In Taiwan, the government should promote vocational education and training under the welfare state responsibility theory. As the administration try to promote occupational training, it should obey the principle of fair treatment, the principle of freedom of contract, and the principle of corporate self-pay, so that everyone has the chance to obtain occupational training, the parties can conclude a contract under their own decision, and the vocational establishments should assume principally all training costs (so-called ”principle of free charge by vocational training”). Student trainee is a person who stay and work only short time in the factory so that he/she can learn the practical knowledge and experience which are required for the next job (including academic job). There are several different kinds of student trainee contractual relations, in general, there are some difference between student trainee and apprentice and developing trainee. A systematic vocational training will not be carried out under student trainee relations. When a person obtains vocational training, he/she might be protected under educational laws or labor laws, in this situation only when vocational training is not a part of educational curriculum, then the Vocational Training Law is applicable. When we try to ban the disorderly employ educational trainee from the site of employer, we should demand that contractual parties harmonize a minimum content in the vocational contract of educational trainee, besides, the establishment can only employ a certain number of educational trainee which is regulated by law. In the legal localization of status of student trainee, in principle, all forms of student trainee is not laborer, whether the student trainee inhere the nature of an educational contract or not, the educational goal and learning goal are more important than the commercial purpose. But, in case of ”fictitious student trainee relationship” or false student trainee relationship, the student trainee must be deemed as laborer exceptionally. The living allowance (remuneration) cannot deem as wage. In principle, establishments may not negotiate and make agreements with student trainee over repayment of the training costs or articles for restraint on competitive practice after training (but the private practical tutorial institutions may agree with student trainee over a non-competition agreement). Establishments have a certain competence to ask student trainee to stay (clause of stay) after training, student trainee has not a automatically right of stay in establishment, she/he but not an obligation to stay in establishment permanently. In case that student trainee decides to stay in establishment, establishment must specify approximately the work conditions. The parties of vocational training of student trainee may come to an agreement of contractual termination causes under their own mind, but naturally they should be subject to the prohibition of mandatory regulations in private law - in particular, civil law - . Finally, the statues of short-work which are applied for normal labor relations, does not apply to student trainee.