making normal academic progress towards degree completion and remain in good standing to continue to remain eligible for CPT.

Can I volunteer?

It's important to understand the difference between a volunteer and an employee. Some think the only difference is that an employee gets paid and a volunteer does not, but that is not true. Unpaid work can still be considered employment.

Whether the Department of Labor (DOL) considers you an employee or a volunteer is based upon several factors and focuses on the relationship between the employer and potential employee.

According to the DOL Fact Sheet:

Individuals may volunteer time to religious, charitable, civic, humanitarian, or similar non-profit organizations as a public service and not be covered by the FLSA. Individuals generally may not, however, volunteer in commercial activities run by a non-profit organization such as a gift shop. A volunteer generally will not be considered an employee for FLSA purposes if the individual volunteers freely for public service, religious or humanitarian objectives, and without contemplation or receipt of compensation. Typically, such volunteers serve on a part-time basis and do not displace regular employed workers or perform work that would otherwise be performed by regular employees.

F-1 and J-1 students are permitted to perform volunteer work that meets the DOL criteria without any prior authorization. Some examples include volunteering to hand out blankets at a homeless shelter, visit the elderly in a nursing home, or fold bandages for the Red Cross.

If you are unsure whether an opportunity qualifies as volunteer work, ISSS recommends you reference the Department of Labor website and consult with an immigration attorney and a labor attorney. The link here will guide you to a list of attorneys in the state of Illinois that specialize in labor and employment law. You can find links here to help you find an experienced immigration attorney. If the "volunteer" work you performed is later deemed by U.S. labor laws to constitute employment, then you would have worked without employment authorization. Unauthorized employment can impact your legal status and future visa applications and your employer could be at risk for substantial fines.

If the volunteer opportunity is through ISU, then you should consult Human Resources prior to performing any volunteer work.

Do I need CPT for an unpaid internship?

An unpaid internship is not the same as volunteering. Depending on the nature of the internship, you may be considered an employee and would therefore require employment authorization prior to beginning the internship.

According to the DOL Fact Sheet found here, the following seven factors consitute a "primary beneficiary" test used to determine whether you are considered an intern or an employee:

The extent to which the intern and the employer clearly understand that there is no expectation of compensation. Any promise of compensation, express or implied, suggests that the intern is an employee—and vice versa.
The extent to which the internship provides training that would be similar to that which would be given in an educational environment, including the clinical and other hands-on training provided by educational institutions.
The extent to which the internship is tied to the intern’s formal education program by integrated coursework or the receipt of academic credit.
The extent to which the internship accommodates the intern’s academic commitments by corresponding to the academic calendar.
The extent to which the internship’s duration is limited to the period in which the internship provides the intern with beneficial learning.
The extent to which the intern’s work complements, rather than displaces, the work of paid employees while providing significant educational benefits to the intern.
The extent to which the intern and the employer understand that the internship is conducted without entitlement to a paid job at the conclusion of the internship.

ISSS highly recommends that all F-1 students request CPT authorization for all internships (paid or unpaid) that meet the CPT eligibility requirements. If you choose not to obtain CPT authorization, we highly recommend that you obtain confirmation in writing from your internship supervisor that the position meets the DOL requirements for unpaid internships and that you will not receive any compensation in any form during your internship. If the work you performed is later deemed by U.S. labor laws to constitute employment, then you would have worked without employment authorization. Unauthorized employment can impact your legal status and future visa applications and your employer could be at risk for substantial fines.